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The study aims to construct a model that illustrates the relationship between receiving and sharing negative electronic word-of-mouth (e-WOM), consumer resistance to innovation (CRI), and customer loyalty.

Utilizing questionnaire surveys and regression model analysis, this study examines the case of smartphones to explore the impact of customer loyalty and CRI on the spread of negative e-WOM.

The results show that when consumers receive negative e-WOM, it increases their resistance to innovation, consequently raising the probability of them sharing this negative feedback. However, strong customer loyalty mitigates this interaction. Interestingly, customer loyalty increases the likelihood of consumers sharing negative e-WOM upon receiving it. This suggests that loyal consumers tend to be more inclined to share information, regardless of its positivity or negativity.

The paper contributes by examining the mechanisms linking the receipt and dissemination of e-WOM, CRI, and customer loyalty, along with the moderating impact of customer loyalty.

The purpose of this study is to present an exploration of green intrinsic motivation’s mediating role in the relationship between socially responsible human resource management (SRHRM) and employee workplace green behaviour. Additionally, green leadership behaviour’s moderating role within this relationship is investigated.

Data were collected via a survey using a convenience sampling approach with a sample of 300 employees in Vietnam. A path analysis and the bootstrapping technique in the SPSS Process macro were used to test the hypotheses.

The results demonstrate that employee green intrinsic motivation mediates the association between SRHRM and workplace green behaviour. Furthermore, the findings indicate that green leadership behaviour attenuates the mediation.

The findings suggest that managers should be aware of green intrinsic motivation’s role in encouraging employee workplace green behaviour that results from SRHRM implementation. Organisations should provide resources and enact policies to promote green intrinsic motivation and foster employees’ engagement in workplace environmental activities. Additionally, organisations must be aware of the potentially negative impact of green leadership behaviour and proactively ensure that such actions are authentic, aligned with SRHRM practices, applicable to employees’ work and administered carefully to prevent the perception of micromanagement.

This is the first study to examine green intrinsic motivation as the underlying psychological mechanism and green leadership behaviour as the boundary condition that affects the relationship between SRHRM and employee workplace green behaviour.

We investigate how green transformational leadership (GTL) influences green innovative service behavior (GISB), particularly in the hospitality sector, which faces significant environmental challenges. Drawing from social identity theory (SIT), we introduce green organizational identity (GOI) as a mediating mechanism through which GTL fosters GISB. Furthermore, we propose a moderated mediation model whereby a green knowledge-sharing climate (GKSC) serves as a first-stage moderator to further understand how and when GTL fosters GISB through GOI.

We employed a multi-study design (i.e. two independent studies across China) to test the hypothesized relationships. Study 1 involved full-time employees from the service industry in China, including healthcare, telecommunication, and insurance sectors (N = 313). Study 2 employed a time-lagged dyadic design, collecting responses from employees and their managers at three different time points in the hospitality sector (N = 419).

In Study 1, the simple mediation results demonstrate that GTL positively influences GISB through the mediating role of GOI. Moreover, in Study 2, the moderating effect of GKSC was supported, showing that in organizations with strong green knowledge-sharing climate, the indirect effect of GTL on GISB via GOI is amplified.

In our work, we address a critical gap in the literature by identifying both the mechanisms and contextual factors that explain how GTL influences GISB. By introducing GOI as a mediator and GKSC as a first-stage moderator, the study advances understanding of how leadership, organizational identity, and a green-supportive climate interact to promote eco-friendly innovation in service organizations. This contributes both theoretically and practically to the development of effective strategies for advancing green initiatives in the service sector.

The purpose of this study is to find out the role of positive personality traits such as honesty-humility, emotionality, extraversion, agreeableness, conscientiousness and openness to experience (HEXACO) in the development of empowering leadership, and also determine the impact that mastery goal orientation and work engagement play in linking the effects of an empowering leader on the creative performance of their followers.

The quantitative research design is used along with a deductive approach to achieve the objectives of the study. Data from 337 employees in the telecom sector was collected through self-administered questionnaires using the purposive sampling method. SEM-AMOS methods were used to conduct the analysis, and regression analysis was used to test the formulated hypotheses.

The study’s findings indicated that each component of HEXACO (honesty-humility beta values = 0.086, p < 0.05, emotionality values as β = 0.275, p < 0.001, extroverts β = 0.217, p < 0.001, consciousness β = 0.277, p < 0.001 and agreeableness β = 0.063) played a significant role in fostering empowered leadership. The results also suggested that there is a sequential mediation of mastery goal orientation and work engagement in the relationship between empowering leadership and creative performance.

This study is unique since it covers the antecedents and outcomes of empowering leadership. For antecedents, the study used the HEXACO personality model with all its elements to identify its role in the development of empowering leadership. Moreover, the study also used mastery goal orientation and work engagement as sequential mediators to check the impact of empowering leadership on the creative performance of employees.

Green innovation (GI) in megaprojects has become a significant research topic that attracts both megaproject management scholars' and practitioners' attention. Green transformational leadership (GTL) is acknowledged as an important antecedent to GI in the permanent context. However, limited research investigates the mechanism and condition of how GTL effectively affects GI in the temporary (i.e. megaproject) context. This study seeks to examine the mechanism and condition of GTL in improving GI by assessing the mediating role of green knowledge sharing (GKS) and the moderating effect of innovation climate (IC).

Regression analysis was performed on data obtained from 303 experts who have been involved in megaprojects.

GTL has a significant positive impact on two aspects of GI, including green product innovation (GPDI) and green process innovation (GPCI). Besides, GKS mediates the relationship between GTL and the two aspects of GI. Moreover, IC plays a significantly positive moderating role in the relationship between GTL and GKS and the relationship between GKS and the two aspects of GI.

This study adds knowledge to the theory and practice by unveiling the “black box” between GTL and GI in the temporary (i.e. megaproject) context. First, this study extends the continuing discussion on the direct effect of GTL on GI to the temporary (i.e. megaproject) context. Second, this study facilitates the understanding of the mechanism to generate better GI performance considering the mediating role of GKS and the moderating effect of IC in the temporary (i.e. megaproject) context. The results can illuminate megaproject practitioners on generating better GI performance.

This paper aims to examine a range of factors that may influence the intention of ultra-micro-SMEs in Indonesia in choosing the type of microfinance facilities in the case of getting better offerings.

Drawing from the theory of planned behavior (TPB) framework, religious elements factors include religious leader endorsements, religiosity and Sharia compliance, whereas socially/commercially driven factors include social and rational sociodemographic indicators. Data was obtained from 319 ultra-micro-SMEs in emerging economies such as Indonesia, and structural equation modeling was used to analyze the survey data.

The findings reveal that commercial aspects, as rational variables, have a negative influence on the intention to switch from Islamic to conventional microfinancing. On the contrary, social influence from peers and family positively influences the intention to switch from Islamic to conventional microfinancing. Religious aspects, however, have no influence on the intention to switch or actual switching behavior from Islamic to conventional. Intention to switch was shown to positively influence actual switching behavior as per the prediction of the TPB.

There is a lack of research on the choice or behavior of ultra-micro-SMEs when deciding whether to use Islamic or conventional microfinance. This study enriches the literature by providing empirical evidence on the factors affecting this choice-making.

Recent literature in environmental management suggests that fostering employees’ innovative behaviour in green service is vital for enhancing the environmental sustainability of hospitality organizations. Despite this, few efforts have been made to understand how green entrepreneurial leadership (GEL) relates to green service innovative behaviour (GSIB). This study aims to examine whether GEL can promote GSIB among hospitality employees through the serial mediation of green learning orientation (GLO) and green knowledge acquisition (GKA) using the conservation of resources theory. The authors expect environmental dynamism to strengthen the relationship between GEL and employees’ GSIB, leveraging the resource-based view theory.

This study collected data through a multi-wave survey (four waves, two weeks apart) from 341 employees working in three-to-five-star hotels in Pakistan’s major cities. The authors used partial least squares structural equation modelling to evaluate the hypotheses proposed in the theoretical model.

The study revealed a significant relationship between GEL and employee GSIB, mediated by GLO and GKA. In addition, environmental dynamism strengthened the relationship of GEL with employee GSIB.

The research advances the literature on GEL in the hospitality sector by providing insights into the mediating and moderating processes that translate GEL into GSIB among hospitality employees. Moreover, the research provides important implications for hotels investing in green initiatives and looking for ways to foster employees’ GSIB.

The paper aims to explore and explain sustainable behaviours in an organizational context using self-determination theory, suggesting that individuals are likely to be engaged in green practices when supported by their needs.

The study used three waves of longitudinal design, consisting of 702 executives in leadership roles across public and private companies with an average of 15–20 years of work experience. Professionals working throughout PAN India, the USA, Germany and Australia provided us with the data.

Green transformational leaderships play a pivot in fostering optimism in employees when recrafting their work. Employees being encouraged to evaluate their jobs within the organization’s capacity would bring meaningful change and envision a sustainable future. All the study hypotheses were supported, highlighting the importance of green-focused leadership with individual agencies in line with the organization’s green values.

Using sustainable practices advances organizations in providing green commitment through leadership. Implementing this in the organization can help achieve long-term success by ensuring sustainable practices are embedded in culture rather than a peripheral initiative promoting sustainable decision-making and behaviours.

The study provides insights into the factors influencing decisions to maintain and adopt sustainable practices by providing a deeper understanding of green behaviour change and strategies for promoting pro-environmental strategies in organizations.