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This study aims to assess how envy, both directly and indirectly, through negative behaviors such as ostracism, negative word-of-mouth and alignment with the negative behaviors of superiors, influences innovative behavior based on the cultural dimension of individualism versus collectivism.

The data was collected using a survey applied to 305 individuals between October 2022 and June 2023. The model developed was analyzed and validated using partial least squares estimation with structural equation modeling (PLS-SEM) and PLS-SEM multigroup analysis techniques.

The results suggest that for individualistic individuals, negative word-of-mouth exerts a greater positive mediating influence on the relationship between envy and ostracism, and that envy exerts a greater positive influence on both alignment with the negative behaviors of superiors and on ostracism. In addition, the results indicate that negative word-of-mouth and ostracism together negatively influence the relationship between envy and innovative behavior.

This research provides empirical evidence that envy triggers negative behavior in both individualistic and collectivist individuals. Thus, in practical terms, envy can be considered as something more primitive that goes beyond the accepted values of sociability, especially in the organizational environment.

The main contribution of this research is to understand the effects of envy on innovative behavior, based on a conceptual model that considers the mental programs that differentiate one group of individuals from another. In addition, it presents theoretical and empirical implications that provide descriptive evidence of behaviors, making it possible to broaden the psychological understanding of them. In this specific sense, this research differs from other organizational studies, whose objectives are to standardize behavior.

The topic of well-being has been visible in academic and other discussions in recent years, but the gender aspects of well-being are often neglected. Research on well-being is related to different specific domains, whereby well-being is positioned in the context of work in the manuscript. Gender divisions and gender differences permeate the labour domain at all levels and sectors, producing and maintaining gender inequalities and gender-based asymmetries. This chapter presents a descriptive analysis of data obtained from an online well-being survey in the PR and communication sector in Croatia. Data related to three dimensions of well-being at work are presented: (1) employee relationships at work (relations with supervisor and co-workers), (2) work–life in/balance and (3) gender in/equality (gender-based discrimination and harassment). A gender perspective is also included for each dimension. It was established that most respondents: (1) work in a working environment where relationships are still based on solidarity and mutual support, (2) have problems in harmonising work and life, (3) at some stage of their career witnessed or personally experienced some forms of gender discrimination and/or sexual harassment. Gender differences are identified in every researched dimension. These gender differences produce greater challenges for women and invite work organisations to change and introduce gender sensitive policies and inclusive procedures.

The unfolding story of Boeing enables increased understanding of what transpired, of how what happened. That understanding enables fuller, more nuanced, specific, and useful recommendations for organizational leaders everywhere.

Compiling key events in Boeing’s migration from symbol of acclaimed quality products to a troubled maker of a repeatedly (and fatally so) flawed product ground interpretation and extraction of lessons for organizational leaders.

Restoring Boeing’s legacy of trust and industry leadership would demand more than words. It will demand rethinking strategic direction and implementation, such as restructuring its work systems, particularly the decision-making processes, and aligning them with long-term goals of quality, safety, and innovation. Boeing needs a coordinated effort to rebuild its culture, an effort necessarily comparable to the effort it employed to disassemble it.

This paper assists readers in understanding what underlies the Boeing story, indeed the Boeing tragedy. The facts testify to the decay and rot at Boeing. The facts alone, even when combined with first pass “sense making” under headings such as “culture” and “short term focus”, do not adequately explain what produced the facts. This paper attempts to provide that explanation in the service of furthering learning and improving future actions by organizational leaders, especially concerning their development and implementation of strategy.

Boeing offers a cautionary tale-fatality, destruction of value, and erosion of employee well-being. Organizing this tale, as the article does, through both application of theory and extraction of lessons, moves the tale beyond frightening to understanding of underlying leadership and of how to avoid replicating Boeing's tragedy.

This paper assists readers in understanding what underlies the Boeing story, indeed the Boeing tragedy. The facts testify to the decay and rot at Boeing. The facts alone, even when combined with first pass “sense making” under headings such as “culture” and “short term focus”, do not sufficiently explain what produced the facts. This paper attempts to provide that explanation in the service of furthering learning and improving future actions by organizational leaders, especially concerning their development and implementation of strategy.

Decision-makers often struggle to combine advice with their own intuition. This study examines how advice-giver traits and decision-makers’ intuition influence advice uptake. We present a novel typology based on decision-makers’ trust in advice-givers and their perceived expertise.

This qualitative study uses a sample of publicly available interview data with 51 elite performers. Using inductive and content analysis, we explore the mediation between decision-makers’ intuitive competence (ability to effectively deploy intuition in interface with advice) and their autonomy (self-endorsement from past performance).

We identify four sources of advice: mentor advice, specialist advice, confidant advice and commentator advice. Drawing on instances of different sources of advice along varying degrees of trust and expertise, we propose a framework for interaction between intuitional competence and advice characteristics.

We offer a novel way of contextualising nuanced forms of advice and provide a structured typology of sources, characterised by trust and expertise. This typology and our findings help reconcile contradictions in decision-making research. Finally, we offer practical guidance for the uptake of advice.

While extensive research exists on how positive life circumstances and positive personality traits promote entrepreneurship, there is little research focusing on how negative personal circumstances may potentially breed entrepreneurship. This study aims to build upon the theory of underdog entrepreneurship to examine the effect of challenging life circumstances such as poverty on the development of entrepreneurial traits in underdog entrepreneurs. This research analyzed the effect of risk-taking (RT) on the entrepreneurial success (ES) of underdog entrepreneurs and the role of optimism (OPM) and persistence (P) as mediating variables and poverty as a moderator variable.

A cross-sectional survey was conducted to collect data from 400 micro-finance borrowers of Akhuwat Foundation Pakistan. Akhuwat provides interest-free small loans to the poor segment of society. Preliminary testing of the survey questionnaire with a sample of 35 borrowers of Akhuwat Foundation in Lahore city was conducted before data collection. Data was collected from four randomly selected branches in Lahore city.

The authors found that OPM and P significantly mediate the relationship between RT and ES. In addition, the authors analyzed the moderating effect of poverty on the relationship between OPM and ES and found a negative moderating effect. A strong positive moderating effect of poverty was found on the relationship between P and ES. The results of multi-group analysis show that successful and unsuccessful underdog entrepreneurs differ in their RT propensity, which is significantly mediated by OPM and P.

This study provides empirical evidence on entrepreneurial traits and success of poor entrepreneur in an emerging economy. This work is original and has not been submitted elsewhere.