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In innovation management, the complexity inherited in the supply network may be necessary for success. This study aims to holistically examine innovation complexities and system attractors within a hierarchically nested supply network and explore how they dynamically interact and influence adaptive innovation processes.

Taking a complexity theory perspective, we employed a methodological bricolage approach using a single case study with multiple embedded units of analysis – namely, a supply network encompassing 36 firms. We drew upon primary data obtained from 42 interviewees and rich secondary data, and we employed a temporal exponential random graph model to examine the micro-foundations of the evolution of the sampled supply network over a decade.

This study presents a comprehensive overview of the innovation complexities—relational, temporal, dynamic, operational and structural – and how they manifest within a supply network. It also identifies three systemic attractors – point, periodic and strange – and elucidates their relationships with the complexities and their impact on innovative supply network dynamics. The resulting conceptual framework and working propositions provide a detailed perspective on the complex interplay between balanced order and chaos and the potentially unbalanced innovation states within a supply network.

This research offers an in-depth perspective on the innovation complexities and dynamic attractors within a supply network from a holistic, multilevel perspective. It advances complexity theory and deepens the understanding of supply networks as complex adaptive systems.

This study investigates the relationship between leaders’ collectivist orientation and employees’ innovative behavior, as well as the mediating effects of employees’ collectivist orientation and servant leadership.

Based on a survey of 40 leaders and 219 employees in 12 technologically innovative enterprises in Jiangsu Province, China, a hierarchical linear modeling is used.

The results show that leaders’ collectivist orientation significantly positively affects employees’ innovative behavior. Moreover, leaders’ collectivist orientation significantly positively affects employees’ collectivist orientation/servant leadership, employees’ collectivist orientation/servant leadership significantly positively affects employees’ innovative behavior, and employees’ collectivist orientation/servant leadership partially mediates the relationship between leaders’ collectivist orientation and employees’ innovative behavior.

In response to the lack of research on the relationship between leadership cultural orientation and employees’ innovative behavior, this study sheds light on the effectiveness and mechanism of the influence of leaders’ collectivist orientation on employees’ innovative behavior, thus expanding and deepening the boundaries of theoretical research on leadership, culture and innovation management.

This study aims to examine the impact of directors’ green experience on the disclosure of environmental information by firms. Furthermore, it investigates the mediating role of firm green culture and the moderating effect of Confucianism in this mediation process.

The selected sample for this study comprises the A-share listed firms from 2010 to 2020. The data on “directors’ green experiences,” “Confucianism” and “green culture” were manually collected and organized, while other data were obtained from China Stock Market & Accounting Research Database. After eliminating corporations with ST, *ST and missing data, a total of 29,419 samples were obtained. The hypotheses were tested using a multiple linear regression model, and statistical analysis was performed using Stata 16.0.

The findings of this study reveal that directors’ green experience positively influences firm environmental information disclosure, and firm green culture mediates this relationship. Moreover, Confucianism moderates the impact of directors’ green experience on firm environmental information disclosure, as well as the mediating role of green culture in the relationship between directors’ green experience and firm environmental information disclosure.

The disclosure of environmental information plays a significant role in promoting a firm’s environmental performance as well as its competitive advantage. While previous studies examine various factors leading to firms’ environmental information disclosure, the influence of managerial characteristics on firm environmental information disclosure has not received adequate research attention. The present study investigates the effect of directors’ green experience on environmental information disclosure, contributing to the existing literature on firms’ environmental information disclosure and managerial features. Meanwhile, it enriches the literature on firm governance and imprinting theory.

The efficiency of each of an organization’s individual workers determines its effectiveness. The study aims to explore the relationship between human resource management (HRM) practices and organizational effectiveness with employee performance as a mediating variable.

Data were collected from 800 police officers in the Greater Accra and Tema regions. The data were supported by the hypothesized relationship. Construct reliability and validity was established through confirmatory factor analysis. The proposed model and hypotheses were evaluated using structural equation modeling.

The results show that career planning and employee performance were significantly related. Self-managed teams and employee performance were shown to be nonsignificantly related. Similarly, performance management and employee performance were shown to be nonsignificantly related. Employee performance significantly influenced organizational effectiveness. The results further indicate that employee performance mediates the relationship between HRM practices and organizational effectiveness.

The generalizability of the findings will be constrained due to the research’s police service focus and cross-sectional data.

The study’s findings will serve as valuable pointers for the police administration in the adoption, design and implementation of well-articulated and proactive HRM practices to improve the abilities, skills, knowledge and motivation of officer’s to inordinately enhance the effectiveness of the service.

By evidencing empirically that employee performance mediates the relationship between HRM practice and organizational effectiveness, the study extends the literature.

Quality of life is dependent on a healthy lifestyle and the self-care behavior of individuals. The study's purpose is to find out the determinants of individuals' self-care behavior. As such, self-care behavior is influenced by several factors that include individual knowledge, available information sources and their use, information-seeking related skills and cognitive state.

A quantitative research design followed using a questionnaire-based survey method. A total of 384 responses from the Pakistani public were collected using the convenience sampling technique. Structural equation modeling (SEM) was performed for examining the possible link between the variables.

Health literacy, Internet and social media use, and health information-seeking behavior had a direct/indirect positive impact on self-care behavior, but health anxiety had a negative impact. Health literacy and health information-seeking behavior positively mediated the relationship among Internet and social media use health anxiety and self-care.

Improving health literacy appears to be key to supporting better self-care, but it is an exploratory study, more research is required to confirm these findings. Policymakers, health professionals and information professionals should work together to improve health literacy and support informed self-care among the population.

Thus far, no previous study has examined the collective role of social media exposure, health anxiety, health literacy and health information-seeking behavior as predictors of self-care behavior. Although self-care behavior among the general population might be different compared to chronic patients, only few studies have examined the former as a unit of analysis.

Although sexual identity disclosure in the workplace can be related to heightened adversity for lesbian, gay or bisexual (LGB) employees, disclosure can also serve as an avenue for LGB employees to attain additional resources. Much of the work done in today’s organizations is done in team-based structures, making it likely that LGB individuals disclose to members of their work teams. However, very limited prior research has examined the associations of sexual identity disclosure within work team experiences. This paper aims to take a first step in addressing this gap in research on the experiences of LGB employees in the workplace.

This study takes a first step toward addressing this gap by examining the associations between LGB identity disclosure and critical team-specific attitudes and behaviors (i.e., trust in team, commitment to team, conflict with team, withdrawal from team) and the atemporal indirect role of perceived LGB identity support from the team through a cross-sectional survey of 159 employees.

Results demonstrated that perceptions of a supportive LGB team climate atemporally mediated the association between disclosure and relevant workplace variables. Specifically, disclosure of sexual identity to one’s work team is directly and indirectly, through perceived identity support, positively associated with trust and commitment toward the team. Furthermore, disclosure was indirectly, through perceived identity support, negatively associated with conflict and withdrawal from the team. Theoretical and practical implications of these findings are discussed.

The results of this study highlight the importance of perceived identity support when individuals disclosure their sexual orientation in a team context.

The current study aimed to (1) explore the prevalence and processes associated with microaggression, along with (2) the consequences of such instances on the queer employees’ life.

For this purpose, semi-structured in-depth interviews were conducted on 29 LGBTQIA + persons (21–42 years). The qualitative data were analysed through the thematic analysis method (a hybrid of theoretical and inductive thematic analysis). Nadal and colleagues’ (2010) taxonomy on sexual orientation and transgender microaggression was used as a theoretical lens for detecting the acts of microaggression.

The result revealed eight themes: i.e. (1) overt discrimination (bullying and sexual harassment); (2) workplace discrimination; (3) environmental microaggressions; (4) interpersonal microaggressions; (5) mental health effects; (6) disclosure dilemma; (7) consequences on job-related functioning; and (8) policy changes. Microaggression was more common as compared to overt forms of aggression such as bullying. The study detected a serious lag in the implementation of queer-friendly policies in Indian organizations. Experiences of overt discrimination and microaggressions hinder the work performance and the psychological well-being of queer employees.

LGBTQIA + microaggression is not explored in the Indian workplace context.

The purpose of this study is to discuss the way future workplaces may operate and how careers will be developed under possible extreme scenarios.

We propose a thought-provoking conceptual discussion of the challenges for people’s careers under such scenarios.

We identified four such possible extreme scenarios and elaborated on the theoretical knowledge regarding the essence of each scenario. We discussed their impact on future workplaces in general and on careers in particular. These are (1) highly developed artificial intelligence and other cyber entities; (2) massive immigration due to wars, refugees and other forces; (3) widescale de-globalization; and (4) major global recession.

Employing the career ecosystem and sustainability theories, we identify possible outcomes and implications for theory as well as practice of managing careers under these extreme scenarios. This offers a novel perspective for individuals, organizations and policymakers at national and global levels.

This study aims to test the relationship between knowledge sharing and employee engagement. In particular, the mediating and moderating roles of competency development and social climate, respectively, are also the focus of this research.

Of self-completed questionnaires collected from luxury hotels in India, 507 are usable for data analysis. The structural equation modelling (SEM) was used to examine the proposed hypotheses.

The structural equation modeling–based results illustrate a positive significant association between knowledge sharing and employee engagement. Also, there is a significant support to establish the mediating effect of competency development and the moderating effect of social climate on this relationship. The expansion of competencies of employees achieved through knowledge sharing leads to higher engagement.

This work is carried out in Indian hospitality sector and may not be generalizable to other cultural settings.

This study’s results add to the knowledge sharing scholarship by envisaging a possible association with an employee attitudinal outcome, i.e. employee engagement.

To the best of the authors’ knowledge, this is one of the first studies to unravel the social processes through which knowledge sharing enhances competency development, and subsequently employee engagement, mainly through the influence of social climate.

Based on the affective events and self-concept theories, this study aims to examine the relationship between knowledge sharing system, job crafting, meaningfulness in work and employees' intention to stay with the organization.

In the present study, the authors conducted a time-lagged survey for analyzing the association between knowledge sharing system, job crafting, meaningfulness in work and employees' intention to stay with the organization. The study sample comprises 358 Generation Y employees working in Indian IT organizations. Results were analyzed using Process and Hayes macro process.

The study findings suggest significant relationships between knowledge sharing system, job crafting, meaningfulness in work and intention to stay among Gen Y employees. Moreover, the results demonstrated that knowledge sharing system, directly and indirectly, impacts employees' intention to stay via sequential mediation of job crafting and meaningfulness in work.

In today's era of hyper-competition and “war for talent,” retaining talented professionals has become the topmost priority for organizations. This becomes even more challenging with new generations, Gen Y and Z, entering the workforce driven by entirely different needs compared to earlier generations. Thus, the present study offers an integrated framework that organizational practitioners could utilize to enhance the retention of their young talented professionals.

Despite the emerging interest in the concept of knowledge sharing, few studies investigated the association between knowledge sharing system and intention to stay among Gen Y employees. Also, research still lacks in examining the underlying mechanism of how knowledge sharing system may enhance job crafting and meaningfulness in work, which could fuel Gen Y employees' intention to stay with the organization.