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The present study uses a meta-analysis technique to explore the association between corporate governance and dividend policy. The extant literature delivers inconclusive findings on the relationship between corporate governance and dividend policy. Therefore, this study aims to resolve the issues and deliver comprehensive results.

The study involves a meta-analysis of 53 research studies using preferred reporting items for systematic reviews and meta-analyses and population, intervention, comparison, outcome and study design approaches. The paper examines the impact of moderators: corporate governance structure (Anglo-American, communitarian or emerging system) and dividend distribution metrics (dividend over net income, dividend over total assets and absolute amount of dividend/dividend per share). The study involves subgroup analysis and meta-regression analysis to examine the impact of moderators.

The study’s results specify that board size and percentage of female directors significantly impact the dividend decisions of the company. In addition, subgroup analysis and meta-regression results demonstrate that dividend measurement proxy moderates the association between corporate governance and dividend policy.

Based on the existing literature surveyed, to the best of the authors’ knowledge, the current study is the first to conduct a meta-analysis on the relationship between corporate governance and dividend policy. This paper is unique and the first one of its kind (to the best of the authors’ knowledge) to cover all these moderating variables under an umbrella and consolidate the results to understand the existing knowledge and direct future research in the area of corporate governance and dividend decisions.

Sustainability is a pressing global issue that affects everyone on the planet. This study aims to provide a deeper understanding of the nuanced interplay between mindful organizing (MO), organizational learning capability (OLC), leadership commitment to sustainable development goals (SDGs) and sustainability performance, adopting the theoretical foundation of organizational learning.

The survey data from 728 middle management employees of exporting firms in Pakistan were collected at two points. The mediated moderation analysis was performed through structural equation modeling in AMOS 26.

The results indicate a positive relationship between MO and sustainability performance. The mediating effect of OLC highlights that firms that acquire, assimilate and apply knowledge and insights leverage their MO strategies to improve sustainability performance more effectively. Additionally, the leadership commitment to SDGs amplifies the positive effect of OLC on sustainability performance.

These results have important implications for managers and policymakers who seek to promote sustainability in organizations. The findings suggest that cultivating a mindful organizational culture and investing in learning capability enhance sustainability performance. Exporting firms should develop comprehensive learning programs that embed mindfulness and sustainability into the core of organizational culture. More interdisciplinary research is needed to integrate insights from environmental science, psychology, management and organizational behavior.

This research stands out for its integrative approach, practical relevance, empirical examination of important concepts and alignment with global sustainability goals. Exporting firms must understand how organizational learning capabilities and MO can be harnessed to achieve sustainable outcomes.

This study aims to evaluate an artificial intelligence (AI) capability scale using resource-based theory and tests its impact on dynamic capabilities and organizational creativity to influence the performance of public organizations.

The study used qualitative and quantitative methods to develop and validate an AI capability scale using an integrative psychometric approach. An initial set of 26 items was selected from the literature for qualitative analysis. Self-reported data from 344 public managers in United Arab Emirates public organizations were used for scale refinement and validation. Hypotheses were tested against theoretically related constructs for nomological validation.

A 23-item AI capability scale was developed. Nomological testing confirmed that AI capability positively and significantly enhances dynamic capabilities, which in turn boosts organizational creativity and improves organizational performance.

Previous information system literature has not sufficiently addressed the importance of organizational-level complementary resources in developing distinctive capabilities within public organizations. Grounded in resource-based theory and recent AI research, this study provides a framework for public sector organizations to assess their AI capabilities. The findings empirically support the proposed theoretical framework, showing that AI capability increases dynamic capabilities, organizational creativity and performance.

This study aims to assess tribal women’s health information literacy in their daily lives. The specific objectives are to determine the tribe’s interest and frequency of seeking health-related information, to know their preferred health information sources and health-care methods for treatment and to find out the prospective barriers to searching for and finding health-related information.

A well-structured questionnaire was designed and surveyed among the tribal women of Khagrachhari, Bandarban and Mymensingh districts in Bangladesh. Stratified sampling was used, and 326 responses were retrieved. The collected data were analyzed using Statistical Package for Social Sciences version 20 and Microsoft Excel.

Most of the tribal women are satisfied with their current health condition. Though they are highly interested in health-related information, they are very unusual in terms of searching for this kind of information. Vaccination information is their most desired information, and allopathic treatment is highly preferred by them. In this regard, they consult with doctors at nearby community clinics or government hospitals for different health issues. However, health information terminologies are often difficult for them to understand. High costs, lack of awareness and distance from health centers are significant barriers for tribal women seeking health-related information.

To the best of the authors’ knowledge, this is the first known effort in a developing country to study tribal women’s concerns regarding health-related issues.

This paper aims to investigate the influence of human resource management (HRM) practices on the level of innovativeness observed within the service sector of Ghana, taking into account the potential mediating role of innovation capability.

The research used a quantitative methodology to fulfill the study's objectives. A Web-based survey questionnaire was designed to gather data from a sample of 168 respondents, selected through a convenient sampling technique. The proposed model was tested using the Process Macro Model 4 by Hayes in SPSS version 26.

The study’s outcomes indicate that there is no statistically significant correlation between HRM practices and firm innovativeness. However, the mediating role of innovation capability was observed to fully account for the relationship between human HRM practices and firm innovativeness. Additionally, a positive and significant association was identified between HRM practices and innovation capability, as well as between innovation capability and firm innovativeness.

It is important to note that the findings are limited to the perspective of employees within the service sector of Ghana. Therefore, future research could explore the manufacturing and/or extraction industries in Ghana to obtain a more comprehensive understanding. Furthermore, a larger sample size could be considered in future studies.

To the best of the authors’ knowledge, this study presents a novel examination of the hypothesized model within the Ghanaian context, providing valuable insights into the relationship between HRM practices, innovation capability and firm innovativeness.

Workplace bullying is a serious problem among nurses, which results in negative workplace behavior. Therefore, this study aims to understand how workplace bullying affects employees’ knowledge hiding behavior. Specifically, this study explored psychological contract breach as an underlying mechanism between workplace bullying and knowledge hiding; and learning goal orientation as a boundary condition between psychological contract breach and knowledge hiding.

The study collected data from 343 nurses working in the health-care sector of Pakistan on convenience basis using a questionnaire-based survey between December 2021 to March 2022. The data were analyzed through structural equation modeling.

The results revealed the adverse effect of workplace bullying on knowledge hiding behaviors among nurses, and psychological contract breach was noted to mediate this association. Further, learning goal orientation was noted to buffer the relationship between psychological contract breach and knowledge hiding.

The cross-section design may restrict causality; however, the findings suggest health-care administration take appropriate measures to reduce the adverse effects of workplace bullying. In addition, the administration is suggested to implement training programs to make nurses capable of dealing with workplace stressors (bullying and psychological contract breach).

This research provides a novel perspective to consider psychological contract breach as a mechanism between workplace bullying and knowledge hiding in the health-care sector from the conservation of resources perspective. It further explored learning goal orientation as a buffer to mitigate the effect of psychological contract breach on knowledge hiding.

In a time of fake news, misinformation, and disinformation, critical thinking has become the most important skill for discerning false, incomplete, and outdated information and communication online. The study examines the effects of personal (gender, age, ethnicity, religiosity, and Big Five personality traits) and positional inequalities (education, occupational status, language proficiency) on critical thinking digital skills (CTDS) among generations X, Y, and Z.

An online survey was conducted among 1,495 Israeli Jews between the ages of 18 and 57, belonging to the X, Y, and Z generations.

The findings show that CTDS among Gen X were significantly lower, by a large margin, than those of the younger generations, while Gen Z reported the highest level of these skills. Multivariate analysis indicated different effect patterns of personal and positional categorical variables on CTDS. We found that the contribution of personal demographic inequalities (gender, age, ethnicity and religiosity) to the explained variance in CTDS was most pronounced in Gen Y, compared to Gen X and Gen Z. The contribution of Big Five personality traits and positional social inequalities (education, occupational status and language proficiency) to explaining CTDS was similar between Gen X and Gen Y, but much less pronounced among Gen Z.

Understanding the intergenerational differences in CTDS is crucial for tailoring educational approaches, promoting inclusivity, and harnessing the diverse strengths of each generation to navigate an ever-evolving digital landscape successfully.

First of its kind, this study combines Generational Cohort Theory with Resources and Appropriation Theory to identify which inequalities may hinder the acquisition of one of today’s most vital skills among three generations.

Sustainable facilities management (SFM) research necessitates a sociotechnical system perspective as core organizations and facilities management (FM) suppliers are subject to multiple pressures while participating in buildings’ use, operation, and maintenance. The purpose of this study is to examine the SFM literature and improve understanding of factors that influence SFM practices using a sociotechnical transitions approach.

This study, first, examines facility management and sociotechnical system approaches to develop a framework that conceptualizes pressures and management processes that may impact the transition of FM practices to more sustainable ones. In a second step, the framework is combined with a systematic literature review of studies published between 2000 and 2023 to examine pressures applied to FM firms, explore responses and management processes and the evolution of FM practices, and identify research gaps.

The review findings indicate that the factors proposed by a sociotechnical system framework are examined in the SFM literature and that FM regimes acknowledged the applied pressures and responded by adapting their strategies, updating technical knowledge and capabilities, establishing new governance mechanisms, and modifying the industry identity and mindset.

The review is limited to SFM literature between 2000 and 2023. An evolutionary sociotechnical system perspective of SFM practices necessitates context-specific research.

The study responds to the call for a sociotechnical system view of SFM and adds a sociotechnical transitions perspective to the development and evolution of SFM research. It organizes the current SFM literature, points to the need for context-specific research, and allows for the identification of future SFM research directions.

This study aims to propose a moderated mediation model to investigate the moderating effects of environmental, social and governance (ESG) performance on the relationship between inefficient investment and firm performance and the mediating effect of firms that participate in institutional research on the relationship between investment efficiency and performance. This study also analyses the heterogeneity of the corporate nature, intensity of industrial research and development (R&D), industrial competition and regional marketization.

This study uses a panel data fixed-effects model to conduct a regression analysis of 1,918 Chinese listed firms from 2016 to 2020. A Fisher’s permutation test is used to examine the differences between state-owned and nonstate-owned firms.

Inefficient investment negatively impacts corporate performance and higher ESG performance exacerbates this effect by attracting more institutional research which reveals more problems. State-owned enterprises perform significantly better than nonstate-owned enterprises in terms of ESG transformation. Industrial R&D intensity, competition and regional marketization also mitigate the negative effects of inefficient investment on corporate performance.

This study suggests that companies should consider inefficient investments that arise from agency issues in corporate ESG transformation. In addition, state-owned enterprises in ESG transformation should take the lead to achieve sustainable development more efficiently. China should balance regional marketization, encourage enterprises to increase R&D intensity, reduce industry concentration, encourage healthy competition and prevent market monopolies.

This study combines the agency and stakeholder theories to reveal how inefficient investments that arise from agency issues inhibit value creation in ESG initiatives.

The determination of human behaviours due to individual characteristics (personality traits) or situational factors has long remained inconclusive. Although the literature stream on personality as the determinants of behaviour is voluminous, the interest of researchers is also growing towards organisational situational cues as the determinant of behaviours. According to situation strength theory (SST), behaviours are determined by situations in strong situations and by personality in weak situations. This study aims to propose a theoretical model of intrapreneurial behaviour (IB) emanation from empowering leadership (EL) by extending the epistemology of SST under the influence of organisational strong situations of job autonomy (JA) and perceived organisational support (POS).

Using SST, the present study argues that strong situations play a key role in determining human behaviours, and the same can be viewed deductively to assess IB.

The study attempts to propose whether EL is capable of predicting IB under the strong situation effect of JA and POS while dampening the impact of human personality characteristics.

The current study offers a significant departure from current human resource practices in person-situation dialectics, moving away from personality assessments and toward the creation of cues from strong situations for fostering human behaviour. As a result, personality researchers are being encouraged to conduct a reality check on the extensive personality research conducted in occupational settings. Considering organisational situational cues can impact human resource scope in areas such as talent management, selection, promotion and employment.