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The purpose of this study is to examine how and when supervisors’ bottom-line mentality (BLM) influences workplace cheating behavior. Specifically, the authors draw upon social exchange theory (Blau, 1964) and the negative reciprocity norm (Gouldner, 1960) argument, to explain that supervisor BLM is likely related to organizational cynicism and subsequently those employees may engage in cheating behavior as a way to make things even with the organization. Furthermore, the authors theorized that organizational cynicism and supervisors’ BLM via organizational cynicism, increase cheating behavior among employees with a weak moral identity.

To test the current model, the authors collected data from 232 employees working in various Pakistani firms.

The results affirmed the authors’ moderated-mediation model. The positive indirect effects of supervisors’ BLM on workplace cheating behavior, through organizational cynicism, are moderated by employees’ moral identity.

This is the first study that examine the mediating and moderating role of organizational cynicism and employees’ moral identity in the relationship between supervisors’ BLM and workplace cheating behavior.

Drawing on the conservation of resources theory, this research examines the relationship between managers’ servant leadership and frontline employees’ customer-oriented boundary-spanning behaviors by considering career meaningfulness as an underlying mechanism. Furthermore, this study investigates a moderated mediation model by proposing work centrality as a boundary condition in the relationship between career meaningfulness and customer-oriented boundary-spanning behaviors.

Two-source (manager-frontline employee dyad) data were collected through a survey questionnaire from hospitality organizations at three different points in time. Hayes’ PROCESS macro was used to analyze the data.

Findings show that managers’ servant leadership fosters frontline employees’ customer-oriented boundary-spanning behaviors directly and through career meaningfulness. Frontline employees’ work centrality moderates the relationship between career meaningfulness and customer-oriented boundary-spanning behaviors (second stage) and the indirect effect of servant leadership (through career meaningfulness) on customer-oriented boundary-spanning behaviors (moderated mediation).

The findings imply that managers should exhibit servant leadership behaviors to enhance frontline employees’ sense of career meaningfulness and customer-oriented boundary-spanning behaviors. Additionally, hospitality organizations and managers are encouraged to prioritize work centrality when hiring frontline employees and implement training programs to cultivate work centrality.

This study’s originality lies in exploring career meaningfulness as the underlying mechanism linking servant leadership to customer-oriented boundary-spanning behaviors while also examining work centrality as a second-stage moderator in this relationship.

This study aims to draw upon the broaden-and-build theory to examine the relationship between perceived organizational virtuousness and employees’ innovative behavior. Moreover, the study investigates the indirect relationship between perceived organizational virtuousness and employees’ innovative behavior via thriving. Additionally, this study examines whether creative personal identity strengthens the relationship between thriving and innovative behavior.

A quantitative research methodology was used to test the proposed moderated mediation model. Data was gathered from 206 respondents from organizations in different industries. The SPSS PROCESS tool was used for hypotheses testing.

The findings of the study revealed that there is a positive relationship between perceived organizational virtuousness and employees’ innovative behavior. Additionally, the results also support that there is an indirect relationship between perceived organizational virtuousness and innovative behavior through thriving. The findings revealed that creative personal identity strengthens the relationship between thriving and innovative behavior.

The findings of the study provide implications for managers who can promote and shape virtuous organizational contexts to drive positive employee attitudes and behaviors.

This study addresses the call of scholars to extend the body of research on the outcomes of organizational virtuousness. The study contributes to the limited body of knowledge regarding the relationship between organizational virtuousness and employees’ innovative behavior. Furthermore, it elaborates on the precise mechanism through which perceived organizational virtuousness can increase employees’ innovative output. To the best of the authors’ knowledge, the current study is also the pioneer attempt to examine the role of a personal identity factor in influencing the relationship between employees’ experience of thriving and their innovative behavior.

This paper aims to investigate the relationship between negatively perceived organizational politics (NPOP) on creative propensity (CP), while also studying their interplay with organizational commitment (OC) and job satisfaction (JS).

A survey technique was used in three different IT-related companies in an emerging market. Customers also included foreign companies for two of the three. In terms of age, these companies were roughly a decade old or more. Respondents were employees who were involved in IT-related jobs. Instrument was used five-point Likert scale. Data analysis involved partial least squares structural equation modeling (PLS-SEM).

JS appears to have a positive relationship with OC. Both factors have been shown to have a positive relationship with CP. NPOP appears to have a negative relationship with not only CP but also JS and OC.

This research aids in bridging a gap in research and contributes to literature with respect to the relationship among CP with JS, OC and NPOP. There is a need for greater research with respect to the relationship of CP with JS, OC and particularly with NPOP between these factors. This research would aid in bridging the gap by investigating relationships among these factors. Globalization and international business may increase the importance of creativity for IT-related as well as other companies. Businesses in emerging markets may require creativity for growth, survival and catching up to companies in developed markets or for competitiveness. With the prevalence of politics in organizations, it may be of strategic value for businesses in emerging markets to be able to calibrate these factors to increase their potential for creativity.

Drawing upon the Proactive Motivation Model, this study aims to investigate the relationship between managerial coaching and employee knowledge-sharing behavior via psychological safety and learning goal orientation. This study also proposes that employee psychological safety and learning goal orientation sequentially mediate the relationship between managerial coaching and employee knowledge-sharing behavior.

This study used a time-lagged quantitative research design to test the proposed hypotheses. Using a self-administered questionnaire, data was gathered from 220 employees of information technology companies in Pakistan. This study used Partial Least Squares Structural Equation Modeling (PLS-SEM) two-stage approach to test the measurement and structural models.

The findings of the study support that there is an indirect relationship between managerial coaching and employees’ knowledge-sharing behaviors via psychological safety and learning goal orientation. In addition, the findings also support the sequential mediation of psychological safety and learning goal orientation in the proposed model.

The results of this study highlight that managers can play a vital role in fostering proactive resource-sharing behaviors of employees in knowledge-intensive organizations.

There is limited research on the relationship between managerial coaching and employees’ knowledge-sharing behavior. This study has analyzed this relationship using a motivational perspective. It makes important theoretical contributions by investigating the mechanisms through which managerial coaching influences employees’ knowledge-sharing behavior in organizations.

Level of trust among the members is considered to be an important component that contributes towards the economic growth in an economy. The purpose of this paper is to examine the effect of trust level along with income per capita, human capital (education level), investment, labor force and political institutions on the economic performance.

In this research, panel data as well as cross-country analysis were applied on a sample of 64 countries from 1980 to 2014. Countries were further divided into developed and developing countries to observe the resultant effect of trust on economic performance. To explain the monotonic relationship between trust and economic performance, a non-linear term of trust is added to the regression model to see the impact of change in trust level on economic performance.

Empirical results show that there is a positive relation between social trust and economic performance. The result further describes that investment and human capital are leading determinants of economic performance. To explain the monotonic relationship between trust and economic performance, the study adds non-linear term of trust in regression model. The result explains U-shaped path between trust and economic performance in developing countries and inverse U-shaped path in developed countries.

The study adds valuable insight to the debate of relationship between trust level and economic performance. Business and managers can use this insight while making international strategic decisions regarding foreign direct investments and international expansions.

This study highlights the importance of trust in developing and developed countries and shows that trust works as a strong binding in holding societies together and better economic performance is not possible, especially in developing countries where there is a lack of trust.

From 1979 to 2023, the takaful structure has been adopted in many jurisdictions, making the documenting of its early days of establishment relatively difficult and somewhat unreliable. This is unlike conventional insurance, where the history and legislation are well documented and archived in various research (Hellwege, 2016; Marano and Siri, 2017). The purpose of this paper is to provide a chronology for the establishment and development of takaful via the takaful establishment in each jurisdiction, documenting its first takaful operator and first takaful regulation.

This paper has used a qualitative method in the form of reviewing literature and available data such as journals, books and official resources. The data is thoroughly analysed in order to build the chronology for takaful. It adopted an exploratory research design, which is deemed suitable in situations where few works of literature have examined the subject (Neuman, 2014). The paper explores the establishment and non-establishment of takaful in 57 countries. The paper categorises the countries into seven regions starting with the GCC, Levant, Asia, Central Asia, Africa, Europe and Others.

The takaful chronology presented in this paper shows that takaful operations exist in 47 jurisdictions, starting from Sudan and the UAE in 1979, with the most recent adopters being Morocco and Iran in December 2021. It is found that 22 jurisdictions do not have takaful regulations, and the Takaful Act 1984, issued in Malaysia, is considered the first takaful regulation that sets the basis for other regulations that follow.

The paper contributes to the literature by providing a comprehensive chronology of takaful, especially as the few existing timelines have been found to be incomplete and consist of contradictory information.

Muslim consumers have been shocked with the news of cross-contamination issues in the Halal food that they consumed. These issues make them put more effort in ensuring the products that they purchased being monitored throughout the supply chain. In this case, food companies must be prepared to implement systematic traceability system to ensure the authenticity of Halal products and comprehend the importance of Halal industry environmental factors (HIEF) in enhancing integrity of Halal food supply chain and protect from any risk of cross-contaminations. This paper aims to clarify the relationship between the Halal traceability system adoption (HTSA) and HIEFs on Halal food supply chain integrity (HFSCIn).

The study opted quantitative research approach by using the self-administrated questionnaires. The questionnaires were distributed during Malaysia International Halal Showcase (MIHAS) 2014 and Halal Fiesta Malaysia (HALFEST) 2014. 127 Malaysian Halal food and beverages companies have been involved in the study. Most of the respondents are the general manager or owner of the company, Halal executives, quality assurance managers, operation managers and sales manager.

The study found that there is a significant relationship between HTSA and HIEF on HFSCIn. The study also found that the highest adoptions of Halal traceability system are among the producer and end user, while the highest contributions in influencing the HIEF are the economic and socio-cultural factors.

This study only focused on Halal food industry particularly the food and beverages category. Thus, future study can explore further on every category in food industry such as raw materials and ingredients; poultry, meat and dairy; fast food and premises and make comparison between pharmaceutical, cosmetics and health care in Halal industry. In addition, the sample size (N = 127) can be considered small; therefore, it is recommended that in future the subject matter be explored with a much larger sample to allow generalization of the result.

This study provided, perhaps for the first time, an analysis of the relationship between traceability adoptions and HIEF on HFSCIn.

This study aims to examine how sharia supervisory board (SSB) characteristics are determinants of the maqashid sharia performance (MSP) of Islamic banks (IBs) and how MSP has implications for profitability and for profit-sharing investment account holders (PSIAHs).

MSP is ascertained by semi-structured interviews. The SSB characteristics measured are size, cross-membership, education level, expertise, reputation, rotation and remuneration. Annual reports of Indonesian and Malaysian IBs from 2010 to 2018 are analysed using panel data regression.

In Indonesia, SSB education level attenuates MSP, while other characteristics have only minor influence. However, in Malaysia, SSB size, education and reputation reinforce MSP, while others are ineffective. MSP in both countries is pseudo-Islamic; so their customers ignore religiosity. However, MSP in Malaysia can improve profitability because sharia assurance is more transparent; meanwhile, MSP in Indonesia cannot improve profitability because sharia assurance is less transparent.

In order for MSP to improve in Indonesia, the regulators need to increase SSB size, reduce cross-membership and arrange the format for sharia assurance in SSB reports, while IBs need to increase SSB education and expertise.

MSP is constructed in accordance with legal and social requirements to achieve IBs’ Islamic, economic, social and ethical objectives. Resource dependence theory is used to evaluate SSB, while PSIAH and profitability are investigated to demonstrate the impact of MSP. Finally, comparing SSB capabilities in Indonesia and Malaysia could be beneficial to regulatory and IB policies.

This study aims to evaluate the awareness level of Islamic finance principles among employees of financial institutions in Moscow, Russia.

A quantitative method is used with a Likert scale questionnaire. A survey was conducted to 310 financial institutions’ employees to determine the level of their awareness of major Islamic finance principles. The sample population is selected using the judgment sampling technique. A descriptive analysis with frequency, percentage and weighted mean are used to analyze the data.

The study finds that the level of awareness of financial institutions’ employees towards Islamic finance is low. This is probably due to the minority of the Muslim population and geographically far from to the countries where Islamic finance is being implemented. All respondents have a good education background, thus implementing some training sessions for its employees or hiring some outside specialists could transfer the knowledge and widespread the adoption of Islamic finance instruments.

The academic institutions such as universities in Russia could play a pivotal role to offer Islamic finance-related subjects, while the government as a regulatory body, should support the Islamic finance initiatives.