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The purpose of this paper is to increase understanding of the link between various identification foci and performance, and to test whether one’s psychological capital (PsyCap) can explain the influence of collective or relational identification on job performance.

The study sample comprised 235 academicians working in a foundation university from Turkey. The questionnaires were practiced in two different time intervals with using an identifier coding system for avoiding common method bias issues. The authors used structural equation modeling with using AMOS v23.0.

The results showed that PsyCap has positive effects on the job performance and work group identification flourishes employees PsyCap level; there is no evidence of any mediating effect of PsyCap on the relationships between various organizational identification foci and job performance.

This study extends previous research by providing evidence of that rather than the other identification target (organization, work unit, and career) identification with supervisor influenced on job performance.

This study examines the impact of workplace bullying on workers’ innovative behavior, organizational citizenship behavior (OCB) and affective commitment while taking burnout into account as a potential mediator.

We hypothesize that workplace bullying will have a detrimental effect on employees’ capacity for innovative behavior and OCB, as well as impair their affective commitment to the company, based on the Conservation of Resource theory. We used cluster sampling to gather data from 249 bank employees, using structural equation modeling to evaluate our assumptions.

According to our research, there is a strong negative correlation between workplace bullying and innovative behavior, OCB and a reduction in affective commitment. Additionally, burnout was found to be a key mediator between these outcomes and workplace bullying, indicating a critical role for burnout in spreading the negative impacts of bullying on employees’ attitudes and behaviors.

The results of this study show how bullying at work harms employees’ innovative behavior, OCB and affective commitment, which might eventually lower organizational productivity and performance. It is important to develop a culture of creativity, increase employee engagement and strengthen organizational commitment by building a friendly and courteous work environment. Collectively addressing burnout and workplace bullying will increase employee well-being, job happiness and overall organizational success.

This study aims to investigate, through employees’ perceptions in Greece’s private sector, the relationship between the minimum wage and employee well-being, job satisfaction and work-life balance.

A structured questionnaire was used consisting of four sections: employees’ personal characteristics, employee well-being, job satisfaction and work-life balance. Due to its normal distribution, correlations, T-test and simple linear regression models were executed to examine the relationships between the variables.

The main findings were: a) the wage had a significant relationship with job satisfaction and employees’ well-being, b) there is no strong statistical significance between work-life balance and wages, c) the wage was found to be a significant predictor of employees’ well-being and work life balance, and d) there were statistically significant differences between the group of employees who received the minimum wage and the group of employees who received higher wages in terms of employees’ well-being.

The originality of this study is that it combines a purely financial concept, such as the minimum wage, with specific elements of organizational behaviour, such as employee well-being. A better understanding of this relationship will enable companies to increase employee productivity through their willing cooperation.

Technological expansion and adoption in university libraries have precipitated cybercrimes and the need to equip library personnel with the required knowledge to combat this menace. Consequently, this study aims to examine cyber security in university libraries and its implication for Library and Information Science education.

The study adopted descriptive research design, while questionnaire and interview were used to elicit data from library personnel and heads of library schools, respectively. A total of 134 responses were elicited through structured questionnaire (administered online due to the closure of universities) while six heads of library schools were interviewed, one from each of the six geopolitical zones in Nigeria.

The data from the questionnaire which were descriptively analysed revealed that the perceived knowledge of cyber security among the librarians was moderately low. Also, the university libraries were exposed to various cyber threats, with cyber security/guideline been one of the critical measures to combat cybercrime. Also, the result showed that librarians displayed high level of adherence to cyber ethics. However, the disposition of library management towards cyber security issues was revealed to be the main challenge to the deployment of cyber security in university libraries, follow by poor password management. Majority of the librarians possess basic knowledge of cyber security, though with serious interest to learn more about it. They were not taught cyber security in library school and they indicated enthusiasm to learn about it. The result of the interview with heads of library schools showed majority of these schools do not offer cyber security course due to dearth in skilled manpower.

The study presents cybercrime as a menace, if not tackled, would affect the university libraries’ sustainability as information institution, compromising their ability to deliver quality services.