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Since the subject matters of human resources activities on knowledge intensive firms have been changed by coronavirus disease 2019 (COVID-19) pandemic, this study aims to analyze the impact of stock options on talent retention (knowledge worker retention) and knowledge productivity (innovation) in terms of patents, which directly affect the financial performance of knowledge intensive firms.

Drawing on agency and contingency theory to design the causality model, this study analyzes the data obtained from 227 publicly traded knowledge intensive firms in information technology (IT) and healthcare sectors. Panel data analysis is used to determine the long run causal relationship between firm innovation, knowledge worker retention and financial performance, in addition to ANOVA for evaluating firm size as a lurking variable on the effect of stock options.

The results of this study demonstrate that, when firm size is taken into account, (1) stock options significantly affect knowledge worker retention and firms' financial performance, and this impact is stronger in a during-pandemic situation than in a pre-pandemic situation (2) firm innovation significantly affects firms' financial performance and this impact is stronger in a during-pandemic situation than in a pre-pandemic situation; (3) knowledge worker retention doesn't have a significant impact on firm innovation and firms' financial performance. Moreover, random effect regression analysis for long-term relationships also depicts the same results: knowledge worker retention has non-significant impact on firm innovation and financial performance, but firm innovation significantly affects financial performance.

To the best of the authors' knowledge, the authors are the first to compare the effects of stock options, knowledge worker retention and firm innovation in both pre- and during-pandemic scenarios where firm size is taken into consideration.

The purpose of this study is to examine the direct and indirect effects of motivating language on organizational commitment, as this phenomenon has drawn the attention of researchers.

This study employs social exchange theory and motivating language theory to examine data collected from 217 full-time employees across various US-based companies. The proposed hypotheses were analyzed using the PLS-SEM method.

This study’s findings demonstrate that motivating language positively affects employees’ organizational commitment and affective trust but not cognitive trust, which mediates the relationship between motivating language and organizational commitment.

There are some limitations of our study that need to be mentioned. First, there are concerns about survey data collection via M-Turk (Shapiro et al., 2013). We attempted to overcome some of these problems by including questions to identify careless respondents. Also, we eliminated many respondents who completed the surveys in unreasonably short periods of time. Hence, we believe we accounted for response bias with these check points. Also, while we believe our final sample is a representative sample due to the significant amount of data elimination during the data collection, we believe that checking for non-response bias, as Armstrong and Overton (1977) suggest, is imperative. Unfortunately, due to the nature of M-Turk, that is impossible. However, M-Turk recruits respondents based on the parameters provided by the researchers, so we expect the non-respondents to be not significantly different from the respondents. In parallel to that, we acknowledge the limitations of our study sample. Due to that reason, our findings must be considered within the context of our sample parameters. We urge future researchers of this area to further validate our findings in different types of samples.

To the best of the authors’ knowledge, they are the first to analyze the impact of motivating language on organizational commitment and the mediating role of trust (cognitive and affective) in this relationship.

Many principles and paradigms that influenced the labour system before the COVID-19 pandemic have changed, and the academic and corporate communities are struggling to make sense of the paradigm shifts the authors have entered. One of the organisational phenomena highlighted after the COVID-19 pandemic is “Quiet quitting”, that is, the tendency for workers to do the bare minimum tasks necessary for their occupations to avoid getting dismissed. This phenomenon may substantially impact both organisations and workers. As a result, academic interest in “Quiet quitting” has recently proliferated. Upon using leader-member exchange, organisational support and social exchange theories, this paper aims to propose and validate a scale measuring the new construct, “Quiet Quitting”.

A sample of 1,430 valid questionnaires from individuals working in different industries, organisations and regions in the USA were examined using normality and Kaiser–Meyer–Olkin tests, as well as factor, reliability and nomological validity analyses.

Exploratory and confirmatory factor analyses and reliability and nomological validity evaluations validate the proposed “Quiet Quitting” scale.

To the best of the authors’ knowledge, the proposed and validated “Quiet Quitting” scale is original. Since this scale may help to examine crucial management-worker dynamics in organisations, it may be subsequently developed and used by researchers in future studies.

Functionalization of organic cotton fabrics (OCFs) by in situ deposition of chitosan reduced-stabilized silver nanoparticles (AgNPs). No other toxic chemicals used to warrant an ecofriendly synthesis protocol. Human toxicity of silver systematically avoided to use as textile clothing. Primary colors (nearly-red, yellow and blue) were imparted on OCFs via localized surface plasmon resonance (LSPR) of AgNPs. Decent mechanical properties and laundering durability in terms of antibacterial/fastness test improved mechanical properties.

Silver nanoparticles can be synthesized by using silver nitrate along with commercially available chitosan. Due to the surface LSPR property of silver nanoparticles, it exhibits versatile colors depending on the synthesizing procedures. The coloration occurs due to the electrostatic interaction between the AgNPs and chitosan-treated OCF. The nanotreated fabrics provide excellent mechanical properties with improved antibacterial effects.

X-ray fluorescence (XRF) analysis quantifies the developed materials in the substrates. Scanning electron microscopy (SEM) characterization indicates the appearance and morphologies of silver nanoparticles into the fabric surface after the coloration process. It proves that the treated cotton knit fabric exhibits the LSPR optical features of AgNPs. The antibacterial and mechanical properties confirm the improved functionality of products.

Improved mechanical properties, antibacterial performances and coloration effects on organic cotton substrates in terms of chitosan-mediated nanosilver are not yet studied.

The study analysed the influence of organizational justice on the duty orientation of employees in the mining sector of Ghana. Also, it examined the mediating role of supervisor-provided resources in the relationship between organizational justice and duty orientation.

The study obtained data through a self-administered questionnaire from 291 employees of a mining firm. The data were analysed and interpreted in light of the hypotheses using the partial least squares structural equation modelling technique.

The findings revealed that organizational justice had a significant positive relationship with duty orientation and supervisor-provided resources. The results again established that supervisor-provided resources had a significant positive relationship with duty orientation. The study finally documented that supervisor-provided resources partially mediate the relationship between organizational justice and duty orientation.

We recommended that the management of the mining companies devote resources to developing organizational justice policies based on fairness in resource allocation, clear roles, employee feedback and effective information dissemination. Furthermore, supervisors should place priority on acquiring and dispensing resources as employees demonstrate their willingness to improve duty orientation.

The study contributes to knowledge in a novel research area. It adds to empirical evidence by highlighting the possible variables that may influence employees to engage in duty orientation.

本研究擬分析於迦納的採礦部門裏,組織公平感對僱員職責導向的影響;研究亦擬探討主管提供的資源,如何在組織公平感與職責導向間的關係上起著中介角色。

研究人員透過一間採礦公司291名僱員自我測試的問卷,取得研究所需的數據,繼而以偏最小平方結構方程式模式分析法,進行數據分析,並按照研究的假設,對數據進行闡釋的工作。

研究結果顯示,組織公平感與職責導向和主管提供的資源之間存在顯著的正向關係;研究結果亦確定了主管提供的資源與職責導向之間存在顯著的正向關係。最後,研究結果證明了主管提供的資源,會一定程度調節組織公平感與職責導向之間的關係。

我們建議採礦企業的管理層應根據資源的公平分配、明確的角色、僱員的回饋和有效的信息傳播,把資源專用於發展組織公平感的政策上;而且,當僱員展示他們願意改善職責導向時,主管應把獲取資源,並加以發放列為優先事項。

本研究在一個新穎的研究領域裏,幫助我們增進知識;研究透過強調影響僱員參與職責導向的可能變數,增加有關的經驗證據。

The aim of this study is to examine the relationships among hotel employees’ creative self-efficacy, co-creation and new service development moderated by collective efficacy in the context of social exchange theory (SET).

Data were collected by using questionnaire from the frontline employees working in hotels in Pakistan. A total of 220 employees participated in the survey. Structural equation modeling has been used.

Results show that employees’ creative self-efficacy enhances co-creation and helps in new services development. Moreover, collective efficacy moderates the relationship between individual employees’ creative self-efficacy and co-creation.

Hotel managers should focus on building employees' self-efficacy beliefs to enhance their motivation and performance in new service development. Moreover, they should establish platforms for co-creation with customers, involving them in idea generation, feedback and testing, to ensure new services meet customer needs and increase their adoption.

Earlier literature has examined the co-creation and new service development from various perspectives, largely ignoring the social exchange theory. This is the pioneering study that examines these relationships through the lens of social exchange theory. Moreover, most of the literature has analyzed the co-creation separately, i.e. either employees’ co-creation or customers’ co-creation. To understand the phenomenon of co-creation in depth it is believed that co-creation should be analyzed from both these aspects. Therefore, this study examined this phenomenon by including employees’ as well as customers’ co-creation for better understanding. Moreover, the group influence is examined in explaining the new service development through collective efficacy. Therefore, this study is unique in explaining the co-creation and new service development from various angles.