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Article
Publication date: 2 June 2023

Noman Rafique, Gul Afshan and Farooque Ahmed

Considering the importance of employees' voice behavior (VB) and psychological capital (PC) amidst the coronavirus disease 2019 (COVID-19), this study highlights the role of…

Abstract

Purpose

Considering the importance of employees' voice behavior (VB) and psychological capital (PC) amidst the coronavirus disease 2019 (COVID-19), this study highlights the role of authentic leadership (AL) in building a psychologically strong workforce that can provide meaningful suggestions for the improvement of organization.

Design/methodology/approach

The study employed a questionnaire survey to collect the data and recruited 261 participants from the telecom sector Sindh, Pakistan. The data analysis was done using partial least squares structural equation modeling (PLS-SEM).

Findings

The findings of the study supported the hypotheses suggesting that AL can directly influence employees' VB and indirectly via PC.

Originality/value

The study was conducted during the COVID-19 in the telecom sector of Sindh, Pakistan. This study contributes by providing useful insights into that AL is an important form of leadership that encourages employees' voluntary behavior and psychological strength during the COVID-19 pandemic.

Details

Asia-Pacific Journal of Business Administration, vol. 16 no. 4
Type: Research Article
ISSN: 1757-4323

Keywords

Article
Publication date: 25 June 2024

Shahan Bin Tariq, Jian Zhang and Faheem Gul Gilal

Artificial intelligence (AI) radically transforms organizations, yet ethical AI’s effect on employee innovation remains understudied. Therefore, this study aims to explore whether…

Abstract

Purpose

Artificial intelligence (AI) radically transforms organizations, yet ethical AI’s effect on employee innovation remains understudied. Therefore, this study aims to explore whether responsible artificial intelligence (RAI) enhances high-tech employees’ innovative work behavior (IWB) through creative self-efficacy (CSE) and employee mental health and well-being (EMHWB). The study further examines how leaders’ RAI symbolization (LRAIS) moderates RAI’s effect.

Design/methodology/approach

Through structural equation modeling, 441 responses of high-tech firms’ employees from Pakistan were utilized for hypotheses testing via SmartPLS-4.

Findings

The results revealed that second-order RAI enhances employees’ IWB. The effect was supported directly and indirectly through CSE and EMHWB. Findings also showed that LRAIS significantly moderates RAI’s influence on CSE, on the one hand, and EMHWB, on the other.

Practical implications

High-tech firms’ managers can fix AI-outlook issues that impair their employees’ IWB by prioritizing an ethical AI design involving actions like AI control mechanisms, bias checks and algorithmic audits. Similarly, these managers should facilitate RAI discussions and targeted trainings focusing on employees’ cognitive development and well-being. Likewise, RAI embracement programs and evaluations for leadership positions could be incorporated into high-tech firms.

Originality/value

This study advances the mainstream AI literature and addresses a notable gap concerning RAI’s influence on employees’ IWB while grounding in social cognitive theory. Moreover, this study unveils how CSE and EMHWB affect IWB within RAI milieus. Additionally, through signaling theory, it underscores the significance of LRAIS in amplifying the direct association between RAI, CSE, and EMHWB within high-tech firms in emerging markets.

Details

Kybernetes, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0368-492X

Keywords

Article
Publication date: 18 March 2024

Ishfaq Ahmed and Zafir Khan Mohamed Makhbul

Knowledge is the source of competitive advantage, but when shared at all levels. Unfortunately, there is a universal unruly present in the form of knowledge hiding at employees’…

Abstract

Purpose

Knowledge is the source of competitive advantage, but when shared at all levels. Unfortunately, there is a universal unruly present in the form of knowledge hiding at employees’ level, but the causes and remedies are still vague as past studies have rarely investigated the causes of daily knowledge hiding behavior. Against this backdrop, this study aims to entail a daily diary method investigation of the role of daily abusive supervision in daily employees’ knowledge hiding through the mediation of dehumanization and moderation of psychological capital.

Design/methodology/approach

The data for this study is collected using a daily diary method approach, which estimates the daily workplace events and their continuous influence on employees’ feelings (i.e. dehumanization) and actions (knowledge hiding). The daily responses of 279 respondents were considered useful for analysis purposes.

Findings

The findings of the study revealed that the daily events of abusive supervision have both direct and indirect (through dehumanization) influence on employees’ daily knowledge hiding behavior. Moreover, psychosocial capital has a significant conditional influence in the relationships of negative workplace treatments (abusive supervision and dehumanization) and their outcomes (i.e. knowledge hiding).

Research limitations/implications

The study provides some theoretical and practical insights by providing the explanatory and coping mechanism between continuous abusive supervision and daily knowledge hiding behavior.

Originality/value

There is a dearth of literature that has focused on daily episodes of abusive supervision, dehumanization and knowledge hiding behavior. Furthermore, the moderating role of psychological capital has also been rarely investigated.

Details

Journal of Knowledge Management, vol. 28 no. 6
Type: Research Article
ISSN: 1367-3270

Keywords

Article
Publication date: 26 June 2024

Yenti Afrida, Harif Amali Rivai, Laura Syahrul and Hendra Lukito

This paper aims to investigate Islamic work ethics and adaptability towards change readiness of Islamic Bank employees in Indonesia with commitment as a mediating variable. This…

Abstract

Purpose

This paper aims to investigate Islamic work ethics and adaptability towards change readiness of Islamic Bank employees in Indonesia with commitment as a mediating variable. This study focuses on the Sharia banking industry, which is facing transformation from Sharia business units to Sharia commercial banks by preparing its human resources, thus minimizing resistance.

Design/methodology/approach

This study is based on a survey of 135 Bank Syariah Indonesia employees via an online questionnaire. PLS-SEM is used to analyze data and test hypotheses using SMART-PLS.

Findings

The results of the study show that adaptability does not have a positive and significant effect on readiness for change in Indonesian Sharia banks and organizational commitment. Meanwhile, Islamic work ethics have a positive and significant effect on the change readiness of Islamic bank employees in Indonesia as well as organizational commitment. This study also found that organizational commitment mediates the impact of Islamic work ethics on the change readiness of Islamic bank employees in Indonesia.

Research limitations/implications

This research uses a sample of employees at Sharia commercial banks (BUS) in Indonesia, so it is still limited to certain types of banks. Future research needs to test the model in different contexts, such as banks that still have Sharia business unit (UUS) status. In addition, further research needs to use other variables such as leader support for transformational change readiness. Future research also needs to control more variables and use a more complex scale than a binary scale (e.g. percentage of share ownership or area within a province or district/city). This study recommends that employee change readiness is very necessary to avoid resistance and resistance to the transformation and acceleration of Sharia banking in Indonesia.

Originality/value

This research looks at employee readiness for change in Indonesian Sharia banks through the lens of adaptability Islamic work ethics and organizational commitment.

Details

Journal of Islamic Marketing, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1759-0833

Keywords

Article
Publication date: 22 November 2024

Srikant Gupta and Anvay Bhargava

The purpose of this study is to evaluate the impact of green human resource management (GHRM) practices on Indian companies of different sectors and to identify the most critical…

Abstract

Purpose

The purpose of this study is to evaluate the impact of green human resource management (GHRM) practices on Indian companies of different sectors and to identify the most critical GHRM practices that can lead to a more sustainable and environmentally friendly workplace.

Design/methodology/approach

This study uses an integrated Analytic Hierarchy Process-Evaluation based on Distance from Average Solution approach to determine the importance of 32 GHRM practices classified into eight categories, as identified through literature review and expert consultation. This study also identifies the best sector for GHRM practices in India.

Findings

This study reveals that employee engagement is the most critical practice among all the GHRM practices identified. India’s Information Technology-Enabled Services sector benefited the most from GHRM practices, followed by the Insurance sector.

Originality/value

This study contributes to the literature on GHRM practices and their impact on organisations and sectors. The integrated Analytic Hierarchy Process-Evaluation based on Distance from Average Solution approach used in this study is innovative and can be helpful for Indian companies to prioritise and implement effective GHRM practices.

Details

Management Research Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2040-8269

Keywords

Article
Publication date: 17 June 2024

Nadia Aslam, Da Shi and Umar Farooq Sahibzada

Drawing upon the natural resource-based view (NRBV), the present study explores the role of green dynamic capability (GDC) as a mediating variable in the relationship between…

Abstract

Purpose

Drawing upon the natural resource-based view (NRBV), the present study explores the role of green dynamic capability (GDC) as a mediating variable in the relationship between green transformational leadership (GTL) and green innovation (GI) in the hotel industry. The research further assesses green performance (GP) as a resultant factor of GI.

Design/methodology/approach

The research was conducted in Italian luxury hotels to assess the efficacy of our conceptual framework among workers in the hospitality industry. The study utilized a three-wave, two-week time-lagged design (N = 303). In addition, the study also intends to apply partial least squares structural equation modeling (PLS-SEM) and fuzzy qualitative comparative analysis (fsQCA) to have distinctive discernment into model rapport.

Findings

The results of the study indicate the linkage between GTL and GI. Furthermore, the study also found the partial mediation of GDC. The results show numerous combinations using fsQCA that can be utilized to increase GP.

Originality/value

There is little empirical evidence to study GTL and GI in hospitality studies. This work empirically investigates GTL, GDC and GI relationships to fill a knowledge gap. It also explains undiscovered factors and provides causal recipes to improve GP using fsQCA.

Details

Journal of Organizational Change Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0953-4814

Keywords

Article
Publication date: 30 May 2024

Nadia Aslam, Da Shi and Umar Farooq Sahibzada

The objective of this investigation is to examine the correlation between green transformational leadership (GTL) and organizational green innovation (GI) by employing a mediation…

Abstract

Purpose

The objective of this investigation is to examine the correlation between green transformational leadership (GTL) and organizational green innovation (GI) by employing a mediation model. Drawing upon the social cognitive theory and natural resource-based view, the present study explores the role of green creativity (GC) as a mediating variable in the relationship between GTL and GI in the hotel industry.

Design/methodology/approach

The research was conducted in Italian luxury hotels to assess the efficacy of our conceptual framework among workers in the hospitality industry. The study utilized a three-wave 2-week time-lagged design (N = 303). In addition, the study also intends to apply the Partial Least Squares – Structural Equation Modelling (PLS-SEM) and the fuzzy qualitative comparative analysis (fsQCA) to have distinctive discernment into model rapport.

Findings

The results of the study indicate the linkage between GTL and GI. Furthermore, the study also found the partial mediation of GC of employees. The results show numerous combinations using fsQCA that can be utilized to increase green performance (GP).

Originality/value

The study helps the hotel industry maximize its performance by unravelling irregular relationships. Therefore, it contributes by explaining previously unexplored factors and elucidating causal recipes to build a higher GP base through GTL, GC and GI. The research findings hold significant implications for comprehending the effects of GTL on organizational GI as well as its influence on GP. The limitations of the study are discussed for avenues of future research.

Details

Business Process Management Journal, vol. 30 no. 4
Type: Research Article
ISSN: 1463-7154

Keywords

Article
Publication date: 25 June 2024

Athar Mahmood, Manisha Seth, Shalini Srivastava, A.K. Jain and Knut Laaser

This study based on the conservation of resources (COR) theory examines the role of employees’ voice behavior in the form of a mediator, linking abusive supervision (AS) and…

Abstract

Purpose

This study based on the conservation of resources (COR) theory examines the role of employees’ voice behavior in the form of a mediator, linking abusive supervision (AS) and turnover intention. It also investigates the moderating role of workplace friendship in the mediated AS–turnover intention relationship through voice behavior.

Design/methodology/approach

A two-wave data collection method was used to collect data from the 324 respondents employed in various companies with a geographical spread across northern India. The study used PROCESS macro to test the hypothesized model.

Findings

The findings of the study supported the meditated moderation hypothesis suggesting workplace friendship reduces the mediating effect of AS on employees’ intention to exit employment relationships.

Practical implications

The study yields important implications for organizations with respect to developing a disciplinary framework for AS. It focuses on the need for promoting and implementing psychological well-being-related interventions at the workplace for subordinates as well as supervisors, which in turn can help them apply healthy coping strategies in stressful situations and prevent them from indulging in counterproductive work behaviors.

Originality/value

The utilization of COR as a framework to explain the role of voice behavior and workplace friendships with respect to AS is thus far scant.

Details

Leadership & Organization Development Journal, vol. 45 no. 8
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 13 March 2024

Javier Martínez-Falcó, Eduardo Sánchez-García, Bartolomé Marco-Lajara and Kyuho Lee

This research focuses on analyzing the impact of Green Intellectual Capital (GIC) on the Environmental Performance (EP) of Spanish wineries, as well as the mediating effect of…

Abstract

Purpose

This research focuses on analyzing the impact of Green Intellectual Capital (GIC) on the Environmental Performance (EP) of Spanish wineries, as well as the mediating effect of Green Ambidexterity Innovation (GAI) on the main relationship posed (GIC–EP), and the moderating effect of Top Management Environmental Awareness (TMEA) on the GAI–EP link. In addition, age, size and size and membership in a Protected Designation of Origin (PDO) to increase the accuracy of the cause–effect relationships examined.

Design/methodology/approach

The study proposes a conceptual model based on previous studies, which is tested using structural equations (PLS-SEM) with data collected from 196 Spanish wineries between September 2022 and January 2023.

Findings

The results of the research reveal the existence of a positive and significant relationship between the development of GIC and EP of Spanish wineries, as well as the partial mediation of GAI in this link and the positive moderation of TMEA in the GAI–EP relationship.

Originality/value

The originality of the study is explained by several factors. First, the study pioneered the exploration of TMEA as a moderator of the relationship between GAI and EP, allowing such analysis to improve understanding of the dynamic interaction between innovation and environmental management. Second, to the best of the authors' knowledge, there are no preceding studies that have previously proposed the theoretical model presented in this research, thus providing new scientific knowledge on the intellectual capital field. Third, the contextualization of the study in the wine sector, traditionally perceived as little knowledge-intensive, contributes significantly to the existing body of scientific knowledge on the environmental management of wineries, given that it allows the identification of the catalysing variables of EP in the Spanish wine context.

Details

Journal of Intellectual Capital, vol. 25 no. 2/3
Type: Research Article
ISSN: 1469-1930

Keywords

Article
Publication date: 20 April 2022

Talat Islam, Aiman Asif, Saqib Jamil and Hafiz Fawad Ali

This study aims to investigate how abusive supervisor affects knowledge hiding (KH). Specifically, this study investigates employee silence as a mediating mechanism between…

1003

Abstract

Purpose

This study aims to investigate how abusive supervisor affects knowledge hiding (KH). Specifically, this study investigates employee silence as a mediating mechanism between abusive supervision and employees’ KH. Further, psychological ownership is examined as a buffer between abusive supervision and employee silence.

Design/methodology/approach

KH has become a major issue for both manufacturing and service sectors. Therefore, this study collected data from 322 employees working in manufacturing and service sectors through “Google Forms” during COVID-19. The respondents were contacted through LinkedIn platform between January and July 2021.

Findings

This study noted that when employees working in high-power distance cultures perceive their leaders/supervisors as abusive, they avoid confrontation and engage in silent behavior, which positively affects their KH behavior. However, employees with a high level of psychological ownership are less likely to respond to their abusive supervisors through silence because such employees feel a greater sense of belongingness and prefer to benefit their organization.

Research limitations/implications

This study used a cross-sectional design that restricts causality. However, the findings of this study suggest management to focus on leadership style to minimize KH at the workplace.

Originality/value

To the best of the authors’ knowledge, this study is the first to explore the underlying mechanism (employee silence) and boundary condition (psychological ownership) to explain the association between abusive supervision and KH.

Details

VINE Journal of Information and Knowledge Management Systems, vol. 54 no. 4
Type: Research Article
ISSN: 2059-5891

Keywords

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