Mingzheng Wu, Xiaoling Sun, Delin Zhang and Ci Wang
This study aimed to develop a moderated mediation model to explain the relationship between perceived organizational justice and the counterproductive work behavior (CWB) of…
Abstract
Purpose
This study aimed to develop a moderated mediation model to explain the relationship between perceived organizational justice and the counterproductive work behavior (CWB) of Chinese public servants. In this model, the authors assumed that job burnout mediates the relationship between perceived organizational justice and CWB and that moral identity moderates the relationship between job burnout and CWB.
Design/methodology/approach
A total of 210 public servants in China participated in this study, and their characteristics were measured by self-report tools. Hierarchical multiple regression analyses were used to test the moderated mediation model.
Findings
Analysis of the data demonstrated that perceived organizational justice, job burnout and moral identity influenced CWB. Moral identity moderated the relationship between job burnout and CWB, such that individuals with low moral identity are more likely to engage in CWB. Moreover, job burnout mediated the effect of perceived organizational justice on CWB, and the mediating effect of job burnout was moderated by moral identity. The indirect effect of perceived organizational justice on CWB through job burnout was significant among individuals with low moral identity but not among individuals with high moral identity.
Research limitations/implications
The findings highlight the self-regulatory function of moral identity in preventing CWB.
Practical implications
The study offers several significant suggestions to reduce CWB in Chinese public sector administration, such as by improving organizational justice perception, recruiting and selecting individuals with reference to their moral identity and monitoring employees’ job burnout regularly.
Originality/value
The authors developed and verified a moderated mediated model on the relationship between perceived organizational justice and CWB. The study revealed that job burnout has a mediating effect on the perceived organizational justice–CWB relation, providing important insights into the processes through which perceived organizational justice affects CWB.
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Muhammad Irfan and Mingzheng Wang
The purpose of this paper is to analyze the effects of data-driven capabilities on supply chain integration (SCI) and competitive performance of firms in the food and beverages (F…
Abstract
Purpose
The purpose of this paper is to analyze the effects of data-driven capabilities on supply chain integration (SCI) and competitive performance of firms in the food and beverages (F & B) industry in Pakistan.
Design/methodology/approach
The authors adopt the structural equation modeling approach to test the proposed hypotheses using AMOS 23. Survey data were collected from 240 firms in the F & B industry in Pakistan.
Findings
The results revealed that SCI (i.e. internal integration (II) and external integration (EI)) significantly mediates the effect of data-driven capabilities (i.e. flexible information technology resources and data assimilation) on a firm’s competitive performance. In addition to the direct effects, II also has an indirect effect on competitive performance through EI.
Practical implications
The study has several implications for managers in the context of big data application in food supply chain management (FSCM) in a developing country context. The study posits that firms can achieve excellence in performance by governing data-driven supply chain operations. The study also has implications for distributors and importers in the F & B industry. The cloud-based sharing of data can improve the operational performance of channel members while reducing their overall cost of operations. In practice, food franchises largely get the advantage of shared resources of their suppliers in managing orders, payments, inventory and after-sales services.
Originality/value
The study is novel and deepens the understanding about the use of big data in FSCM keeping in view the industry trends and stakeholder’s priorities in a developing country context.
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Muhammad Irfan, Mingzheng Wang, Abaid Ullah Zafar, Mohsin Shahzad and Tahir Islam
This study aims to investigate the hierarchical relationship between industry-specific attributes of supply chain (SC) strategies and information technology (IT) to improve the…
Abstract
Purpose
This study aims to investigate the hierarchical relationship between industry-specific attributes of supply chain (SC) strategies and information technology (IT) to improve the performance of firms in textile industry in Pakistan.
Design/methodology/approach
This study presents a mix of enablers through literature review and experts’ opinions. Next, the driving and dependence powers of enablers were identified, using the interpretive structural modeling (ISM) approach.
Findings
The ISM model suggests eight levels, with customer satisfaction at the top of the model. Process automation and TQM are placed at second and third level, respectively, whereas flexible sourcing and flexible capacity are positioned at fourth level. The key enablers of IT have high driving power, hence positioned at the bottom of ISM model.
Originality/value
This study has value for firms in garment manufacturing and exporting industry to invest into IT and sustainable SC design for competitive performance. The theoretical and managerial implications are provided.
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Muhammad Irfan, Mingzheng Wang and Naeem Akhtar
The purpose of this paper is to emphasize the underlying mechanism through which firms can achieve supply chain agility and augment business performance from the vendor’s…
Abstract
Purpose
The purpose of this paper is to emphasize the underlying mechanism through which firms can achieve supply chain agility and augment business performance from the vendor’s perspective.
Design/methodology/approach
Drawing on dynamic capability view and contingency theory, the study conceptualizes a moderated mediation model to investigate the underlying influence of process integration (PI), supply flexibility and product-related complexity on supply chain agility and the subsequent effect of supply chain agility on firm’s business performance. Survey data from a sample of 148 firms, in the garment manufacturing industry, in Pakistan were analyzed using partial least square methods.
Findings
The results revealed that supply flexibility (i.e. volume and mix) mediates the effect of PI on supply chain agility. Supply chain agility, in turn, influences a firm’s business performance. Furthermore, the competence‒capability framework is not consistent across the varying degrees of product complexity such as product complexity hinders the effect of supply flexibility on supply chain agility, whereas it amplifies the impact of PI on supply chain agility. The conditional indirect effects suggest that the indirect effect of PI on supply chain agility through supply flexibility becomes stronger when product complexity is high.
Originality/value
The study is novel in the context of an emerging economy to educate fashion vendors to tune their competencies and capabilities to regain the market share in the global market place.
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Yinfeng Li, Guilan Jiang, Hua Long, Yifa Liao, Mingzheng Huang, Zhihai Yu, Shuang Cheng, Ying Wang and Xiaozhu Liu
Increased ethanol accumulation during ethanol fermentation generates stress in yeast cells, which finally reduces the fermentation performance and efficiency. Trehalose, a…
Abstract
Purpose
Increased ethanol accumulation during ethanol fermentation generates stress in yeast cells, which finally reduces the fermentation performance and efficiency. Trehalose, a potential stress protectant, has been reported to regulate the response of yeast to diverse environmental stresses. This study aimed to explore how exogenous trehalose application affects the survival, transcriptome and antioxidant enzymes of Wickerhamomyces anomalus grown under ethanol stress conditions.
Design/methodology/approach
Exogenous trehalose was applied to the growth condition of W. anomalus, and optical densitometric method was used to detect contents of intracellular trehalose and MDA and activities of CAT and SOD. The survival was evaluated using spot analysis. Differentially expressed genes (DEGs) were identified through transcriptomics analysis.
Findings
The results showed that ethanol stress induced the accumulation of intracellular trehalose, with further exogenous trehalose application improving the survival and alleviating oxidative stress in ethanol-stressed W. anomalus. Transcriptomic results showed that trehalose has pleiotropic regulating effects on ethanol-stressed W. anomalus since most DEGs annotated to energy metabolism, amino acid metabolism, translation, folding, sorting and transport were affected post trehalose addition. Therefore, it is found that trehalose protected W. anomalus against ethanol stress, and these findings provide interesting insights into the mechanistic role of trehalose in improving ethanol stress tolerance of W. anomalus.
Originality/value
(1) Protective effect of exogenous trehalose addition on the survival of ethanol-stressed W. anomalus was proved. (2) Exogenous trehalose addition could partly alleviate oxidative stress induced by ethanol stress and affect transcriptome in W. anomalus.
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Muhammad Arshad, Neelam Qasim, Emmanuelle Reynaud and Omer Farooq
This research seeks to examine the mitigating effect of religiosity on the relationship between abusive supervision and unethical behavior in employees, with moral disengagement…
Abstract
Purpose
This research seeks to examine the mitigating effect of religiosity on the relationship between abusive supervision and unethical behavior in employees, with moral disengagement serving as a mediating factor. Drawing on social cognitive theory, the study proposes an overarching moderated mediation framework to analyze this complex dynamic.
Design/methodology/approach
The testing of the model was based on hierarchical data obtained from 70 work units in services sector. Within this framework, 70 supervisors evaluated the unethical conduct of employees, while 700 employees assessed the abusive supervision they experienced and reported on their own moral disengagement and religiosity. For the analysis of both the measurement and the hypothesized models, multilevel modeling techniques in the Mplus software were utilized.
Findings
The study's findings indicate a direct positive link between abusive supervision and employees' unethical behavior, with moral disengagement mediating this relationship. Furthermore, the research discovered that abusive supervision leads to unethical behavior in employees through moral disengagement only in instances where their religiosity is low.
Originality/value
This research delves deeper by elucidating the role of moral disengagement in the dynamic between abusive supervision and unethical behavior. Diverging from prior research, this study uniquely highlights the moderating role of religiosity, showing its potential to weaken the impact of abusive supervision on unethical behavior in employees through moral disengagement.
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Dirk De Clercq, Yasir Mansoor Kundi, Shakir Sardar and Subhan Shahid
This research unpacks the relationship between employees' perceptions of organizational injustice and their counterproductive work behaviour, by detailing a mediating role of…
Abstract
Purpose
This research unpacks the relationship between employees' perceptions of organizational injustice and their counterproductive work behaviour, by detailing a mediating role of organizational identification and a moderating role of discretionary human resource (HR) practices.
Design/methodology/approach
The hypotheses were tested with a sample of employees in Pakistan, collected over three, time-lagged waves.
Findings
An important reason that beliefs about unfair organizational treatment lead to enhanced counterproductive work behaviour is that employees identify less strongly with their employing organization. This mediating role of organizational identification is less salient, however, to the extent that employees can draw from high-quality, discretionary HR practices that promote their professional development and growth.
Practical implications
For management practitioners, this study pinpoints a key mechanism – the extent to which employees personally identify with their employer – by which beliefs about organizational favouritism can escalate into purposeful efforts to inflict harm on the organization and its members. It also reveals how this risk can be subdued by discretionary practices that actively support employees' careers.
Originality/value
This study adds to previous research by detailing why and when employees' frustrations about favouritism-based organizational decision making may backfire and elicit deviant responses that likely compromise their own organizational standing.
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Amir Khushk, Liu Zhiying, Xu Yi and Haonan Liu
Morality in the workplace has become a significant determinant of organizational effectiveness and employee well-being. This research aims to conduct an in-depth review of the…
Abstract
Purpose
Morality in the workplace has become a significant determinant of organizational effectiveness and employee well-being. This research aims to conduct an in-depth review of the past literature on multidimensional morality and provide insight into its impact on the modern workplace and employee well-being.
Design/methodology/approach
The literature search resulted in 3,589 papers published between 2012 and 2024. This paper analyzed 30 research studies on workplace morality based on predetermined inclusion and exclusion criteria to ensure methodological rigor.
Findings
Research findings show the need to promote workplace ethics to avoid counterproductive workplace behaviors. Also, effective leadership adheres to ethical principles, together with the ethical framework of an organization, which includes codes of ethics and a commitment to corporate social responsibility, contributing to the overall well-being of individuals by providing a sense of support and resolving conflicts. Ethical conflicts are associated with decreased well-being and increased turnover, underscoring the need for organizational solutions.
Practical implications
Understanding intricate morality is essential for organizations to foster moral cultures and improve performance. HR specialists can use this knowledge to create policies that uphold moral principles and improve employee job satisfaction.
Originality/value
This study extends the current body of knowledge by synthesizing research on multifaceted moral issues in modern workplaces. It provides useful insights for researchers, practitioners, and policymakers who are interested in promoting ethical organizational cultures by addressing ethical shortcomings.
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Rabail Aisha, Nisar Ahmed Channa, Manzoor Ali Mirani and Naveed Akhtar Qureshi
Using the theoretical lens of appraisal theory, this research aims to investigate the interrelationship between employees' organizational justice perceptions and counterproductive…
Abstract
Purpose
Using the theoretical lens of appraisal theory, this research aims to investigate the interrelationship between employees' organizational justice perceptions and counterproductive work behaviours (CWBs) through the mediation of negative emotions.
Design/methodology/approach
To this end, a sample comprised of 207 banking sector employees of Pakistan was utilized to test hypothesized relationships. The collected data were analyzed through the partial least structural equation modelling technique.
Findings
Results show that counterwork behaviours are influenced by distributive and procedural justice perceptions. The mediating effects of negative emotions were also statistically significant between procedural, interpersonal and informational justice perceptions and counterwork behaviours. No gender differences were found between distributive, interpersonal and informational justice perceptions and counterwork behaviours. However, the authors found that procedural justice perceptions of female employees are strongly related to CWBs as compared to male employees.
Originality/value
This research contributes to the existing organizational behaviour literature by empirically testing the hypothesized relationships using the theoretical lens of appraisal theory with advanced quantitative data analysis techniques.
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Eka Pariyanti, Andiana Rosid and Wiwiek Rabiatul Adawiyah
The purpose of this study is to determine whether or not Islamic Workplace Spirituality (IWS) acts as a moderator in the relationship between Organizational Justice (OJ), Job…
Abstract
Purpose
The purpose of this study is to determine whether or not Islamic Workplace Spirituality (IWS) acts as a moderator in the relationship between Organizational Justice (OJ), Job Satisfaction (JS) and Workplace Deviant Behavior (WDB).
Design/methodology/approach
This research was conducted at Islamic-based universities in Lampung, with 213 employees as respondents out of 456 population’s members. The sampling technique used was purposive sampling, and the data were collected directly from respondents using a self-administered questionnaire. The analysis method used to test the research hypothesis was moderated regression analysis (MRA).
Findings
Out of six hypotheses proposed all were supported. This study confirmed the moderating role of Islamic Workplace Spirituality on the relationship of organizational justice and job satisfaction with workplace deviant behavior.
Research limitations/implications
This study has several limitations on the self-report measures used, which may lead to general error bias. Also, because of the cross-sectional nature of data collection in this study, it can impact the inaccurate delineation of causal conclusions between the constructs examined (Clugston, 2000). Further research is suggested to conduct longitudinal research. This research was conducted in Lampung and is limited to religion-based agencies, limiting the generalizability of some findings in different places. Future studies are suggested to examine this construct in a broader scope. Generalizability problems were observed because people's responses to the questionnaires were so evident that they did not give importance to the research work, and they thought it was a waste of time to respond.
Practical implications
Since bearing the label “Islamic Higher Education” identifies them as part of Islamic education, all institutions that bear that label must follow Islamic law rulings in all of their operational activities. Islamic Spirituality in the Workplace (IWS) will make employees in organizations work on time and even manage their workload correctly. Having values related to spiritual constructs will make employees more ethical in understanding values and behavior, also increase trust among workers.
Social implications
ISW will make employees in organizations/agencies work on time and even manage their workload correctly. Management must understand that an organization needs to create a healthy environment by providing organizational justice and reducing people's deviant behavior in the organization. Positive individual behavior shall increase the quality of one's social life.
Originality/value
Most theories in human resources development in higher education came from the field of psychology while religious perspectives tend to be omitted. This study underlines some of the crucial advances and contributions in developing human resource management theory related to Islamic workplace spirituality as a strategy to mitigate employees' deviant behavior.