Search results

This study aims to investigate the relationship between Corporate Social Performance (CSP) and Corporate Financial Performance (CFP) across various cultural contexts in Asia and to explore the moderating effects of Hofstede’s cultural dimensions.

Using a longitudinal dataset of 16,392 firm-year observations from 23 Asian countries over a span of 10 years, from 2013 to 2022, this research uses hierarchical linear modeling to assess the CSP–CFP relationship under different cultural influences.

This study reveals a nuanced interplay between CSP, CFP and cultural dimensions, with individualism and uncertainty avoidance showing significant positive moderating effects, contrary to motivation and long-term orientation.

The results underscore the importance of aligning CSR initiatives with the cultural values of the region in which a company operates. However, using Hofstede’s robust dimensions may oversimplify complex cultural dynamics.

The findings offer multinational corporations’ insights into tailoring CSR strategies to diverse cultural contexts, emphasizing the need for cultural sensitivity.

This research extends the corporate social responsibility (CSR) literature by incorporating cultural dimensions into the CSP–CFP analysis, providing a new perspective on CSR’s effectiveness in diverse cultural settings.

Expanding on the research of the antecedents of abusive supervision, this study aims to explore supervisor role overload as a supervisor-level predictor of abusive supervision. Based on transactional stress theory, the authors investigate role overload that is appraised as a challenge or a hindrance stressor by supervisors, leading to pleasant or unpleasant feelings, respectively. The authors propose that, based on their appraisal, these feelings of supervisors act as a mediating mechanism that can facilitate or inhibit their abusive behaviour at work. Additionally, the authors posit emotional intelligence (EI) as a key moderator in helping supervisors manage the negative feelings arising from perceiving role overload as a hindrance and preventing them from demonstrating abusive supervision.

To test the proposed moderated mediation model, the authors collected two-wave data from middle-level supervisors or managers from several organisations located in the Eastern Province of Saudi Arabia (N = 990).

The results largely support the hypothesised relationships and show that depending on supervisor appraisal, role overload can generate pleasant or unpleasant feelings in supervisors and, consequently, impede or facilitate abusive supervision. They also shed light on the moderating effect of EI, in that supervisors scoring high on EI are better equipped to deal with unpleasant feelings arising from role overload and effectively manage their workplace behaviour, that is, to avoid abusive behaviours.

Role overload can have different impacts on employees: on the one hand, there is a potential for growth, which entails drive and enthusiasm; on the other hand, it could feel like an unsurmountable mountain for employees, leading to different forms of anxiety. Because what we feel is what we project onto others, supervisors experiencing unpleasant feelings cannot be the best leader they can be; even worse, they can become a source of negativity by displaying destructive behaviours such as abusive supervision. The corollary of something as minor as an interaction with a leader experiencing unpleasant feelings could have a ripple effect and lead to adverse outcomes for organisations and their employees. This study explores the different perceptions of role overload and the subsequent feelings coming from those perceptions as supervisor-level predictors of abusive supervision. While it is not possible to objectively put a different lens inside the minds of supervisors when they face stressors at work, to feel pleasant or unpleasant, they can be trained to manage their negative feelings and keep their behaviours in check. Particularly, training managers to be more emotionally intelligent can help them not only achieve growth by overcoming challenges at work but also acknowledge and adapt their feelings to keep their behaviours in the workplace positive. In practical terms, this research can provide organisations with the knowledge required to nip the problem of abusive supervision in the bud, as prevention is always better than cure.

Islam describes business as a legitimate means of halal income. However, little is known about what attracts people towards Islamic entrepreneurship or halalpreneurship. By applying the theory of planned behaviour, this study aims to contribute to this underexplored area by investigating the factors that affect Islamic entrepreneurial intention (IEI).

This study examined a mediation model using two country samples. First, the hypotheses were tested on a sample recruited from a high-income economy (i.e. Saudi Arabia) using structural equation modelling in AMOS V26. The authors then conducted a replication study to investigate the robustness of the findings using a sample recruited from a lower-middleincome economy (i.e. Bangladesh) and a different analysis technique, the PROCESS mediation model in SPSS V25.

The findings suggest that IEI depends on four antecedents, namely, attitude towards Islamic entrepreneurship, general entrepreneurial self-efficacy, Islamic entrepreneurial self-efficacy and perceived halal income. These antecedents also mediate the relationship between moral judgement and IEI.

This study offers an empirical framework that captures several perspectives on the formation of IEI. The findings contribute to entrepreneurial intention and motivation research by suggesting factors that motivate individuals to engage in Islamic entrepreneurship.

The findings imply that the framework of IEI can withstand diverse socioeconomic contexts. A novel perspective of this study is that Muslims who are motivated by perceived halal income show greater interest in becoming Islamic entrepreneurs.

While compassionate and morally motivated people are theorised to be more likely to engage in activities that contribute to the social good, the literature provides contradictory evidence regarding the role of empathy and moral obligation in building social entrepreneurial intention (SEI). This study aims to clarify how empathy and moral obligation influence SEI.

The authors used survey data (n = 307) from Bangladesh, a frontier economy, to test the hypothesised relationships between empathy, moral obligation and SEI by applying partial least square–structural equation modelling in Smart PLS 3. They then conducted a second study with a larger sample (n = 339) from Saudi Arabia, an emerging economy, to further investigate how the findings withstand in a different socio-economic context.

The findings contradicted extant conceptualisations and revealed that empathy and moral obligation influence SEI indirectly through other individual and contextual factors, such as social entrepreneurial self-efficacy and perceived social support. The findings indicate that a person with a feeling of compassion and moral responsibility to help others will not start a social venture unless they feel capable and supported to start and run the venture.

The study contributes to a contentious area of research in SEI by demonstrating the links between various individual-level (empathy, moral obligation and social entrepreneurial self-efficacy) and contextual-level (perceived social support) variables and their relationship with SEI.

This study aims to investigate the relationship link between societal and governmental support factors, individuals’ self-efficacy, experience and outcome expectations in framing nascent social entrepreneurs' intentions to establish e-government service centres in rural areas by using the integrated model approach of Hockert’s (2017) social entrepreneurial intentions (SEI) theoretical model and social cognitive career theory (SCCT).

Using a convenient sampling strategy, 615 survey samples were obtained through a questionnaire from e-governance-based social entrepreneurs in Karnataka. The primary data and theorised model are analysed and tested using partial least squares structural equation modelling.

This research findings indicate that appointing agency support, perceived societal support (PSS), government support, social entrepreneurial self-efficacy (SE-SE), public image, prior experience and outcome expectations substantially predicted SEI to establish an e-government service centre. Hence, prior experience and PSS were insignificant regarding direct influence outcome expectations towards establishing e-governance social ventures.

The present research study initially explored the social entrepreneur's intention to provide e-public services to people in rural and distant areas to fulfil social needs. Furthermore, this research revealed that new antecedents of government support, appointing agency support and public image influence the social entrepreneur's intention to establish e-governance service centres. These research findings evaluate the contribution of the government, appointing agencies, social entrepreneurs and citizens to make a framework for the inclination of e-government service centres to create a social impact in rural and remote areas.