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The purpose of this paper is to explore the impact of human resource (HR) management practices on achieving competitive advantage through studying the mediating role of employee satisfaction in the context of five-star hotels in Northern Cyprus.

To produce numeric data as well as to test the hypothesis, the researchers employed structural equation modeling and AMOS. The testing included (n=439) questionnaires. The model suggested by the authors examined the tourism sector, and in particular, five-star hotels located in Northern Cyprus.

The main research findings revealed that HR practices had a significant effect on competitive advantage. By comparison, the research findings revealed that the mediator variable had no effect on achieving competitive advantage for five-star hotels in Northern Cyprus.

This study demonstrates originality by responding to the recommendations of prior studies conducted on HR in Northern Cyprus Island. This makes a theoretical contribution to the field, since only Turkey recognizes Northern Cyprus, which makes conducting research on this country a challenge for researchers worldwide. Based on this study’s outcomes, this paper discusses its theoretical and practical implications, as well as recommendations for future research.

Workplace social courage is a courageous behavior that can damage the actor's social relationships, social image and accrue face-loss costs. Sometimes, it is difficult to differentiate courageous behavior from incivility that predicts higher levels of psychological distress. While workplace social courage is widely discussed in the management literature, less is known about the conditions under which individuals are more or less likely to exhibit courageous behaviors. Given the theoretical considerations, in the present study, the authors consider two indicators of quality of life, which are life satisfaction and happiness, and set the aim of the study as to investigate the relationships between organizational justice and two dimensions of quality of life – life satisfaction and happiness – with particular attention to the mediation function performed by courage.

Cross-sectional survey data (n = 408) were obtained from employees working in Turkey Fortune companies and analyzed with variance-based structural equation modeling (VB-SEM) technique.

The results showed that perceived organizational justice is a strong antecedent for workplace social courage. Workplace social courage emerges as a facilitator for subjective happiness and life satisfaction. Workplace social courage mediated the association between perceived organizational justice and subjective happiness, and between perceived organizational justice and life satisfaction. Prescriptions for theory development and practitioners are highlighted, research limitations and future directions are acknowledged.

So far, most of the work done in this subject is mainly in western countries, and it is considered as a virtue, feature, emotion and behavior in the studies of social scientists, and mainly focused on how employees need the courage to perform the desired behaviors that affect organizational outcomes positively such as organizational citizenship behavior, job performance, job satisfaction, life satisfaction, psychological well-being. Also, the authors studied how social courage positively relates to beneficial voice and silence, as well as negatively relates to detrimental voice and silence, how courage is correlated with psychological empowerment, coaching and how courage mediates on quality of life. As can be seen, there is little empirical work when it comes to the antecedents of courage in business life. Therefore, this study, which has been done with different variables in a different culture and country, aims to support and bring a new breath to the subject. Besides, the mediating effect of courage on the organizational variables is also among the trendiest subjects.

This study aims at providing empirical evidence pertaining to the interaction among authentic leadership, workplace harmony, worker's creativity and performance in the context of telecommunication sector. These research streams remain important issues and of interest as the world continues to migrate toward a knowledge-based economy.

Applying structural equation modeling, this study diagnosed the impact of Authentic leadership (AL) on employees (n = 345) in two Jordanian telecommunication firms, specifically, how it shapes workplace climate, creativity and job performance. The study also tests the moderating role of knowledge sharing in the model, as well as the mediating role of workplace climate on the relationship between AL and positive organizational outcomes.

The empirical result suggests that AL positively influences workplace climate, creativity and job performance; workplace climate positively influences creativity and job performance; workplace climate mediates the relationship between AL and creativity, and job performance; and knowledge sharing behavior moderates the relationship between AL and workplace climate.

This study highlights the magnificent power of AL and knowledge sharing, not only in shaping the workplace atmosphere but also in delineating how these variables stimulate creativity and performance among employees. The implications for research and practice are discussed.

The theory-building around the quality of human resources has received extensive attention in recent years. Numerous quantitative studies discuss and test theories related to total quality management and human resource linkages. The study aims to understand interlinkages of quality and human resources using Interpretative Structural Modeling (ISM) methodology and DEMATEL.

This paper uses ISM methodology to examine the interrelationship between the identified variables and the DEMATEL approach to find cause–effect relationships. An integrated approach helps managers for better total quality management (TQM) implementation. This study further extended using Total Interpretative Structural Modeling (TISM).

The integrated approach of ISM and DEMATEL shows that leadership development, hiring process and training development become most important for TQM implementation. The outcome of ISM shows customer satisfaction and corporate image are depending on other practices, where DEMATEL analysis revealed that eight practices cause and remaining are effective practices.

This research's integrated approach helps the firm identify essential practices, and further interdependency can be developed from cause and effect analysis. The study also provided a novel approach to implementing TQM practices.