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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 the contemporary globalized era, where conscientious and inclusive leadership (IL) are increasingly valued, cultivating altruistic prosocial tendencies (APT) among future leaders becomes critical. However, a significant gap persists in understanding the optimal approach for assisting young leaders with commendable social sensitivity. This study aims to examine the connection between IL and a leader’s APT and focuses on the moderating role of internalized values (IV) among young leaders in Indonesia.

The research adopted a quantitative methodology, using an online survey to gather data from 12.584 participants in the “Kampus Mengajar” program. The data analysis is conducted using structural equation modeling.

The study highlights the significant association between IL and APT among leaders, emphasizing the importance of inclusive approaches in fostering prosocial behavior. Additionally, it reveals the moderating impact of IVs, indicating that leaders who embrace values promoting societal belongingness are more inclined toward altruistic actions. This nuanced insight contributes to theoretical discourse and offers practical implications for organizations and educational institutions aiming to cultivate socially conscious leadership among young leaders.

This study advances scholarly understanding by exploring how IL shapes APT among young leaders, integrating insights from Role Identity and Role Identity Salience theory. By examining the moderating role of IVs, the study offers nuanced insights into the conditions that enhance this relationship.

This study explores the dynamics of companies’ green knowledge sharing (GKS) within the tourism sector, focusing on its influence on green electronic word-of-mouth (eWOM) intention via the mediation of tourists’ green engagement behaviour. Additionally, the study considers the moderating effects of green destination psychological ownership and perceived injunctive norms of green self-expression online on the pathway from green knowledge sharing to tourists’ green engagement behaviour to green eWOM.

The primary dataset, consisting of 902 valid responses obtained through time-lagged surveys administered to environmentally conscious tourists, was analysed using structural equation modelling (SEM) by PROCESS package for R.

Findings indicate that green destination psychological ownership enhances the mediation effect of tourists’ green engagement behaviour on green eWOM intention, reinforcing the sense of personal investment and belonging among tourists. Conversely, perceived injunctive norms of green self-expression online moderate this pathway by shaping the social norms and acceptability of green behaviours online.

To effectively spread green knowledge, tourism businesses should focus on enhancing tourists' psychological ownership of green destinations and align their communications with the perceived norms of green expression online. This strategy not only deepens tourists' environmental commitment but also stimulates active participation in spreading sustainable practices.

This study contributes to the green marketing literature by revealing how intrinsic and extrinsic motivational factors interact to influence green engagement and eWOM intention in the tourism industry, aiding marketers in strategically fostering green value co-creation and enhancing sustainable practices through targeted green knowledge sharing.

Following the renewed interest to harness the full potential of African female employees in the workplace, this paper aims to explore how patriarchal behaviors relate to career adaptability, subjective career success and job satisfaction among women in Nigerian organizations.

A structured questionnaire was used in collecting quantitative data from 508 middle-level managers in Nigerian organizations. The hypotheses were tested with structural equation modeling.

Patriarchal-induced gendered work practices were found to have a significant negative influence on career adaptability among Nigerian career women. Contrary to expectations, patriarchal discrimination was found to have an insignificant negative influence on job satisfaction and subjective career success, suggesting that Nigerian career women still experience significant subjective career success and job satisfaction amid patriarchal practices in the workplace.

For female employees to possess significant career adaptability resources that will enable them to reconstruct their careers to match redesigned job functions in times of innovation in the workplace, organizations should reinvent their human resources (HR) policies that address patriarchal-induced gendered work practices in the workplace.

This current study extends research on how patriarchy affects female employees in African organizations from the traditional research focus of patriarchy and work-life balance relationships to the under-explored area of career experience among women. To the best of the authors’ knowledge, this is the first quantitative research that explores how patriarchy influences career adaptability resources, subjective career success and job satisfaction among Nigerian female employees.