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The bulk of the current research on authentic leadership focuses on the examination of its consequences. Little attention has been paid to the predictors of authentic leadership. We examined how the Big Five personality traits can predict an authentic leadership style.

Using multisource time-lagged data from 305 leader–subordinate dyads, we examined how the Big Five traits (extraversion, agreeableness, consciousness, openness to experience and neuroticism) are related to authentic leadership. While leader personality was measured through self-reports, we measured authentic leadership style through subordinate reported data.

We found good support for the proposed hypotheses. While extraversion, agreeableness, conscientiousness and openness to experience were positively related to authentic leadership style, neuroticism was negatively related to it.

The findings support the trait view of leadership, suggesting that the personality traits of a leader can predict his/her authentic leadership style. These findings hold promise for managers in that they can use personality inventories and tests in the selection and evaluation process to select and train potential authentic leaders.

We proposed a unique idea and tested it using leader–subordinate dyadic data that are time-lagged to test our hypotheses.

Drawing on conservation of resource theory, this study aims to examine the impact of work-study conflict (WSC) on workplace outcomes (job performance, job satisfaction, burnout and turnover intention). The study also investigated whether these relationships were contingent on the level of supervisor support at the workplace.

Survey data were collected in two-time lags from 752 studying professionals (non-traditional students) through a convenient sampling technique.

Results showed that WSC enhances burnout and turnover intention but has no significant direct relationship with job performance and job satisfaction. It was also found that the relationships between WSC and workplace outcomes, i.e. job performance, job satisfaction and burnout were conditional on the level of supervisor support.

The research contributes to WSC literature by being the first to empirically investigate the direct and interactive effects of WSC and supervisor support on important workplace outcomes of those adults who were primarily working and then decided to study further for career development rather than on full-time students.

This study aims to empirically investigate the relationship between different global software development (GSD) challenges (management, process, social, technical and environmental challenges) and software project success. Further, the study examines the moderating role of total quality management (TQM) between the relationship of GSD challenges and success of software projects.

Using two field studies, the authors collected data form software developers working in globally distributed teams. In study 1 (n = 194), relationship of different dimensions of GSD challenges (management, process, social, technical and environmental challenges) and project success was examined. In study 2 (n = 138), moderating role of TQM was examined on the relationship of GSD challenges and project success.

The results of study 1 indicate that there is a negative relationship between all dimensions of GSD challenges and project success. Findings of study 2 confirmed that TQM practices moderate the negative relationship between GSD challenges and project success.

The findings of the study provide guidelines to the project managers of software industry to mitigate GSD challenges using TQM practices.

Study adds in the literature of TQM, GSD challenges and project success by (1) empirically investigating the relationship between different GSD challenges and software project success and (2) by examining the moderating role of TQM practices on relationship of GSD challenges and project success in global software development industry.

In the post-#MeToo movement era, heightened awareness regarding harassment at workplace has forced corporations to consider gender-based harassment as a serious issue. This study aims to theorise and test psychological capital as a resource reservoir to cope with burnout experienced in the form of emotional exhaustion, depersonalisation and reduced personal accomplishments as results of gender-based harassment at workplace.

Multi-wave data were collected from 304 female employees working in project-based organisations in the information technology industry in Pakistan.

The analysis shows contradictory findings about the prevalence of sexual harassment when a behavioural measurement approach was used against a direct query method. The results also show that gender harassment leads to burnout causing emotional exhaustion, depersonalisation and reduced personal accomplishment among the victims. However, psychological capital helps victims cope with these adverse effects of gender harassment.

Managers need to boost the psychological capital of female workers and devise effective policies to combat gender harassment in the workplace. Enforcement of legislation regarding harassment in the workplace should be ensured, which will also indicate seriousness towards the achievement of the United Nations’ Sustainable Development Goal No. 5, that is, gender equality.

To the best of the authors’ knowledge, this study is the first to present psychological capital as a resource reservoir to combat the negative effects of gender harassment and has been conducted in less studied non-Western work settings.

This study examines the role of the observable and unobservable characteristics of top management on earning management and firm risk in China.

The authors used manager-firm matched panel for 104 non-financial firms listed on the Shanghai Stock Exchange between 2010 and 2018. The authors also trace the persistence of managerial financial styles and their active role across two different firms between which managers switched during the sample period.

The results show that managers' financial styles indeed influence earning management and firm risk and that this influence differs across different managers. These findings are robust when tested for the persistence and active role of managers. Furthermore, individual characteristics such as age, gender, qualification and experience influence managers' financial styles.

Given their findings, the authors propose that financial analysts and potential investors should not only depend on quantitative data but also consider the individual characteristics of managers when evaluating firms.

The findings of this study carry serious implications for managers, policymakers and potential investors. The findings assist the external auditors in measuring the risk of material misstatement, the various regulatory bodies to assess the quality of financial reporting and the users of financial statements to evaluate the earnings and make further investment decisions considering not only the quantitative data but also the individual characteristics of top managers.

The current study examines the observable and unobservable characteristics of top management on firm risk and earnings management in Chinese context.

Purpose: This study analyses how investments and specific financial factors affect the financial performance of businesses in Kosovo. Exploring the relationship between investments and financial performance and their impact on performance volatility, performance is assessed using return on assets (ROA) and return on equity (ROE) investments.

Methodology: Quantitative methods using secondary data from audited financial statements of Kosova manufacturing and commercial enterprises cover a 3-year period (2019–2021), involving 40 enterprises with 120 observations. Statistical tests such as descriptive statistics, correlation analysis, linear regression, Hausman–Taylor regression, fixed effects, random effects, and generalised estimating equations (GEE) model are applied. The study also utilises ARCH–GARCH analysis to assess the relationship between investments and performance volatility.

Findings: Investments positively impact the financial performance of Kosova businesses and significantly reduce performance volatility. Long-term liabilities, retained earnings, and short-term liabilities also play a role in reducing asset return volatility, while cash flow from financial activities increases it. Investments, cash flows from financial activities, long-term liabilities, short-term liabilities, retained earnings, and solvency affect equity return volatility.

Practical Implications: The study sheds light on how investments and financial factors influence the financial performance and volatility of Kosova businesses. Policymakers can use these insights to create policies that foster the development of commercial and manufacturing enterprises, given their importance in Kosovo’s economy.

Significance: This research provides valuable insights for business managers to enhance investment strategies and improve financial performance. Policymakers can rely on this academic study to enhance the economic environment and promote the growth of businesses in Kosovo.

Personality is important in determining the effectiveness of authentic leadership. Organizations can optimize performance of such leaders by focusing on developing the most influential characteristics of the Big Five personality traits framework.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Personality is important in determining the effectiveness of authentic leadership. Organizations can optimize performance of such leaders by focusing on developing the most influential characteristics of the Big Five personality traits framework.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.