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This study aims to unfurl the mediating role of facets of voice behavior. The study also unearths the relationship between servant leadership and voice behavior.

The data were collected from follower manager dyads in two waves of data collection initiated after the completion of the preceding wave. The final sample size obtained was 312.

The study found servant leadership to be related to innovative work behavior and facets of voice behavior. The study also found promotive voice behavior and preventive voice behavior to be related to the innovative work behavior of employees. The study found promotive voice behavior and prohibitive voice behavior work as parallel mediators linking servant leadership to the innovative work behavior of employees.

To the best of the authors’ knowledge, this study is the first to unearth mediation linking servant leadership to innovative work behavior through both facets of voice behavior.

The purpose of this study is to understand how servant leadership affects employees’ community citizenship behavior by transforming their servant identity. Additionally, the study explicated whether the relationship between servant leadership and employees’ servant identity is contingent on leader–follower value congruence.

For this study data was collected from 468 employees working in the service industry in three waves which were undertaken with a lag of one month. The collected data was analyzed through structural equation modeling.

The results revealed that servant leadership is related to employees’ servant identity. The findings also substantiated the relationship between employees’ servant identity and their community citizenship behavior. The mediating role of servant identity linking servant leadership to employees’ community citizenship behavior was confirmed. Finally, leader–follower value congruence was found to moderate the relationship between servant leadership and employees’ servant identity.

The study is the first to ascertain the mediating role of servant identity linking servant leadership to employees’ community citizenship behavior. It is also the first study to ascertain that the effect of servant leadership on employees’ servant identity is contingent upon leader–follower value congruence.

This study aims to ascertain the role of servant leadership in affecting the knowledge hiding behavior of employees. This study also unfurled the mediating role of prosocial motivation and moderating role of cynicism.

The data were collected from 324 employees working in the IT sector, a subsector of the service sector of Pakistan in two phases. The data was analyzed through hierarchal regression.

This study found servant leadership to be negatively related to knowledge hiding behavior. This study also confirmed the mediating role of prosocial motivation linking servant leadership to knowledge hiding. Finally, cynicism was found to moderate the relationship between servant leadership and knowledge hiding behavior.

This academic endeavor has confirmed the previously unexplored relationship between servant leadership and knowledge hiding behavior. Additionally, the study has explicated the mediating role of prosocial motivation in the said relationship. This study has also found that the relationship between servant leadership and knowledge hiding is moderated by organizational cynicism.

This study is undertaken to explain how servant leadership affects employees’ service performance through their felt obligation toward their leaders. Furthermore, the study explores how the relationship between felt obligation and service performance is moderated by performance pressure.

The data were collected from 312 manager–subordinate dyads working in private sector hospitals of Karachi. The data were analyzed through covariance-based structural equation modeling.

The study found that employees’ performance is affected by servant leadership and felt obligation toward managers. Furthermore, the study found that felt obligation toward leader mediates the relationship between servant leadership and employees’ performance. Finally, the study found that the relationship between felt obligation toward leader and employees’ performance was not contingent upon perceived performance pressure.

The study confirms the mediating role of felt obligation toward leaders linking servant leadership to employees’ service performance. The study also tests the moderating role of performance pressure influencing the relationship between relationship between felt obligation toward leaders and employees' service performance.

The study was conducted to understand how the moral identity of employees mediates the relationship between servant leadership and the moral disengagement of employees. Additionally, the study explores whether servant leadership's ability to build the moral identity of employees is contingent upon employees' perception of organizational politics.

The data were collected from 500 service sector-employed knowledge workers. Data analysis was done through structural equation modeling.

The study found servant leadership to be related to the moral identity of employees. Additionally, moral identity and moral disengagement were found to be negatively related. Moral identity was found to mediate the relationship between servant leadership and moral disengagement. Finally, the study found that the relationship between servant leadership and employees' moral identity was contingent upon their perception of organizational politics.

The study explored the previously unexplored mediating role of moral identity linking servant leadership to the moral disengagement of employees. The study also explained how the relationship between servant leadership and the moral identity of employees was contingent upon employees' perception of organizational politics.

The study highlights our findings, including the confirmation of phase stability through XRD analysis, the characterization of optical properties revealing high absorption and conductivity and the analysis of mechanical stability through elastic constants. Additionally, we present detailed results on the band gap, EELS analysis and the suitability of SrZrO3 perovskite oxides for next-generation optoelectronic devices.

Cubic SrZrO₃ perovskite oxides were designed within the framework of density functional theory (DFT) via the CASTEP code under varying stress conditions (0–100 GPa), aiming to explore the key properties for diverse applications. The phase stability was confirmed by XRD analysis. From 0 to 40 GPa, there is an increase in the band gap from 3.330 to 3.615 eV, while it narrows from 3.493 to 3.155 eV beyond 60 GPa. The optical characteristics revealed high absorption, superior conductivity and a lower loss function. Significantly, the elastic constants (C₁₁, C₁₂ and C₄₄) satisfy the Born-stability criterion, ensuring the mechanical stability of the compound. Additionally, the Poisson’s ratio, Pugh ratio (B/G), Frantsevich ratio, Cauchy pressure (P_C) and anisotropy factor ensured both ductile and anisotropic characteristics. Higher values of Young’s modulus and shear modulus signify a superior ability to withstand longitudinal stresses. In the EELS analysis, distinctive energy-loss peaks resulting from absorption and emission correlated with diverse electronic transitions and energy levels associated with Sr, Zr and O atoms are used to probe the precise exploration of the electronic and optical characteristics of materials with a high degree of accuracy. Based on these findings, the designed SrZrO₃ perovskite oxides are particularly suitable for applications in various optoelectronic devices.

CASTEP codes were utilized to design the cubic SrZrO₃ perovskite under varying stress conditions ranging from 0 to 100 GPa. The phase stability was confirmed through XRD analysis. A distinctive trend in the band gap was observed: an increase from 3.330 eV to 3.615 eV as the stress increased from 0 to 40 GPa and a decrease from 3.493 to 3.155 above 60 GPa. A higher absorption and conductivity and a lower loss function were found for the optical properties. The mechanical stability was ensured by elastic constants (C₁₁, C₁₂, and C₄₄) satisfying the Born-stability criteria. Additionally, the Poisson’s ratio, Pugh’s ratio (B/G), Frantsevich ratio, Cauchy pressure (P_C) and anisotropy factor were used to verify the ductility and anisotropy of the materials. Higher values of Young’s modulus and shear modulus indicate a superior ability to withstand longitudinal stresses. EELS analysis revealed distinctive energy-loss peaks associated with Sr, Zr and O atoms, enabling precise exploration of the electronic and optical characteristics with a high degree of accuracy. As expected, the designed SrZrO₃ perovskite oxides exhibit favorable properties, making them particularly suitable for next-generation optoelectronic devices.

In this study, we utilized DFT within the CASTEP code framework to investigate the properties of cubic SrZrO₃ perovskite oxides under varying stress conditions ranging from 0 to 100 GPa. Our research aimed to explore the key properties of SrZrO₃ for diverse applications, particularly in optoelectronic devices.

This study aims to investigate how gamification, namely, WeChat’s cultural gifting function, improves emotional involvement among three generations (Y, X and silver) in mobile payments. It draws attention to the beneficial effects of cultural components and digital intimacy on gamified mobile payment systems.

The data were collected from Y, X and silver generation in Dalian, China. The users were well equipped with the WeChat pay features and had experience. The PLS-SEM software was used to assess the data.

The findings show that consumer word of mouth and loyalty are positively impacted by perceived utility, fun, and enjoyment. Besides, gamification components like fun and playfulness have a favourable effect on how useful mobile payments are judged to be. It demonstrates how delighted and ecstatic users are with WeChat Hongbao. In addition, the positive moderation effect of intimacy on the hypothesised connections shows that all three generations are likely to accept gamified money features. These results provide a substantial contribution to our comprehension of gamification in the context of mobile payment services for all three generations.

The study is distinctive because it focuses on how China’s three generations use WeChat Pay for routine transactions. The framework confirms that the gamification elements improve user performance and encourage continued usage of mobile payment systems.

Este estudio investiga cómo la gamificación, específicamente la función de regalos culturales de WeChat, mejora la participación emocional entre tres generaciones (Y, X y plata) en los pagos móviles. Se presta atención a los efectos beneficiosos de los componentes culturales y la intimidad digital en los sistemas de pago móvil gamificados.

Los datos fueron recopilados de las generaciones Y, X y plata en Dalian, China. Los usuarios estaban familiarizados con las características de pago de WeChat y tenían experiencia. Se utilizó el software PLS-SEM para evaluar los datos.

Los resultados muestran que la reputación y la lealtad del consumidor son positivamente influenciadas por la utilidad percibida, la diversión y el disfrute. Los componentes de gamificación, como la diversión y la jugabilidad, tienen un efecto favorable en cómo se juzga la utilidad de los pagos móviles. Se demuestra cuán encantados están los usuarios con WeChat Hongbao. Además, la moderación positiva de la intimidad en las relaciones supuestas muestra que las tres generaciones tienen probabilidades de aceptar las características de dinero gamificado. Estos resultados contribuyen sustancialmente a nuestra comprensión de la gamificación en el contexto de los servicios de pago móvil para las tres generaciones.

El estudio es novedoso ya que se centra en cómo las tres generaciones de China utilizan WeChat Pay para transacciones rutinarias. El marco confirma que los elementos de gamificación mejoran el rendimiento del usuario y fomentan el uso continuado de los sistemas de pago móvil.

本研究探讨了游戏化, 即微信的文化赠送功能, 如何提高三代人（Y、X和银发族）在移动支付中的情感投入。它引起了人们对文化成分和数字亲密关系对游戏化移动支付系统的有益影响的注意。

数据来自中国大连市的Y、X和银发族用户。用户对微信支付功能非常熟悉, 并具有使用经验。采用PLS-SEM软件对数据进行评估。

结果表明, 消费者的口碑和忠诚度受到了感知效用、乐趣和享受的积极影响。乐趣和趣味等游戏化组件对移动支付的有用性评估产生了积极影响, 展示了用户对微信红包的喜悦和兴奋程度。此外, 亲密关系对假设连接的正向调节效应表明, 三代人都可能接受游戏化货币功能。这些结果为我们理解移动支付服务背景下游戏化对三代人的贡献提供了实质性的帮助。

该研究独特之处在于它着眼于中国三代人如何将微信支付用于日常交易。该框架证实了游戏化元素如何提高用户绩效并鼓励继续使用移动支付系统。

Drawing on the leader–member exchange (LMX) theory, we examine the role of empowering leadership in employee organizational commitment and the organizational citizenship behavior. Furthermore, we examine if these relationships are explained by factors such as follower trust in the leader and leader authenticity.

We draw on survey data from 153 individuals serving the hospitality industry sector. The data are analyzed using structural equation modeling.

Results show that trust in a leader positively mediates the relationship between empowering leadership and organizational citizenship behavior as well as organizational commitment. We also find a direct association between empowering leadership and the two organizational outcomes. However, we do not find evidence of the moderating role of leader authenticity in empowering leadership and trust in leader–leader relationship.

This paper brings to light the significance of empowering leadership, especially for hospitality workers who often operate in stressful and deeply hierarchical organizational environments. Our study findings provide a pathway for how supervisors should follow an empowering form of leadership annculcate trust in employees for better organizational outcomes. The findings indicate significant theoretical and practical implications and offer recommendations for future research.

The aim of this paper is to explore the effect of telepresence, social presence and consumer involvement on intention to purchase, with an intervening impact of three dimensions of consumer brand engagement (cognitive processing, affection processing and activation).

The study followed a surveying technique and an adopted questionnaire was used to collect data from 426 shoppers of apparels. The model was tested using Smart PLS and it was found that there is a positive relationship between telepresence, social presence and consumer brand involvement with consumer brand engagement, which also mediates their relationship with intention to purchase.

This study offers analytical evidence for telepresence, social presence and involvement of customers and advances the literature of brand engagement. Marketers can benefit from this study and design their future campaigns to enhance the involvement of customers by utilizing the outcomes of this study.

This study offers analytical evidence for telepresence, social presence and involvement of customers and advances the literature of brand engagement. Marketers can benefit from this study and design their future campaigns to enhance the involvement of customers by utilizing the outcomes of this study.

Drawing on job demands-resources theory, this paper aims to investigate the impact of workplace spirituality on mindfulness and the subsequent effects of mindfulness on open innovation mindset and job embeddedness. Additionally, it examines the mediating role of mindfulness between workplace spirituality and key outcomes, including open innovation mindset and job embeddedness. Lastly, the study investigates the moderating role of self-efficacy in the relationship between workplace spirituality and mindfulness.

The research utilized multiple sampling techniques to collect data from employees across numerous sectors. A total of 197 viable responses were collected. Partial least squares structural equation modeling (PLS-SEM) was used to test the proposed hypotheses.

The results indicate that workplace spirituality has a positive impact on mindfulness, which in turn increases employees’ job embeddedness and an open innovation mindset. Additionally, it was found that mindfulness mediates the relationship between workplace spirituality and both job embeddedness and open innovation mindset. Surprisingly and unexpectedly, the results indicate a negative moderating impact of self-efficacy between workplace spirituality and mindfulness.

Cultivating a sense of purpose and meaningful work, alongside mindfulness programs and recruitment practices focused on cultural fit, can enhance both employee retention and innovation.

Little to no research exists that clarifies how workplace spirituality impacts employees’ job embeddedness and an open innovation mindset. Notably, the mediating role of mindfulness remains unexplored. This study is among the first to explore the mediating role of mindfulness between workplace spirituality and outcomes such as job embeddedness and an open innovation mindset. Additionally, the moderating role of self-efficacy between workplace spirituality and mindfulness is almost absent in the existing literature. Lastly, the unexpected findings on the role of self-efficacy in this study open fresh avenues for future research.