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This study aims to examine the effect of entrepreneurial intention and attitude towards knowledge sharing on new business creation by comparing two generations, Y generation (millennials) and Z generation (post-millennial). In addition, the current study uses a social cognitive theory as a point of departure to test the research hypotheses.

This study deploys a quantitative approach (hypothetic-deductive approach) by surveying 300 respondents representing the two Indonesian generations. The questionnaire consisting of demographic items (age, education, etc.) and variables was the primary research instrument. This study used regression analysis, a Wald test for examining the proposed hypotheses and a t-test to provide a deeper analysis of the findings.

Findings from the current study show that Gen Y is still seeking a balance for their learning sources by involving in their social environments as well as exploring the digital world. In contrast, Gen Z is much more dominant in the independence to learn things that interest them. They have less dependency on social patrons but prioritise themselves as the leading model.

The findings of this study provide practical implications for higher education institutions in the development of entrepreneurship education to achieve learning effectiveness.

This study aims to contribute by providing empirical evidence in the effect of entrepreneurial orientation and attitude towards knowledge sharing on new venture creation with particular reference to Gen Y and Gen Z, suggested by previous studies. Although Gen Y and Gen Z are digital natives, this study provides insight into a shift in the characteristic of two generations, as also found in comparison to previous generations, such as Baby-Boomer vs Gen X and Gen X vs Gen Y. This study proclaims the need to adjust organisational theories to enable them to explain the shifting phenomena at the micro and macro level for every generation. Exploratory research to better understand the characteristics of a generation in other settings is a crucial proposal proposed by this study.

This study examines the relationships among those who have experienced burnout, supervisory support and work outcomes (job satisfaction, organizational commitment, and intension to leave) within the framework of the Arabic culture. Supervisory support is proposed to moderate the relationships between experienced burnout and work outcomes. Data from 308 Arab employees from 7 Kuwait business organizations indicate that: (1) experienced burnout is negatively related to job satisfaction, and organizational commitment, (2) experienced burnout is positively related to intention to leave and, (3) supervisory support moderate the relationships between experienced burnout and work outcomes.

The aim of this paper is to examine the effects of burnout and supervisory social support on the relationship between work‐family conflict, and intention to leave of cancer workers in an Australian health care setting.

Data collected from a public hospital of 114 cancer workers were used to test a model of the consequences of work‐family conflict. The strength of the indirect effects of work‐family conflict on intention to leave via burnout will depend on supervisor support was tested by conducting a moderated mediation analysis.

Path analytic tests of moderated mediation supported the hypothesis that burnout mediates the relationship between work‐family conflict (i.e. work‐in‐family conflict and family‐in‐work) and intention to leave the organisation and that the mediation framework is stronger in the presence of higher social supervisory support. Implications are drawn for theory, research and practice.

This study applies the innovative statistical technique of moderated mediation analysis to demonstrate that burnout mediates the relationship between work‐family conflict and intention to leave the organisation and that the mediation framework is stronger in the presence of lower social supervisory support. In the context of the continued shortage of many clinician groups theses results shed further light on the appropriate course of action for hospital management.

The purpose of this research is to investigate the burnout phenomenon in the food and beverage industry of Cyprus. The researchers aim to utilize the findings, first, to inform, thus educate, industry stakeholders as to the current status of the burnout phenomenon, and second, to develop and propose specific practical preventive measures that mitigate the burnout effects.

Following a comprehensive literature review, a questionnaire was developed and administered to a randomly identified sample of 1,000 food and beverage professionals in Cyprus. These included individuals currently holding full time positions, both at an operational and managerial level, in licensed food and beverage establishments in Cyprus.

It was found that food and beverage employees in Cyprus score slightly higher in the dimension of emotional exhaustion (34.3 percent), slightly higher in the diminished level of personal accomplishment (29.0 percent) and similar in the depersonalization dimension (25.1 percent) compared with their American counterparts.

The findings of this research activity may serve as a guide to others outside of the Cyprus specific environment, to investigate burnout within distinct hospitality environments.

The purpose of this paper is to study the effect of two positive organizational factors: the perceived supervisor support (PSS) and the self-efficacy (SE) on nurses' burnout (BO), which concurrently affect the turnover intention (TI) and the mediating role of BO in this relationship.

A cross-sectional survey-based study of a sample of 552 Lebanese registered nurses from 19 Lebanese hospitals was conducted.

The authors’ findings confirm that PSS and SE both reduce the level of BO and the turnover intention significantly. The higher the perceived supervisors' support and the nurses' SE, the less they experience BO. BO has partially mediated the relationship of the PSS and SE on TI. This study reveals that supervisors' support is well perceived by Lebanese nurses, whose s is relatively high, while their levels of BO are considered moderate. However, BO levels vary proportionally with demographic variables, namely age, work experience, gender, marital status and education.

This study provides new evidence on the relationship between PSS, SE and BO and turnover intention of Lebanese nurses. It is unique in studying the role of nurses' SE with regard to BO and TI and improving the quality of nurses' work life. It shows the significance of the supervisors' role in supporting the psychological state of nurses. The context of the study, Lebanon, is also novel as it differs from advanced economies institutionally, culturally and in legal frameworks that govern the employee–supervisor relationships.

The aim of this research is to investigate the mediating effect of employee engagement (EE) on the relationship between employee relation practice and employee performance in Malaysian private universities (MPUs).

This paper used a survey research design, and the study unit of the analysis consists of the academic staff of MPU. A sample of 314 teaching staff was used out of the target population (10,473) of the research, while simple random and stratified sampling techniques were used in order to determine the research sample. Data for the research were collected from the target participants via questionnaires, and partial least square-structural equation modelling (PLS-SEM) was utilized to evaluate the research hypotheses.

The outcome of the research revealed that employee relation practice (ERP) has a substantial effect on employee performance (EP), and EE partially mediates the relationship between ERP and EP.

The outcome of this study has urged the universities' management to focus on building effective and sustainable ERP that will ensure academic engagement that can result to sound academic performance and university growth.

This research has contributed significantly to the body of knowledge by operationalizing EP, ERP and EE literature. In extension, this research contributes to develop the literature of leaders, acknowledging the ERP as an important tool for leadership growth.

This study focuses on the management of job burnout among customer service representatives. The purpose of this study is to investigate whether supervisor support, monetary rewards, and career paths moderate the relationship between job burnout and turnover intentions.

The authors conducted a survey of 287 customer service representatives from seven call centers for the analysis. To validate the research model and test the hypotheses, the authors employed structural equation modeling, and for the moderating effects, the authors conducted a multi‐group analysis after dividing the moderating variables into high and low groups by using each of their means as a split point.

As expected, the results indicate that emotional exhaustion, depersonalization, and reduced personal accomplishment increased turnover intentions. Emotional exhaustion led to a sharp increase in depersonalization. The results for the three moderating variables indicate that not all interventions were always useful for all three components of job burnout. In particular, the application of supervisor support required considerable attention because it exacerbated the adverse effect of depersonalization on turnover intentions. Monetary rewards reduced turnover intentions under depersonalization, whereas they increased turnover intentions under reduced personal accomplishment. Career paths reduced turnover intentions under both depersonalization and reduced personal accomplishment.

This study contributes to the literature by demonstrating the moderating effects of supervisor support, monetary rewards, and career paths on the relationships between three components of job burnout and turnover intentions for customer service representatives from call centers.

The primary purpose of this paper is to investigate the association between leadership styles and burnout among hospitality managers currently working in the industry of Cyprus. Specifically, transformational, transactional and passive/avoidance are to be investigated in order to establish which leadership style is more prone to burnout effects.

Adopting a quantitative approach, the multifactor leadership questionnaire (MLQ 5X‐Short) was utilized to allow research participants to describe their leadership style as they perceive it. In addition, the most widely acknowledged tool for measuring burnout, the Maslach burnout inventory (MBI), was also incorporated in the questionnaire, which was then distributed to 500 hospitality managers in Cyprus. A number of hypotheses, reflecting the primary objective of the study, were postulated.

The findings suggest that transformational leadership has a significant positive association with personal accomplishment and is negatively related to emotional exhaustion and depersonalization. In addition a positive relationship exists between passive avoidance leadership and emotional exhaustion and depersonalization. Finally, individuals with a passive avoidance leadership style exhibited higher levels of burnout.

It is well documented in the literature that surveys measuring sensitive issues, such as leadership styles and burnout levels, have inbuilt limitations. With regards to leadership, the authors acknowledge that they were not able to replicate the original nine‐factor solution of the MLQ 5X, therefore, findings should be viewed with caution. The second limitation is the small sample size (n=131) and the homogeneity of the sample, which limit the generalizability of the findings.

The findings have a practical relevance to both hospitality stakeholders and academic scholars who wish to further explore the leadership‐burnout association. In addition, human resources practitioners could utilize the findings when developing strategies for recruiting and developing leaders.

The paper adds to existing knowledge by investigating an issue presented in just a few hospitality‐related studies. While burnout and leadership separately have captured the attention of hospitality researchers, studies investigating their association are ubiquitous by their absence. The insights derived from this paper are of value to academic scholars wishing to build on this exploratory investigation.

This study aims at investigating the effect of psychological empowerment on job burnout and competitive advantage with the mediating role of organizational commitment and creativity.

The statistical population included all the managers and staffs of Tooka Company in Iran, and for data analysis, 120 completed questionnaires were used. Data analysis was carried out by SPSS 18 and Amos 20 software and structural equation modeling method. To test the mediating relationships, bootstrap method was used.

The findings showed that psychological empowerment has a significant direct effect on job burnout and competitive advantage. Also, psychological empowerment has a significant indirect effect on job burnout through the mediating role of organizational commitment. In addition, psychological empowerment has a significant indirect effect on competitive advantage through the mediating role of organizational creativity.

This study is among the first to investigate the relationship between psychological empowerment, job burnout, competitive advantage, organizational commitment and creativity.

El trabajo tiene como objetivo investigar el efecto del empoderamiento psicológico en el burnout y la ventaja competitiva, junto con el papel mediador del compromiso y la creatividad de la organización.

La población incluyó a todos los gerentes y personal de la Compañía Tooka en Irán. Para el análisis de datos se utilizaron 120 cuestionarios completos. El análisis de los datos se realizó mediante el software SPSS 18 y Amos 20 y el método de modelado de ecuaciones estructurales. Para probar las relaciones de mediación, se utilizó el método bootstrap.

Los resultados muestran que el empoderamiento psicológico tiene un efecto directo significativo en el burnout y la ventaja competitiva. Además, el empoderamiento psicológico tiene un efecto indirecto significativo en el burnout a través del papel mediador del compromiso organizacional. Además, el empoderamiento psicológico tiene un efecto indirecto significativo sobre la ventaja competitiva a través del papel mediador de la creatividad organizacional.

Este trabajo es uno de los primeros en investigar la relación entre empoderamiento psicológico, burnout, ventaja competitiva, compromiso organizacional y creatividad.

A pesquisa atual teve como objetivo investigar o efeito do empoderamento psicológico na síndrome de Burnout no trabalho e na vantagem competitiva com o papel mediador do compromisso organizacional e da criatividade.

A população estatística inclui todos os gestores e funcionários da Tooka Company no Irã e para a análise de dados, foram utilizados 120 questionários. A análise de dados foi realizada em SPSS 18 e amos 20 e com a metodologia de equações estruturais. Para testar os relacionamentos mediadores, o método bootstrap foi usado.

Os resultados mostraram que o empoderamento psicológico tem um efeito direto significativo no Burnout no trabalho e na vantagem competitiva. Além disso, o empoderamento psicológico tem um efeito indireto significativo no Burnout no trabalho através do papel mediador do compromisso organizacional. Além disso, o empoderamento psicológico tem um efeito indireto significativo na vantagem competitiva através do papel mediador da criatividade organizacional.

Esta pesquisa está entre as primeiras a investigar a relação entre empoderamento psicológico, Burnout no trabalho, vantagem competitiva, compromisso organizacional e criatividade.

The purpose of this study is to develop a new whistleblowing scale considering the conventional and Islamic perspectives in combating corruption. Whistleblowing has received great attention because it helps the corruption prevention process by revealing bad practices, improving transparency and ensuring accountability. However, not many scholars have focused on the concept of whistleblowing in the Islamic context.

The study uses a theoretical inquiry design, delving into the literature to thoroughly examine whistleblowing likelihood, Kohlberg’s theory and Maqasid Shariah. Through qualitative content analysis, relevant concepts are scrutinized and synthesized. The integration of Kohlberg’s theory and Maqasid Shariah aims to offer a comprehensive framework for comprehending whistleblowing likelihood, integrating perspectives from both Western and Islamic traditions.

This study has conceptualized the integration of the six stages of Kohlberg and Maqasid Shariah to understand whistleblowing likelihood. The study offers a scale to explain whistleblowing likelihood based on the two theories.

The correlation between Kohlberg and Maqasid Shariah reveals a nuanced relationship between individual moral evolution and Islamic ethical imperatives, in the context of whistleblowing likelihood. As individuals progress through Kohlberg’s stages, aligning with Maqasid Shariah’s emphasis on societal well-being, their inclination to blow the whistle evolves from early considerations of fear and conformity to a commitment to universal ethical principles and justice.

The new scale integrating Kohlberg and Maqasid Shariah aids ethical climates in organizations by assessing employees’ moral development and promoting ethical leadership through tailored training. Aligned with Islamic values, the scale becomes a tool for fostering ethical behavior and organizational culture, emphasizing justice and commitment to higher ethical objectives. Managers must delicately balance justice and community harmony when implementing whistleblowing initiatives to ensure a positive impact on both ethical principles and organizational cohesion.

By integrating the six stages of moral development proposed by Kohlberg, the new scale plays a role in promoting transparency and accountability for sustainable development. Furthermore, its alignment with Maqasid Shariah contributes to addressing corruption and advocating for social justice, making the scale a catalyst for societal well-being that respects cultural and religious values. Ultimately, the scale supports a socially responsible approach, reinforcing ethical behavior and contributing to the broader global agenda for sustainable and just societies.

The new scale integrating Kohlberg and Maqasid Shariah offers an innovative and interdisciplinary approach to assessing whistleblowing likelihood. This fusion provides a nuanced understanding of individuals’ ethical reasoning, aligning universal moral principles with Islamic ethics. The scale not only broadens the conceptual framework for evaluating ethical decision-making but also respects cultural diversity, making it inclusive and applicable across diverse global contexts.