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This paper aims to investigate the role of business intelligence systems (BIS) in the relationship between organizational learning culture and organizational performance in the health-care context.

A quantitative approach was applied to identify the hypothesized relationships. Data were obtained from a survey of 217 mid- and top-level managers of health-care organizations in Bangladesh. Structural equation modeling was used to analyze the data.

The findings attest to the effectiveness of the mediating role of BIS in the relationship between organizational learning culture and organizational performance within health-care organizations. The theoretical and practical implications of the findings are also discussed.

The study data were collected from a single country, which made generalization difficult. Further research should be carried out to replicate the present study with different organizational cultural variables and organizational outcomes, such as patient satisfaction.

This study provides a clear direction for hospital managers to invest more resources in an effective learning culture, to be positively mediated by BIS and to eventually enhance their hospitals’ performance. In addition, this study also suggests that hospital managers should focus on building a knowledge-based learning culture, to effectively use the information provided by BIS.

Despite the prior study on the applications of BIS and their value to an organization, little is known about the impact of organizational learning culture on BIS in health-care organizations. The findings give support to the argument that organizational learning culture plays an important role in BIS that, in turn, affects business performance.

This study aims to test the nurses’ authentic leadership’s direct and indirect impact on job satisfaction and intent to stay through work-to-family conflict (WFC) in health-care organizations.

Data were gathered at three different time points from 262 nurses employed in public hospitals across Bangladesh. Hierarchical regression analysis using structural equation modeling and PROCESS Macro were used to test the hypotheses.

Findings disclosed that nurses’ authentic leadership impacts job satisfaction, intention to stay and WFC. Moreover, WFC is identified as a mediator in the relationship between nurses’ authentic leadership and job satisfaction and intent to stay.

Due to the cross-sectional nature of the study, it does not establish a causal relationship among the study variables.

This research helps health-care managers understand the necessity of developing nurses’ authentic leadership. By implementing training, development and mentoring programs, organizations can cultivate authentic leadership among the nurses’ supervisors, which ensures higher job satisfaction and intention to stay.

Although many studies exist on the influence of authentic leadership on nurses’ work-related outcomes, still no study explored the relationship between authentic leadership and WFC. Moreover, the study explores the indirect effect of authentic leadership on job satisfaction and intent to stay through WFC, which was ignored in earlier studies.

This study considered organizational politics as a source of stress and examined its spillover effects on the family domain. By integrating the work–home resource theory and transactional theory of stress, the authors developed a moderated mediation model that examined the moderating role of family support in the relationship between employee's perceptions of organizational politics and their family satisfaction through work-to-family conflict.

The authors examined the moderated mediation model using a sample of 223 full-time employees in Bangladesh. Data were collected using a three-wave survey research design.

The results indicate that organizational politics is negatively related to family satisfaction; work-to-family conflict medicates this relationship. Besides, family support attenuates the mediating effect of work-to-family conflict on the relationship between organizational politics and family satisfaction.

Managers should reduce the extent of organizational politics to avoid its impact on the nonwork domain. Moreover, social support from family members might play a crucial role in reducing the negative consequence of organizational politics in the family domain. By taking human resource practices such as training, increased communication, family-friendly policies, organizations may improve the ability of workers to cope with the negative consequences of organizational politics.

The current study uncovered the spillover effect of organizational politics on the nonwork domain. This research contributed to the burgeoning stream of organizational politics and work–family interface literature by investigating the influence of organizational politics in undermining family satisfaction and exploring the mediating mechanism linking organizational politics and family satisfaction as well as the boundary conditions of family social support.

Aligning employees' goals with organizational goals is an overarching objective of an organization to increase employees' outcomes and, ultimately, the firm's performance. Employees' perceived goal congruence is proposed to be an important mediator of the effect of high-performance work systems (HPWS) on organizational citizenship behaviors (OCB). In this paper, the authors proposed and tested a moderated mediation model that depicted how servant leadership increased or restrained these effects.

This study used data from 56 managers and 322 employees working in Bangladeshi organizations. The study conducted cross-level analyses using hierarchical linear modeling (HLM) to examine the hypothetical relationships among variables.

This study revealed that employees' perceived goal congruence mediated the influence of HPWS on OCB. Consistent with the moderated mediation prediction, employee-perceived goal congruence mediated the relationship between HPWS and OCB when servant leadership is high.

This study examined how and when HPWS affects OCB by incorporating perceived goal congruence and servant leadership as mediating and moderating variables, respectively.

Based on the social exchange theory, the paper aims to explore the effects of work–life support (WLS) practices on subjective well-being through work engagement and job satisfaction.

Data of 332 bank employees were collected in three waves and analyzed using AMOS and PROCESS macro.

The study revealed that WLS practices influenced employees' subjective well-being both directly and indirectly. The study's results further supported the serial mediation of the indirect effect through work engagement and job satisfaction.

Organizational WLS practices are supposed to play an effective role in helping employees increase subjective well-being. Organizations should attach importance to implementing WLS practices to ensure that employees are engaged and satisfied. Furthermore, organizations should undertake and communicate favorable WLS practices to stimulate employees' work and non-work well-being.

The study is the first that examines the impact of WLS practices on employees' subjective well-being. Furthermore, the study offers novel insights regarding the dual mediation effect of work engagement and job satisfaction in the relationship between WLS practices and subjective well-being.

Researchers have shown increasing interest, in recent times, in organizational politics and how it affects employees and organizations. This paper aims to investigate how perceived organizational politics (POPS) impact employee behaviors such as task performance, organizational citizenship and turnover intention, by affecting work-family conflict.

A sample of 287 full-time frontline hotel employees in Bangladesh was collected. A hierarchical regression analysis was applied to test the hypotheses. Data were analyzed using SPSS and AMOS software.

The results show that work–family conflict plays a mediating role in the indirect effect of POPS on task performance, organizational citizenship behavior (OCB) and turnover intention. The findings of the study also suggest that POPS has a positive association with work–family conflict and turnover intention, and negative association with task performance and OCB.

This study cannot confirm causal inference, which can be the scope for future studies.

Managers may design the work environment in ways that ensure work and family interface and employee retention. Training programs can help employees deal with organizational politics and potential impact on work and nonwork problems. Managers should provide employees with the necessary support to sustain in-role and extra-role behavior in the political environment.

To the best of our knowledge, no prior studies have been carried out with this scope in the South Asian context.

This study aims to examine the historical development, present state and potential future directions of the integration between building information modeling (BIM) and life cycle assessment (LCA) in the field of construction. Additionally, this paper identifies current problems while offering insight into worldwide BIM research trends.

This study uses text mining on unstructured abstracts, a novel approach not previously documented in BIM research. By conducting a comprehensive systematic assessment of academic literature, this work uses advanced bibliometric approaches to examine the developmental trajectory of the integration of BIM and LCA. The research incorporates co-citation and keyword co-occurrence mapping, providing a complex visual depiction of the interconnectedness of information across different periods.

The results of this analysis reveal the historical development of the integration of BIM and LCA, including its roots and the initial research that established the foundation for further investigations. The aforementioned seminal works signify the inception of the discipline, serving as a source of inspiration for current scholarly investigations. Currently, there is a complex network of interdisciplinary cooperation that can be observed, combining knowledge and perspectives from the fields of design, engineering, construction and sustainability.

This research contributes novelty to the scholarly discourse by offering a holistic and up-to-date panorama of the dynamic BIM and LCA research landscape. It identifies emerging trends, influential contributors and uncharted territories, thus providing a foundation for scholars to contribute meaningfully to the advancement of knowledge in sustainable construction practices.

This study was designed to specifically explore confirmation and perceived usefulness associated with mobile food ordering apps (MFOAs) in consideration of their impacts upon attitudes, satisfaction and intention to continuously use.

The research utilized the convenience sampling to gather data from 250 respondents having prior experience with MFOAs during COVID-19 pandemic period in Bangladesh. The Structural Equation Modeling technique was applied to analyze the data using SmartPLS 3 software.

This study's results showed that customers' perceived confirmation and usefulness were significant in determining their dinning attitudes. Besides, customers' dining attitudes were positively related to e-satisfaction. Finally, the customers’ continuance intention to use MFOAs was significantly influenced by their e-satisfaction.

Restaurants managers should focus on online sales through MFOAs during the pandemic period since social distancing is a key strategy to manage COVID-19. Customers should be assured that the safety measures are undertaken while delivering the food.

This study incorporated the expectation-confirmation theory and technology acceptance model and tested it in the context of MFOAs.

The purpose of this study was to identify the influence of organizational strategy, structure, process and culture on organizational effectiveness and the possible mediating role of business intelligence (BI) systems among them.

Sample data for this study were collected from 225 organizational units in Bangladesh and analyzed using the partial least squares method, a statistical analysis technique based on the structural equation modeling.

The results revealed that organizational factors, such as organizational strategy, structure, process, and culture positively affect both BI systems’ effectiveness and organizational effectiveness. Furthermore, BI systems’ effectiveness partially mediates the impact of organizational strategy, structure, process and culture on organizational effectiveness.

BI systems are context-specific and can influence organizational effectiveness. Dearth in research on the influence of organizational factors to BI systems motivates this study to contribute in BI systems literature by proposing a theoretical model and investigating the mediating role of BI systems among various organizational factors and organizational effectiveness.

Various employee engagement strategies are proposed to boost organisational performance and business prosperity. Interestingly scholars criticise that these strategies may not always work and mixed views are proposed, leaving a glaring knowledge gap. Drawing on the theories of high-performance-work-practices (HPWPs), this paper aims to conduct a qualitative study, aiming to explore how strategies affect employee engagement and analyse the underlying mechanism.

This paper gathers research data by interviewing five managers and 15 employees in the hospitality sector. It analyses data through thematic analysis and adopts “Abilities Motivation Opportunities” (AMO) model in improving the analytic rigour. Ethical practices are arranged throughout the project, including consent form, anonymity in participation, confidentiality in responses, freedom to withdraw and data protection.

Research findings have advanced employee engagement literatures in two ways. On the one hand, when managers recognise employees’ job ability and effort, employees support engagement strategies. On the other hand, however, if managers do not appreciate employees’ job ability and effort, engagement strategies may not necessarily work.

This paper suggests managers display a positive attitude towards subordinates, such as appreciating subordinates’ effort and showing trust and support, if they wish their engagement strategies maximise to the full potential, particularly when managers’ trust is perceived important by employees. Maintaining a healthy communication channel between managers and subordinates also benefits the employee engagement, working morale and overall performance.

To the best of the authors’ knowledge, the current research is the first in its kind, examining hotel employee engagement practice and its implications on performance management in the sector of Nigeria hospitality. Unlike prior studies which link HPWPs to performance directly, our research findings have clarified how HPWPs affect performance through the underlying factors. These are employee engagement and managers’ attitude towards employees.