International Journal of Organizational AnalysisTable of Contents for International Journal of Organizational Analysis. List of articles from the current issue, including Just Accepted (EarlyCite)https://www.emerald.com/insight/publication/issn/1934-8835/vol/32/iss/11?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestInternational Journal of Organizational AnalysisEmerald Publishing LimitedInternational Journal of Organizational AnalysisInternational Journal of Organizational Analysishttps://www.emerald.com/insight/proxy/containerImg?link=/resource/publication/journal/9aa3b0e05ffa19f71f9eeb4eac201b40/urn:emeraldgroup.com:asset:id:binary:ijoa.cover.jpghttps://www.emerald.com/insight/publication/issn/1934-8835/vol/32/iss/11?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestAffective mechanisms linking role ambiguity to employee turnoverhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3891/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study relied on the job demands and resource model to understand employees’ turnover intentions. Recent studies have consistently lent support for the significant association between role ambiguity and turnover intentions; however, only a handful of studies focused on examining the potential mediators in this association. The authors argued that role ambiguity positively influences turnover intentions through affective mechanisms: job involvement and satisfaction. To test the model, a large sample of working adults participated (N = 505). Structural equation modeling results showed that role ambiguity, job involvement and job satisfaction were significantly associated with turnover intentions. Moreover, a serial mediation was found among the variables: employees with low levels of role ambiguity tended to report higher job involvement, which further increased their satisfaction with the job and subsequently decreased their turnover intentions. The cross-sectional design is a limitation. Practical suggestions regarding how organizations can reduce employee turnover are discussed. The findings provide support for theory-driven interventions to address developing the intention to stay at work among working adults.Affective mechanisms linking role ambiguity to employee turnover
Ana Junça Silva, Rosa Rodrigues
International Journal of Organizational Analysis, Vol. 32, No. 11, pp.1-18

This study relied on the job demands and resource model to understand employees’ turnover intentions. Recent studies have consistently lent support for the significant association between role ambiguity and turnover intentions; however, only a handful of studies focused on examining the potential mediators in this association. The authors argued that role ambiguity positively influences turnover intentions through affective mechanisms: job involvement and satisfaction.

To test the model, a large sample of working adults participated (N = 505).

Structural equation modeling results showed that role ambiguity, job involvement and job satisfaction were significantly associated with turnover intentions. Moreover, a serial mediation was found among the variables: employees with low levels of role ambiguity tended to report higher job involvement, which further increased their satisfaction with the job and subsequently decreased their turnover intentions.

The cross-sectional design is a limitation.

Practical suggestions regarding how organizations can reduce employee turnover are discussed.

The findings provide support for theory-driven interventions to address developing the intention to stay at work among working adults.

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Affective mechanisms linking role ambiguity to employee turnover10.1108/IJOA-08-2023-3891International Journal of Organizational Analysis2024-02-06© 2024 Ana Junça Silva and Rosa Rodrigues.Ana Junça SilvaRosa RodriguesInternational Journal of Organizational Analysis32112024-02-0610.1108/IJOA-08-2023-3891https://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3891/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Ana Junça Silva and Rosa Rodrigues.
Digital innovation drivers in retail banking: the role of leadership, culture, and technostress inhibitorshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3905/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe empirical study of factors related to digital transformation (DT) in the banking sector is still limited, even though the importance of the topic is universally evident. To bridge that gap, this paper aims to explore the role of digital leadership (DL), innovative culture (IC) and technostress inhibitors (TI) to support engagement for improved digital innovation (DI). Based on the literature, these variables are crucial aspects of digitalisation, even though there is no agreement on their conclusiveness. This quantitative study tested a new conceptual model using survey data from five major banks in Libya. Partial least squares structural equation modelling was used to analyse the data from the 292 usable responses. The results showed that DL and IC positively affect DI. Techno-work engagement (TE) mediated the relationship between leadership, culture and innovation. TI played a significant moderating role in leadership, culture and engagement relationships. The research findings highlight critical issues about how leadership style and fostering organisational support in the banking sector can enhance DT. Leaders must demonstrate a commitment to long-term resource allocation to avoid possible negative effects from digital stress while pursuing DI through work engagement. The study suggests that fostering organisational support can enhance DT in retail banks, potentially leading to improved customer experiences and increased access to financial services. These programs will help banks contribute to societal and economic development. This timely study examines predictor mechanisms of innovation in retail banking that resonate within the restrictions of organisational and DI frameworks and the social exchange theory. Exploring the intervening effect of TE in the leadership, culture and innovation associations is unprecedented.Digital innovation drivers in retail banking: the role of leadership, culture, and technostress inhibitors
Hussein-Elhakim Al Issa, Mohammed Mispah Said Omar
International Journal of Organizational Analysis, Vol. 32, No. 11, pp.19-43

The empirical study of factors related to digital transformation (DT) in the banking sector is still limited, even though the importance of the topic is universally evident. To bridge that gap, this paper aims to explore the role of digital leadership (DL), innovative culture (IC) and technostress inhibitors (TI) to support engagement for improved digital innovation (DI). Based on the literature, these variables are crucial aspects of digitalisation, even though there is no agreement on their conclusiveness.

This quantitative study tested a new conceptual model using survey data from five major banks in Libya. Partial least squares structural equation modelling was used to analyse the data from the 292 usable responses.

The results showed that DL and IC positively affect DI. Techno-work engagement (TE) mediated the relationship between leadership, culture and innovation. TI played a significant moderating role in leadership, culture and engagement relationships.

The research findings highlight critical issues about how leadership style and fostering organisational support in the banking sector can enhance DT. Leaders must demonstrate a commitment to long-term resource allocation to avoid possible negative effects from digital stress while pursuing DI through work engagement.

The study suggests that fostering organisational support can enhance DT in retail banks, potentially leading to improved customer experiences and increased access to financial services. These programs will help banks contribute to societal and economic development.

This timely study examines predictor mechanisms of innovation in retail banking that resonate within the restrictions of organisational and DI frameworks and the social exchange theory. Exploring the intervening effect of TE in the leadership, culture and innovation associations is unprecedented.

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Digital innovation drivers in retail banking: the role of leadership, culture, and technostress inhibitors10.1108/IJOA-08-2023-3905International Journal of Organizational Analysis2024-02-09© 2024 Hussein-Elhakim Al Issa and Mohammed Mispah Said Omar.Hussein-Elhakim Al IssaMohammed Mispah Said OmarInternational Journal of Organizational Analysis32112024-02-0910.1108/IJOA-08-2023-3905https://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3905/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Hussein-Elhakim Al Issa and Mohammed Mispah Said Omar.http://creativecommons.org/licences/by/4.0/legalcode
Ceremonial implementation at overseas locations: a multi-case study of a bilateral development agencyhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3822/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestPrior institutional duality research asserts that ceremonial implementation of organisational practice protects multinational corporations’ subsidiaries. However, the temporal dynamics of the safeguarding function has been under researched. Public sector organisations have also been ignored. This research aims to explore how the safeguarding function is created, maintained and disrupted using the overseas offices (OOs) of a bilateral development agency (BDA) as a case. A multi-case study, underpinned by neo-institutionalism, was conducted. Data obtained from in-depth remote interviews with 39 informants from the BDA OOs were analysed using the “asking small and large questions” technique, four analytical techniques, cross-case synthesis and theoretical propositions. A three-phase process was identified. The first phase is the appearance of discrepancies due to institutional duality. The second is the emergence of ceremonial implementation as a solution. In the third phase, “the creation, maintenance and disruption of a safeguarding function” begins. When ceremonial implementation successfully protects the OOs, the safeguarding function is created. The OOs are likely to repeat ceremonial implementation, thus sustaining the function. Meanwhile, when conditions such as management staff change, ceremonial implementation may not take place, and the safeguarding function disappears. The BDA OOs may not face strong host country regulative pressures because they are donors to aid-recipient countries. Hence, the findings may not directly apply to other public sector organisations. Development cooperation practitioners should understand that ceremonial implementation is not exclusively harmful. To the best of the author’s knowledge, this is the first institutional duality research that explores the temporal dynamics of safeguarding functions targeting public sector organisations.Ceremonial implementation at overseas locations: a multi-case study of a bilateral development agency
Katsutoshi Fushimi
International Journal of Organizational Analysis, Vol. 32, No. 11, pp.44-59

Prior institutional duality research asserts that ceremonial implementation of organisational practice protects multinational corporations’ subsidiaries. However, the temporal dynamics of the safeguarding function has been under researched. Public sector organisations have also been ignored. This research aims to explore how the safeguarding function is created, maintained and disrupted using the overseas offices (OOs) of a bilateral development agency (BDA) as a case.

A multi-case study, underpinned by neo-institutionalism, was conducted. Data obtained from in-depth remote interviews with 39 informants from the BDA OOs were analysed using the “asking small and large questions” technique, four analytical techniques, cross-case synthesis and theoretical propositions.

A three-phase process was identified. The first phase is the appearance of discrepancies due to institutional duality. The second is the emergence of ceremonial implementation as a solution. In the third phase, “the creation, maintenance and disruption of a safeguarding function” begins. When ceremonial implementation successfully protects the OOs, the safeguarding function is created. The OOs are likely to repeat ceremonial implementation, thus sustaining the function. Meanwhile, when conditions such as management staff change, ceremonial implementation may not take place, and the safeguarding function disappears.

The BDA OOs may not face strong host country regulative pressures because they are donors to aid-recipient countries. Hence, the findings may not directly apply to other public sector organisations.

Development cooperation practitioners should understand that ceremonial implementation is not exclusively harmful.

To the best of the author’s knowledge, this is the first institutional duality research that explores the temporal dynamics of safeguarding functions targeting public sector organisations.

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Ceremonial implementation at overseas locations: a multi-case study of a bilateral development agency10.1108/IJOA-07-2023-3822International Journal of Organizational Analysis2024-02-22© 2024 Katsutoshi Fushimi.Katsutoshi FushimiInternational Journal of Organizational Analysis32112024-02-2210.1108/IJOA-07-2023-3822https://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3822/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Katsutoshi Fushimi.http://creativecommons.org/licences/by/4.0/legalcode
The antecedents and consequences of perceptual fit: an examination of how employees come to understand organizational culturehttps://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3573/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to explore a rarely studied form of person–organization fit, perceptual fit, which captures the accuracy of an employee’s understanding of their organization’s culture. The managerial antecedents of perceptual fit were explored to increase understanding about how employees learn their organizational culture and the role that managers play in that process. In addition, the behavioural and attitudinal consequences of perceptual fit were examined to gain a deeper appreciation for the impact of misunderstanding one’s organizational culture on work attitudes and cognitions. Survey tools were used to measure multiple workplace cognitions, attitudes and values from employees of three small health-care organizations. Organizational culture was measured for each organization so that perceptual fit could be ascertained, which represents an accuracy score of each individual’s comprehension of their organization’s culture. Regression analyses measured the hypothesized associations between perceptual fit and its proposed antecedents and consequences. The results suggest that leader–member exchange (LMX) and perceived organizational support (POS) are both positively associated with perceptual fit. In terms of the outcomes of perceptual fit, the regression analyses provide support for an association between perceptual fit and psychological empowerment, job satisfaction and organizational commitment. This study contributes to the literature by exploring how employees come to understand their organization’s culture, and the consequences of differing levels of understanding (i.e. perceptual fit). The study results suggest that managerial action such as LMX and POS can enhance the chances that an employee is able to understand their organization’s culture accurately. Furthermore, this research adds to our understanding of the individual consequences of understanding one’s organizational culture by providing evidence that psychological empowerment is associated with perceptual fit.The antecedents and consequences of perceptual fit: an examination of how employees come to understand organizational culture
Brian Gregory
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to explore a rarely studied form of person–organization fit, perceptual fit, which captures the accuracy of an employee’s understanding of their organization’s culture. The managerial antecedents of perceptual fit were explored to increase understanding about how employees learn their organizational culture and the role that managers play in that process. In addition, the behavioural and attitudinal consequences of perceptual fit were examined to gain a deeper appreciation for the impact of misunderstanding one’s organizational culture on work attitudes and cognitions.

Survey tools were used to measure multiple workplace cognitions, attitudes and values from employees of three small health-care organizations. Organizational culture was measured for each organization so that perceptual fit could be ascertained, which represents an accuracy score of each individual’s comprehension of their organization’s culture. Regression analyses measured the hypothesized associations between perceptual fit and its proposed antecedents and consequences.

The results suggest that leader–member exchange (LMX) and perceived organizational support (POS) are both positively associated with perceptual fit. In terms of the outcomes of perceptual fit, the regression analyses provide support for an association between perceptual fit and psychological empowerment, job satisfaction and organizational commitment.

This study contributes to the literature by exploring how employees come to understand their organization’s culture, and the consequences of differing levels of understanding (i.e. perceptual fit). The study results suggest that managerial action such as LMX and POS can enhance the chances that an employee is able to understand their organization’s culture accurately. Furthermore, this research adds to our understanding of the individual consequences of understanding one’s organizational culture by providing evidence that psychological empowerment is associated with perceptual fit.

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The antecedents and consequences of perceptual fit: an examination of how employees come to understand organizational culture10.1108/IJOA-01-2023-3573International Journal of Organizational Analysis2023-05-18© 2023 Emerald Publishing LimitedBrian GregoryInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-05-1810.1108/IJOA-01-2023-3573https://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3573/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Machine learning and artificial intelligence-induced technostress in organizations: a study on automation-augmentation paradox with socio-technical systems as coping mechanismshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3581/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis research study aims to inquire into the technostress phenomenon at an organizational level from machine learning (ML) and artificial intelligence (AI) deployment. The authors investigated the role of ML and AI automation-augmentation paradox and the socio-technical systems as coping mechanisms for technostress management amongst managers. The authors applied an exploratory qualitative method and conducted in-depth interviews based on a semi-structured interview questionnaire. Data were collected from 26 subject matter experts. The data transcripts were analyzed using thematic content analysis. The study results indicated that role ambiguity, job insecurity and the technology environment contributed to technostress because of ML and AI technologies deployment. Complexity, uncertainty, reliability and usefulness were primary technology environment-related stress. The novel integration of ML and AI automation-augmentation interdependence, along with socio-technical systems, could be effectively used for technostress management at the organizational level. This research study contributed to theoretical discourse regarding the technostress in organizations because of increased ML and AI technologies deployment. This study identified the main techno stressors and contributed critical and novel insights regarding the theorization of coping mechanisms for technostress management in organizations from ML and AI deployment. The phenomenon of technostress because of ML and AI technologies could have restricting effects on organizational performance. Executives could follow the simultaneous deployment of ML and AI technologies-based automation-augmentation strategy along with socio-technical measures to cope with technostress. Managers could support the technical up-skilling of employees, the realization of ML and AI value, the implementation of technology-driven change management and strategic planning of ML and AI technologies deployment. This research study was among the first few studies providing critical insights regarding the technostress at the organizational level because of ML and AI deployment. This research study integrated the novel theoretical paradigm of ML and AI automation-augmentation paradox and the socio-technical systems as coping mechanisms for technostress management.Machine learning and artificial intelligence-induced technostress in organizations: a study on automation-augmentation paradox with socio-technical systems as coping mechanisms
Amit Kumar, Bala Krishnamoorthy, Som Sekhar Bhattacharyya
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This research study aims to inquire into the technostress phenomenon at an organizational level from machine learning (ML) and artificial intelligence (AI) deployment. The authors investigated the role of ML and AI automation-augmentation paradox and the socio-technical systems as coping mechanisms for technostress management amongst managers.

The authors applied an exploratory qualitative method and conducted in-depth interviews based on a semi-structured interview questionnaire. Data were collected from 26 subject matter experts. The data transcripts were analyzed using thematic content analysis.

The study results indicated that role ambiguity, job insecurity and the technology environment contributed to technostress because of ML and AI technologies deployment. Complexity, uncertainty, reliability and usefulness were primary technology environment-related stress. The novel integration of ML and AI automation-augmentation interdependence, along with socio-technical systems, could be effectively used for technostress management at the organizational level.

This research study contributed to theoretical discourse regarding the technostress in organizations because of increased ML and AI technologies deployment. This study identified the main techno stressors and contributed critical and novel insights regarding the theorization of coping mechanisms for technostress management in organizations from ML and AI deployment.

The phenomenon of technostress because of ML and AI technologies could have restricting effects on organizational performance. Executives could follow the simultaneous deployment of ML and AI technologies-based automation-augmentation strategy along with socio-technical measures to cope with technostress. Managers could support the technical up-skilling of employees, the realization of ML and AI value, the implementation of technology-driven change management and strategic planning of ML and AI technologies deployment.

This research study was among the first few studies providing critical insights regarding the technostress at the organizational level because of ML and AI deployment. This research study integrated the novel theoretical paradigm of ML and AI automation-augmentation paradox and the socio-technical systems as coping mechanisms for technostress management.

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Machine learning and artificial intelligence-induced technostress in organizations: a study on automation-augmentation paradox with socio-technical systems as coping mechanisms10.1108/IJOA-01-2023-3581International Journal of Organizational Analysis2023-05-19© 2023 Emerald Publishing LimitedAmit KumarBala KrishnamoorthySom Sekhar BhattacharyyaInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-05-1910.1108/IJOA-01-2023-3581https://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3581/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Well-being and performance at work: a new approach favourable to the optimal functioning of workers through virtuous organisational practiceshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3584/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe post-COVID-19 era is characterised in the professional field by a deterioration in the psychological health of employees and by “The Great Resignation”. These phenomena require managers to rethink both organisational and HR strategies to protect their workers’ health, to retain them in their job and, in fine, to ensure the sustainability of the organisation. However, studies have demonstrated that high performance work systems (HPWS), which are currently the dominant approach in human resource management, are related to an intensification of work and consequently a deterioration of employees’ health (conflicting outcomes perspective). At the same time, workers’ well-being has been shown to be associated with numerous organisational outcomes, such as individual performance. However, relatively few articles have investigated win–win organisational practices or programmes that promote the well-being and consequently performance of workers. These include virtuous organisational practices (VOPs), which specifically aim to enhance employees’ well-being, considered not as a means to an end, but as an end in itself (mutual gains perspective). This paper aims to develop the general hypothesis that VOPs could increase employees’ performance by protecting their health and thus offer an alternative to HPWS. We review relevant current research on psychological well-being and work performance and present innovative systems of organisational practices such as VOPs that create psychologically healthy workplaces and enhance workers’ optimal functioning (well-being and performance). Based on theoretical arguments and empirical studies, we hypothesise that alternative practices such as VOPs can increase employees’ performance while protecting their health and encouraging them to stay in the organisation. After this review, we discuss future avenues for research to encourage the scientific community to test this hypothesis. Finally, we make a number of specific recommendations about how to (1) appraise, design and implement VOPs, (2) enhance organisational communication and managerial adherence to VOPs, and (3) train managers in R.I.G.H.T leadership behaviours. Presentation of an original approach in this research field: the VOPs.Well-being and performance at work: a new approach favourable to the optimal functioning of workers through virtuous organisational practices
Julia Aubouin-Bonnaventure, Séverine Chevalier, Fadi-Joseph Lahiani, Evelyne Fouquereau
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The post-COVID-19 era is characterised in the professional field by a deterioration in the psychological health of employees and by “The Great Resignation”. These phenomena require managers to rethink both organisational and HR strategies to protect their workers’ health, to retain them in their job and, in fine, to ensure the sustainability of the organisation. However, studies have demonstrated that high performance work systems (HPWS), which are currently the dominant approach in human resource management, are related to an intensification of work and consequently a deterioration of employees’ health (conflicting outcomes perspective). At the same time, workers’ well-being has been shown to be associated with numerous organisational outcomes, such as individual performance. However, relatively few articles have investigated win–win organisational practices or programmes that promote the well-being and consequently performance of workers. These include virtuous organisational practices (VOPs), which specifically aim to enhance employees’ well-being, considered not as a means to an end, but as an end in itself (mutual gains perspective). This paper aims to develop the general hypothesis that VOPs could increase employees’ performance by protecting their health and thus offer an alternative to HPWS.

We review relevant current research on psychological well-being and work performance and present innovative systems of organisational practices such as VOPs that create psychologically healthy workplaces and enhance workers’ optimal functioning (well-being and performance).

Based on theoretical arguments and empirical studies, we hypothesise that alternative practices such as VOPs can increase employees’ performance while protecting their health and encouraging them to stay in the organisation.

After this review, we discuss future avenues for research to encourage the scientific community to test this hypothesis.

Finally, we make a number of specific recommendations about how to (1) appraise, design and implement VOPs, (2) enhance organisational communication and managerial adherence to VOPs, and (3) train managers in R.I.G.H.T leadership behaviours.

Presentation of an original approach in this research field: the VOPs.

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Well-being and performance at work: a new approach favourable to the optimal functioning of workers through virtuous organisational practices10.1108/IJOA-01-2023-3584International Journal of Organizational Analysis2023-05-05© 2023 Emerald Publishing LimitedJulia Aubouin-BonnaventureSéverine ChevalierFadi-Joseph LahianiEvelyne FouquereauInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-05-0510.1108/IJOA-01-2023-3584https://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3584/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Legitimising Emirati women’s expanding economic agency via narratives of the pasthttps://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3586/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe aim of this study is to investigate the highly dynamic cultural landscape relating to economically active Emirati women who are supported by government policy but may be exposed to some societal disapprobation. Narrative methodology is used to explore how women respond to the perceived discord between their economic agency and enduring traditional norms associated with women. Results indicate that a prevailing discursive mode within participants’ narratives is that the working woman is not at all a new phenomenon in their society but has always been a feature of Emirati history. This study’s contribution to theory building is its demonstration of how traditional Arab Islamic values and modern state policy are being combined in a way that blurs the apparent dichotomy between tradition and modernity.Legitimising Emirati women’s expanding economic agency via narratives of the past
Valerie Priscilla Goby
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The aim of this study is to investigate the highly dynamic cultural landscape relating to economically active Emirati women who are supported by government policy but may be exposed to some societal disapprobation.

Narrative methodology is used to explore how women respond to the perceived discord between their economic agency and enduring traditional norms associated with women.

Results indicate that a prevailing discursive mode within participants’ narratives is that the working woman is not at all a new phenomenon in their society but has always been a feature of Emirati history.

This study’s contribution to theory building is its demonstration of how traditional Arab Islamic values and modern state policy are being combined in a way that blurs the apparent dichotomy between tradition and modernity.

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Legitimising Emirati women’s expanding economic agency via narratives of the past10.1108/IJOA-01-2023-3586International Journal of Organizational Analysis2023-06-13© 2023 Emerald Publishing LimitedValerie Priscilla GobyInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-06-1310.1108/IJOA-01-2023-3586https://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3586/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Intellectual capital and performance of listed firms during the global financial crisis: the effects of legal originhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3587/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to reveal to what extent successful European listed firms depend on their intellectual capital investment in achieving business success during the global financial crisis. This study used value added intellectual coefficient (VAIC) methodology to measure the effect of intellectual capital on financial performance of business, which consist of 683 the sample listed firms. To examine the nexus between intellectual capital, legal origin and firm performance, estimated panel test and ordinary least squares regression model is used to data obtained from a sample of European countries. The finding of this study suggests that there exists a positive relationship between intellectual capital and firm performance with return on assets (ROA) before the financial crisis, while firm performance with return on equity did not contribute to intellectual capital before and after the crisis period. Additionally, common law countries have a positive and statistically significant impact on firm performance with ROA for the before-crisis period, while code law countries have positively significant effect with VAIC on ROA. The VAIC method has played a critical role in the management decision-making process to integrate the intellectual capital in the financial crisis period. This study examines intellectual capital components such as human capital, structural capital and process capital efficiencies and firm performance in the legal origin context. The empirical evidence shows that there are significant impacts of legal origin on the nexus between intellectual capital and performance of listed firms during the global financial crisis.Intellectual capital and performance of listed firms during the global financial crisis: the effects of legal origin
Ali İhsan Akgün, Serap Pelin Türkoğlu
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to reveal to what extent successful European listed firms depend on their intellectual capital investment in achieving business success during the global financial crisis.

This study used value added intellectual coefficient (VAIC) methodology to measure the effect of intellectual capital on financial performance of business, which consist of 683 the sample listed firms. To examine the nexus between intellectual capital, legal origin and firm performance, estimated panel test and ordinary least squares regression model is used to data obtained from a sample of European countries.

The finding of this study suggests that there exists a positive relationship between intellectual capital and firm performance with return on assets (ROA) before the financial crisis, while firm performance with return on equity did not contribute to intellectual capital before and after the crisis period. Additionally, common law countries have a positive and statistically significant impact on firm performance with ROA for the before-crisis period, while code law countries have positively significant effect with VAIC on ROA.

The VAIC method has played a critical role in the management decision-making process to integrate the intellectual capital in the financial crisis period.

This study examines intellectual capital components such as human capital, structural capital and process capital efficiencies and firm performance in the legal origin context. The empirical evidence shows that there are significant impacts of legal origin on the nexus between intellectual capital and performance of listed firms during the global financial crisis.

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Intellectual capital and performance of listed firms during the global financial crisis: the effects of legal origin10.1108/IJOA-01-2023-3587International Journal of Organizational Analysis2023-06-07© 2023 Emerald Publishing LimitedAli İhsan AkgünSerap Pelin TürkoğluInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-06-0710.1108/IJOA-01-2023-3587https://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3587/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Reconceptualizing the organizational environment: a fluid dynamics perspective for turbulencehttps://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3590/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestTo reconceptualize the organizational environment in a comprehensive manner, it is important to specify not just the velocity but also other aspects of turbulent environments. Concurrently, the purpose of this paper is to also propose that organizational adaptability and, particularly, the speed of adaptations are critical to moderate the impact of turbulence in the environment on organizational performance. This paper uses a conceptual methodology to fully specify turbulent environments and commensurate managerial response appropriate for such environments. Based on a perspective borrowed from the field of fluid dynamics used to specify the phenomenon of turbulence, the authors develop a conceptual model with research propositions. Four dimensions that describe turbulence in fluid flow when applied metaphorically offer a comprehensive view of the organizational environment. An extreme, unanticipated, sudden onslaught resulting in a prolonged disrupted environment such as during the recent coronavirus crisis is best characterized as having caused turbulent environmental conditions. Management theories have addressed disruptions as high-velocity environments in the context of rapid changes in information technology. With a broadened conceptualization of the organizational environment to better capture extreme disruptions, the authors provide a comprehensive model appropriate for turbulent environmental conditions and offer research directions for scholarly pursuit. This paper provides a new perspective from the physical sciences to better conceptualize organizational environments during extreme disruptions such as in turbulent environmental conditions.Reconceptualizing the organizational environment: a fluid dynamics perspective for turbulence
Joby John, Ramendra Thakur
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

To reconceptualize the organizational environment in a comprehensive manner, it is important to specify not just the velocity but also other aspects of turbulent environments. Concurrently, the purpose of this paper is to also propose that organizational adaptability and, particularly, the speed of adaptations are critical to moderate the impact of turbulence in the environment on organizational performance.

This paper uses a conceptual methodology to fully specify turbulent environments and commensurate managerial response appropriate for such environments. Based on a perspective borrowed from the field of fluid dynamics used to specify the phenomenon of turbulence, the authors develop a conceptual model with research propositions. Four dimensions that describe turbulence in fluid flow when applied metaphorically offer a comprehensive view of the organizational environment.

An extreme, unanticipated, sudden onslaught resulting in a prolonged disrupted environment such as during the recent coronavirus crisis is best characterized as having caused turbulent environmental conditions. Management theories have addressed disruptions as high-velocity environments in the context of rapid changes in information technology. With a broadened conceptualization of the organizational environment to better capture extreme disruptions, the authors provide a comprehensive model appropriate for turbulent environmental conditions and offer research directions for scholarly pursuit.

This paper provides a new perspective from the physical sciences to better conceptualize organizational environments during extreme disruptions such as in turbulent environmental conditions.

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Reconceptualizing the organizational environment: a fluid dynamics perspective for turbulence10.1108/IJOA-01-2023-3590International Journal of Organizational Analysis2023-06-19© 2023 Emerald Publishing LimitedJoby JohnRamendra ThakurInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-06-1910.1108/IJOA-01-2023-3590https://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3590/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Career plateau and counterproductive work behaviour: a moderated moderation model of abusive supervision and job embeddednesshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3595/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDrawing upon the social identity theory (SIT), the present study aims to examine the moderating role of abusive supervision (AS) and job embeddedness (JE) in the relationship between career plateau (CP) and counterproductive work behaviour (CWB). The research also aims to investigate whether JE moderated the moderating effect of AS on the CP–CWB relationship. The hypotheses were tested with two-wave survey data collected from 290 employees working in India’s banking, financial services and insurance sector. Data were analysed using moderation and moderated moderation analyses on PROCESS v 4.1 macro. Results showed that AS moderated the CP–CWB relationship, whereas the moderating role of JE was not observed. However, JE was seen to moderate the moderating effect of AS, supporting the moderated moderation framework. The present study adds value to the existing literature by connecting SIT with hierarchical layers. The supervisor themselves may stay longer in their current positions and block the subordinates’ progress. This impacts the social image of the subordinates. The study enriches the CP literature by highlighting that CP may lead to CWB, as the employees who perceive CP hit back at the organisation for being unfairly treated and not getting the career progression due to their supervisor. The study provides important implications for the supervisors who need to introspect if their behaviour is viewed as abusive by the career-plateaued employees. They need to mentor the employees, especially those with higher career aspirations, and provide them with various career avenues. Furthermore, organisations should make all possible efforts to embed the employees within their jobs as the embedded employees can better take the shock of CP. Drawing on the SIT, the study contributes uniquely to the employee behaviour literature by investigating the impact of CP, AS and JE on CWB in hierarchically flatter organisations. This is the first study to investigate the moderated moderation model of AS and JE in the CP–CWB relationship in the context of employees’ social status within the organisation.Career plateau and counterproductive work behaviour: a moderated moderation model of abusive supervision and job embeddedness
Vivek Jain, Bindu Chhabra
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Drawing upon the social identity theory (SIT), the present study aims to examine the moderating role of abusive supervision (AS) and job embeddedness (JE) in the relationship between career plateau (CP) and counterproductive work behaviour (CWB). The research also aims to investigate whether JE moderated the moderating effect of AS on the CP–CWB relationship.

The hypotheses were tested with two-wave survey data collected from 290 employees working in India’s banking, financial services and insurance sector. Data were analysed using moderation and moderated moderation analyses on PROCESS v 4.1 macro.

Results showed that AS moderated the CP–CWB relationship, whereas the moderating role of JE was not observed. However, JE was seen to moderate the moderating effect of AS, supporting the moderated moderation framework.

The present study adds value to the existing literature by connecting SIT with hierarchical layers. The supervisor themselves may stay longer in their current positions and block the subordinates’ progress. This impacts the social image of the subordinates. The study enriches the CP literature by highlighting that CP may lead to CWB, as the employees who perceive CP hit back at the organisation for being unfairly treated and not getting the career progression due to their supervisor.

The study provides important implications for the supervisors who need to introspect if their behaviour is viewed as abusive by the career-plateaued employees. They need to mentor the employees, especially those with higher career aspirations, and provide them with various career avenues. Furthermore, organisations should make all possible efforts to embed the employees within their jobs as the embedded employees can better take the shock of CP.

Drawing on the SIT, the study contributes uniquely to the employee behaviour literature by investigating the impact of CP, AS and JE on CWB in hierarchically flatter organisations. This is the first study to investigate the moderated moderation model of AS and JE in the CP–CWB relationship in the context of employees’ social status within the organisation.

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Career plateau and counterproductive work behaviour: a moderated moderation model of abusive supervision and job embeddedness10.1108/IJOA-01-2023-3595International Journal of Organizational Analysis2023-05-19© 2023 Emerald Publishing LimitedVivek JainBindu ChhabraInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-05-1910.1108/IJOA-01-2023-3595https://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3595/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Drowning in silence: a scale development and validation of quiet quitting and quiet firinghttps://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3600/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to develop and validate two scales: quiet quitting (QQ), measuring individual-level work disengagement, low organisational commitment and not going above and beyond in work, and quiet firing (QF), measuring employee perceptions of the degree to which their managers devalue them and when organisations intentionally create a situation to make them quit. The scale development process involved item generation through literature search, review and interviews with working executives. The scales were then tested online by 264 participants from India. In the quantitative analysis, the QQ and QF scales have good psychometric properties when tested with factor analysis, reliability analysis and Cronbach’s alpha. Furthermore, the convergent, discriminant and predictive validity of outcome constructs also showed significance. This study found that the QQ and QF scales are highly reliable and exhibit good psychometric properties. To the best of the authors’ knowledge, this is one of the first studies to empirically develop and test the QQ and QF constructs and offer implications for organisations and managers.Drowning in silence: a scale development and validation of quiet quitting and quiet firing
Amitabh Anand, Jessica Doll, Prantika Ray
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to develop and validate two scales: quiet quitting (QQ), measuring individual-level work disengagement, low organisational commitment and not going above and beyond in work, and quiet firing (QF), measuring employee perceptions of the degree to which their managers devalue them and when organisations intentionally create a situation to make them quit.

The scale development process involved item generation through literature search, review and interviews with working executives. The scales were then tested online by 264 participants from India.

In the quantitative analysis, the QQ and QF scales have good psychometric properties when tested with factor analysis, reliability analysis and Cronbach’s alpha. Furthermore, the convergent, discriminant and predictive validity of outcome constructs also showed significance.

This study found that the QQ and QF scales are highly reliable and exhibit good psychometric properties. To the best of the authors’ knowledge, this is one of the first studies to empirically develop and test the QQ and QF constructs and offer implications for organisations and managers.

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Drowning in silence: a scale development and validation of quiet quitting and quiet firing10.1108/IJOA-01-2023-3600International Journal of Organizational Analysis2023-06-08© 2023 Emerald Publishing LimitedAmitabh AnandJessica DollPrantika RayInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-06-0810.1108/IJOA-01-2023-3600https://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3600/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Decoupling institutional pressure: how and why academic journals do ithttps://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3604/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to verify empirically that when a group of isomorphic organisations is subjected to institutional pressure that conflicts with their technical efficiency or interests, this group will embrace opaqueness and decoupling. This is a multiple case study of 16 Brazilian academic journals. The authors analyse whether the editorial boards of these journals play an effective or merely ceremonial role in the administration of the journals. The authors find indications that isomorphic organisations revert to decoupling when the pressures they are subjected to are in conflict with their technical efficiency or interests. The authors also find indications of an inverted U-shaped relationship between the collaboration recruiting power of a journal in an academic field and decoupling. This collaboration recruiting power is closely related to the journal’s position in academic rankings. The authors have shown that, although some scientific journals can deal with internationalisation pressures, for others, this is difficult and leads to decoupling and opaqueness. This is not a desirable situation. It can be counterproductive and draw attention to bureaucratic procedures. This relation between opaqueness and institutional pressure for a group of organisations within the context of neo-institutional theory has not yet been verified empirically. This study’s results show how institutional pressure and organisational opaqueness are related in an organisational field. This theoretical contribution has practical implications because of decoupling’s potentially negative effects.Decoupling institutional pressure: how and why academic journals do it
Altieres de Oliveira Silva, Ilan Avrichir
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to verify empirically that when a group of isomorphic organisations is subjected to institutional pressure that conflicts with their technical efficiency or interests, this group will embrace opaqueness and decoupling.

This is a multiple case study of 16 Brazilian academic journals. The authors analyse whether the editorial boards of these journals play an effective or merely ceremonial role in the administration of the journals.

The authors find indications that isomorphic organisations revert to decoupling when the pressures they are subjected to are in conflict with their technical efficiency or interests. The authors also find indications of an inverted U-shaped relationship between the collaboration recruiting power of a journal in an academic field and decoupling. This collaboration recruiting power is closely related to the journal’s position in academic rankings.

The authors have shown that, although some scientific journals can deal with internationalisation pressures, for others, this is difficult and leads to decoupling and opaqueness. This is not a desirable situation. It can be counterproductive and draw attention to bureaucratic procedures.

This relation between opaqueness and institutional pressure for a group of organisations within the context of neo-institutional theory has not yet been verified empirically. This study’s results show how institutional pressure and organisational opaqueness are related in an organisational field. This theoretical contribution has practical implications because of decoupling’s potentially negative effects.

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Decoupling institutional pressure: how and why academic journals do it10.1108/IJOA-01-2023-3604International Journal of Organizational Analysis2023-09-20© 2023 Emerald Publishing LimitedAltieres de Oliveira SilvaIlan AvrichirInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-09-2010.1108/IJOA-01-2023-3604https://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3604/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The relationship between leader spiritual behaviours and subordinate work attitudes: an exploratory empirical examinationhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3606/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to examine empirical support for 18 hypotheses specifying relationship between leader spiritual behaviours towards subordinates and subordinate work attitudes of job satisfaction, job involvement and affective commitment. It also does concept specification, scale development and a preliminary scale validation for leader spiritual behaviours towards subordinates. Using a survey design, this study assesses support for 18 hypothesized relationships between leader spiritual behaviours towards subordinates and three forms of subordinate work attitudes and also provides preliminary evidence on the construct validity of the new leader spiritual behaviours towards subordinates scale. The results are mostly supportive of the hypotheses and also demonstrate the validity of leader spiritual behaviours towards subordinates scale in terms of an interpretable factor structure, high reliability level and convergent and discriminant validity. The study provides a scale for leader spiritual behaviours towards subordinates. It also outlines meaningful directions for future research. The positive relationship of leader spiritual behaviours towards subordinates with three work attitudes in this study and already established relationship between these work attitudes and employee performance suggest that managers’ practice of leader spiritual behaviours towards subordinates can potentially enhance employee performance. The study results suggest that leader spiritual behaviours can enhance positive employee work attitudes and potentially employee performance, and thus can make organizations both spiritual and productive. This is, to the best of the author’s knowledge, the first study to formally specify the concept and components of leader spiritual behaviours towards subordinates and to demonstrate its positive relationship with three forms of subordinate work attitudes.The relationship between leader spiritual behaviours and subordinate work attitudes: an exploratory empirical examination
Badrinarayan Shankar Pawar
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to examine empirical support for 18 hypotheses specifying relationship between leader spiritual behaviours towards subordinates and subordinate work attitudes of job satisfaction, job involvement and affective commitment. It also does concept specification, scale development and a preliminary scale validation for leader spiritual behaviours towards subordinates.

Using a survey design, this study assesses support for 18 hypothesized relationships between leader spiritual behaviours towards subordinates and three forms of subordinate work attitudes and also provides preliminary evidence on the construct validity of the new leader spiritual behaviours towards subordinates scale.

The results are mostly supportive of the hypotheses and also demonstrate the validity of leader spiritual behaviours towards subordinates scale in terms of an interpretable factor structure, high reliability level and convergent and discriminant validity.

The study provides a scale for leader spiritual behaviours towards subordinates. It also outlines meaningful directions for future research.

The positive relationship of leader spiritual behaviours towards subordinates with three work attitudes in this study and already established relationship between these work attitudes and employee performance suggest that managers’ practice of leader spiritual behaviours towards subordinates can potentially enhance employee performance.

The study results suggest that leader spiritual behaviours can enhance positive employee work attitudes and potentially employee performance, and thus can make organizations both spiritual and productive.

This is, to the best of the author’s knowledge, the first study to formally specify the concept and components of leader spiritual behaviours towards subordinates and to demonstrate its positive relationship with three forms of subordinate work attitudes.

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The relationship between leader spiritual behaviours and subordinate work attitudes: an exploratory empirical examination10.1108/IJOA-01-2023-3606International Journal of Organizational Analysis2023-07-13© 2023 Emerald Publishing LimitedBadrinarayan Shankar PawarInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-07-1310.1108/IJOA-01-2023-3606https://www.emerald.com/insight/content/doi/10.1108/IJOA-01-2023-3606/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Levels of discriminatory practices and behaviours towards employees with disabilities in the Jordanian public sector: an exploratory analytical studyhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3621/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestBased on the principle of equality, individuals with disabilities have the right to equal job opportunities and career advancements and to actively participate in the economy like other members of society. This study aims to provide an integrated description of discriminatory occupational practices and behaviours that individuals with disabilities face. This study followed the descriptive analytical approach to achieve the objectives. A questionnaire was used for data collection purposes. The target population for this study was male and female employees with disabilities working in the Jordanian Government sector for the years 2019–2022 in all governorates of Jordan. The sample method used was purposive-convenient random sampling, and the size of the sample valid for statistical analysis was n = 1,043. Using the Statistical Package for Social Sciences (v26), a number of statistical tests were conducted to infer the features of the researched phenomenon. This study found an overall moderate level (mean = 2.76) of practices and behaviours of job discrimination against individuals with disabilities in the Jordanian public sector. All proposed practices and behaviours were at moderate levels of agreement, with the highest discriminatory behaviours being in the areas of training and learning opportunities (2.88), followed by job performance evaluation (2.84), work leave and vacation (2.75), integration and social participation (2.74), career advancement and promotion (2.73) and, last, the distribution of tasks and responsibilities (2.61). Furthermore, it was found that there are significant differences in the levels of discriminatory practices and behaviours towards people with physical disabilities, individuals with visual impairments and psychological disabilities, new employees at work and those with a low level of education. In addition, employees at higher administrative levels (manager, deputy/assistant manager and head of department/division) and workers in the southern and central governorates are exposed to the highest levels of discrimination. Lack of data: There is often a lack of reliable and comprehensive data on employees with disabilities, making it difficult for researchers to accurately study and understand the experiences of this population. Stigma and discrimination: People with disabilities often face stigma and discrimination, which can make it challenging for researchers to engage with them and collect accurate information. Moreover, it was found that the main agencies to which cases of discriminatory practices towards individuals with disabilities working in the Jordanian public sector are reported are the direct managers/supervisors (n = 381), the ministry to which the institution/department belongs (n = 278) and the Higher Council for the Rights of Persons with Disabilities (n = 261). Supporting social inclusion: Employment can provide a sense of purpose, identity and social inclusion for people with disabilities, which can have a positive impact on their disabilities and overall quality of life. Improving diversity and inclusion: The inclusion of employees with disabilities can contribute to a more diverse and inclusive workplace, where all employees feel valued and respected. This study found that discriminatory practices against employees with disabilities in the Jordanian public sector were largely because of a lack of awareness of reporting mechanisms and negative attitudes towards individuals with disabilities. This study proposes solutions such as raising awareness among non-disabled employees, implementing penalties for discriminatory behaviour and updating legislation for the rights of individuals with disabilities.Levels of discriminatory practices and behaviours towards employees with disabilities in the Jordanian public sector: an exploratory analytical study
Sahem Nawafleh
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Based on the principle of equality, individuals with disabilities have the right to equal job opportunities and career advancements and to actively participate in the economy like other members of society. This study aims to provide an integrated description of discriminatory occupational practices and behaviours that individuals with disabilities face. This study followed the descriptive analytical approach to achieve the objectives. A questionnaire was used for data collection purposes.

The target population for this study was male and female employees with disabilities working in the Jordanian Government sector for the years 2019–2022 in all governorates of Jordan. The sample method used was purposive-convenient random sampling, and the size of the sample valid for statistical analysis was n = 1,043. Using the Statistical Package for Social Sciences (v26), a number of statistical tests were conducted to infer the features of the researched phenomenon.

This study found an overall moderate level (mean = 2.76) of practices and behaviours of job discrimination against individuals with disabilities in the Jordanian public sector. All proposed practices and behaviours were at moderate levels of agreement, with the highest discriminatory behaviours being in the areas of training and learning opportunities (2.88), followed by job performance evaluation (2.84), work leave and vacation (2.75), integration and social participation (2.74), career advancement and promotion (2.73) and, last, the distribution of tasks and responsibilities (2.61). Furthermore, it was found that there are significant differences in the levels of discriminatory practices and behaviours towards people with physical disabilities, individuals with visual impairments and psychological disabilities, new employees at work and those with a low level of education. In addition, employees at higher administrative levels (manager, deputy/assistant manager and head of department/division) and workers in the southern and central governorates are exposed to the highest levels of discrimination.

Lack of data: There is often a lack of reliable and comprehensive data on employees with disabilities, making it difficult for researchers to accurately study and understand the experiences of this population. Stigma and discrimination: People with disabilities often face stigma and discrimination, which can make it challenging for researchers to engage with them and collect accurate information.

Moreover, it was found that the main agencies to which cases of discriminatory practices towards individuals with disabilities working in the Jordanian public sector are reported are the direct managers/supervisors (n = 381), the ministry to which the institution/department belongs (n = 278) and the Higher Council for the Rights of Persons with Disabilities (n = 261).

Supporting social inclusion: Employment can provide a sense of purpose, identity and social inclusion for people with disabilities, which can have a positive impact on their disabilities and overall quality of life. Improving diversity and inclusion: The inclusion of employees with disabilities can contribute to a more diverse and inclusive workplace, where all employees feel valued and respected.

This study found that discriminatory practices against employees with disabilities in the Jordanian public sector were largely because of a lack of awareness of reporting mechanisms and negative attitudes towards individuals with disabilities. This study proposes solutions such as raising awareness among non-disabled employees, implementing penalties for discriminatory behaviour and updating legislation for the rights of individuals with disabilities.

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Levels of discriminatory practices and behaviours towards employees with disabilities in the Jordanian public sector: an exploratory analytical study10.1108/IJOA-02-2023-3621International Journal of Organizational Analysis2023-05-03© 2023 Emerald Publishing LimitedSahem NawaflehInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-05-0310.1108/IJOA-02-2023-3621https://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3621/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Mitigating destructive deviance in organisations: assessing the role of perceived HRM practices and perceived organisational supporthttps://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3622/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study is to empirically examine how the seven human resource management (HRM) practises, namely, leadership development, professional investment, egalitarian practises, developmental appraisals, family-friendly practises, engagement practises and generous benefits, are associated with perceived organisational support (POS) and destructive deviance in the context of Indian organisational culture. In total, 265 middle-level IT personnel provided the study's data. To test the suggested study hypotheses, confirmatory factor analysis and PROCESS Macros were used. Results show that putting in place leadership development, professional investment, egalitarian practises, developmental appraisal, family-friendly practises, engagement practises and generous benefits generates POS that, in turn, significantly contributes to reducing destructive deviance. Additionally, POS was found to partially mediate the relationship between perceived HRM practises and destructive deviance. The results would help firms reduce detrimental employee deviation. To do this, managers must develop and put into effect the seven HRM practises, which demonstrate to workers that the organisation appreciates their contributions and cares about their well-being, thereby lowering disruptive deviance. In essence, IT businesses should carefully plan and implement the HRM practises they expressly want to use rather than mindlessly copying those of rival organisations. Furthermore, to adapt to the workforce's evolving needs, these HRM practises must be properly matched with both individual and organisational goals. By including destructive deviance as a result of POS, this study adds to the body of research on organisational support theory. The literature on POS and negative behaviours will take a new turn with such a focus on destructive deviance. Additionally, this study encourages academics to investigate an underlying mechanism that accounts for how HRM practises affect employees' conduct. This study also adds to the sparse body of knowledge on POS for non-Western workers. The study's findings confirm that POS is a crucial concept for both Asian and Western workers.Mitigating destructive deviance in organisations: assessing the role of perceived HRM practices and perceived organisational support
Pooja Malik, Parul Malik
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this study is to empirically examine how the seven human resource management (HRM) practises, namely, leadership development, professional investment, egalitarian practises, developmental appraisals, family-friendly practises, engagement practises and generous benefits, are associated with perceived organisational support (POS) and destructive deviance in the context of Indian organisational culture.

In total, 265 middle-level IT personnel provided the study's data. To test the suggested study hypotheses, confirmatory factor analysis and PROCESS Macros were used.

Results show that putting in place leadership development, professional investment, egalitarian practises, developmental appraisal, family-friendly practises, engagement practises and generous benefits generates POS that, in turn, significantly contributes to reducing destructive deviance. Additionally, POS was found to partially mediate the relationship between perceived HRM practises and destructive deviance.

The results would help firms reduce detrimental employee deviation. To do this, managers must develop and put into effect the seven HRM practises, which demonstrate to workers that the organisation appreciates their contributions and cares about their well-being, thereby lowering disruptive deviance. In essence, IT businesses should carefully plan and implement the HRM practises they expressly want to use rather than mindlessly copying those of rival organisations. Furthermore, to adapt to the workforce's evolving needs, these HRM practises must be properly matched with both individual and organisational goals.

By including destructive deviance as a result of POS, this study adds to the body of research on organisational support theory. The literature on POS and negative behaviours will take a new turn with such a focus on destructive deviance. Additionally, this study encourages academics to investigate an underlying mechanism that accounts for how HRM practises affect employees' conduct. This study also adds to the sparse body of knowledge on POS for non-Western workers. The study's findings confirm that POS is a crucial concept for both Asian and Western workers.

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Mitigating destructive deviance in organisations: assessing the role of perceived HRM practices and perceived organisational support10.1108/IJOA-02-2023-3622International Journal of Organizational Analysis2023-07-28© 2023 Emerald Publishing LimitedPooja MalikParul MalikInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-07-2810.1108/IJOA-02-2023-3622https://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3622/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Investment decisions determinants in the GCC cryptocurrency market: a behavioural finance perspectivehttps://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3623/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to investigate the impact of financial and behavioural factors on investment decisions in the cryptocurrency market within the Gulf Cooperation Council (GCC). The study uses the cross-sectional absolute deviation methodology developed by Chang et al. (2000) to determine the existence of herding behaviour during extreme conditions in the cryptocurrency market of four GCC countries: Bahrain, Saudi Arabia, Kuwait and UAE. In addition, a questionnaire survey was distributed to 322 investors from the GCC cryptocurrency markets to gather data on their investment decisions. The study finds that the herding theory, prospect theory and heuristics theory account for 16.5% of the variance in investors' choices in the GCC cryptocurrency market. The regression analysis results show no multicollinearity problems, and a high F-statistic indicates the general model's acceptability in the results. The study's findings suggest that behavioural and financial factors play a significant role in investors' choices in the GCC cryptocurrency market. The study's results can be used by investors to better understand the impact of these factors on their investment decisions and to develop more effective investment strategies. In addition, the study's findings can be used by policymakers to develop regulations that consider the impact of behavioural and financial factors on the GCC cryptocurrency market. This study adds to the body of literature in two different ways. Initially, motivated by earlier research examining the impact of behaviour finance factors on investment decisions, the authors look at how the behaviour finance factors affect investment decisions of the GCC cryptocurrency market. To extend most of these studies, this study uses a regime-switching model that accounts for two different market states. Second, by considering the recent crisis and more recent periods involving more cryptocurrencies, the authors have contributed to several studies examining the impact of behavioural financial factors on investment decisions in cryptocurrency markets. In fact, very few studies have examined the impact of behavioural finance on cryptocurrency markets. Therefore, to the best of the authors’ knowledge, this study is the first of its kind to investigate how behavioural finance factors influence investment decisions in the GCC cryptocurrency market. This allows to better illuminate the factors driving herd behaviour in the GCC cryptocurrency market.Investment decisions determinants in the GCC cryptocurrency market: a behavioural finance perspective
Marwan Abdeldayem, Saeed Aldulaimi
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to investigate the impact of financial and behavioural factors on investment decisions in the cryptocurrency market within the Gulf Cooperation Council (GCC).

The study uses the cross-sectional absolute deviation methodology developed by Chang et al. (2000) to determine the existence of herding behaviour during extreme conditions in the cryptocurrency market of four GCC countries: Bahrain, Saudi Arabia, Kuwait and UAE. In addition, a questionnaire survey was distributed to 322 investors from the GCC cryptocurrency markets to gather data on their investment decisions.

The study finds that the herding theory, prospect theory and heuristics theory account for 16.5% of the variance in investors' choices in the GCC cryptocurrency market. The regression analysis results show no multicollinearity problems, and a high F-statistic indicates the general model's acceptability in the results.

The study's findings suggest that behavioural and financial factors play a significant role in investors' choices in the GCC cryptocurrency market. The study's results can be used by investors to better understand the impact of these factors on their investment decisions and to develop more effective investment strategies. In addition, the study's findings can be used by policymakers to develop regulations that consider the impact of behavioural and financial factors on the GCC cryptocurrency market.

This study adds to the body of literature in two different ways. Initially, motivated by earlier research examining the impact of behaviour finance factors on investment decisions, the authors look at how the behaviour finance factors affect investment decisions of the GCC cryptocurrency market. To extend most of these studies, this study uses a regime-switching model that accounts for two different market states. Second, by considering the recent crisis and more recent periods involving more cryptocurrencies, the authors have contributed to several studies examining the impact of behavioural financial factors on investment decisions in cryptocurrency markets. In fact, very few studies have examined the impact of behavioural finance on cryptocurrency markets. Therefore, to the best of the authors’ knowledge, this study is the first of its kind to investigate how behavioural finance factors influence investment decisions in the GCC cryptocurrency market. This allows to better illuminate the factors driving herd behaviour in the GCC cryptocurrency market.

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Investment decisions determinants in the GCC cryptocurrency market: a behavioural finance perspective10.1108/IJOA-02-2023-3623International Journal of Organizational Analysis2023-07-12© 2023 Emerald Publishing LimitedMarwan AbdeldayemSaeed AldulaimiInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-07-1210.1108/IJOA-02-2023-3623https://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3623/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Corporate social responsibility and sustainability practices: mediating effect of green innovation and moderating effect of knowledge management in the manufacturing sectorhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3627/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to examine the roles of corporate social responsibility (CSR), green innovation (GI) and knowledge management (KM) in boosting sustainable practices (SPs). It also investigates the mediating effect of green innovation and the moderating effect of KM in the relationship between CSR and SPs. Using measurement scales adapted from existing studies, a quantitative methodology with causal and deductive reasoning was used on data from an online survey with 322 respondents in manufacturing firms in the United Arab Emirates. There was no direct significant positive relationship between CSR and SPs; the mediating role of GI was evident, whereas the moderating role of KM was not present. Only manufacturing enterprises are considered in this study, with a single geographical case study highlighting CSR efforts. The findings reveal the positive influence of GI on CSR and SPs. This study contributes to the understanding of the influence of green processes and product innovation on applying social, environmental and sustainability practices to enhance the overall productivity, compliance, performance and well-being of the community. This study collectively explores the causal relationships between these factors, besides offering new insights into the manufacturing industry in an emerging market.Corporate social responsibility and sustainability practices: mediating effect of green innovation and moderating effect of knowledge management in the manufacturing sector
Moza Saeed Alketbi, Syed Zamberi Ahmad
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to examine the roles of corporate social responsibility (CSR), green innovation (GI) and knowledge management (KM) in boosting sustainable practices (SPs). It also investigates the mediating effect of green innovation and the moderating effect of KM in the relationship between CSR and SPs.

Using measurement scales adapted from existing studies, a quantitative methodology with causal and deductive reasoning was used on data from an online survey with 322 respondents in manufacturing firms in the United Arab Emirates.

There was no direct significant positive relationship between CSR and SPs; the mediating role of GI was evident, whereas the moderating role of KM was not present.

Only manufacturing enterprises are considered in this study, with a single geographical case study highlighting CSR efforts.

The findings reveal the positive influence of GI on CSR and SPs. This study contributes to the understanding of the influence of green processes and product innovation on applying social, environmental and sustainability practices to enhance the overall productivity, compliance, performance and well-being of the community.

This study collectively explores the causal relationships between these factors, besides offering new insights into the manufacturing industry in an emerging market.

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Corporate social responsibility and sustainability practices: mediating effect of green innovation and moderating effect of knowledge management in the manufacturing sector10.1108/IJOA-02-2023-3627International Journal of Organizational Analysis2023-09-11© 2023 Emerald Publishing LimitedMoza Saeed AlketbiSyed Zamberi AhmadInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-09-1110.1108/IJOA-02-2023-3627https://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3627/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Impact of remote working on the executive isolation and career of CXOs in Indiahttps://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3629/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestExecutive isolation of C-suite executives (CXOs), amplified by imposed and voluntary remote working practices, has emerged as a major challenge that is impacting the collaborative needs of CXOs, the work–life balance and hence career progression. This paper aims to examine the impact of remote working on executive isolation impacting the collaborative needs, work–life balance and career of CXOs from organizations in India. Qualitative research approach was adopted for the study. The respondents based on inclusion criteria were selected through purposive sampling. The survey was administered to 50 CXOs representing multinational companies in India, of which 45 CXOs responded. The data was analyzed using MAXQDA 2022 (Verbi Software, Berlin, Germany). Companies try to save costs by promoting remote working but might countermine its implications on CXOs collaborative needs, work–life balance and career slowdown. Businesses are now able to hire CXOs and other people who do not physically work alongside their counterparts but at the cost of enhancing executive isolation and loss of productivity. Imposed remote working can adversely affect the CXOs interactivity and productivity, thus enhancing executive isolation and impacting career progression. The remote working was mandatory during the pandemic but became a practice henceforth. The impact of remote working on the CXOs collaborative needs, work–life balance and career progression has largely been unstudied. There is limited awareness about impact of remote working on executive isolation and its multiplier effect impacting the CXOs careers and it is an inward challenge which needs to be mitigated by the companies. This aspect can lead to the CXOs not being able to achieve their objectives, making the organizations lose trust on their ability to lead and eventually slowing down their career progression, due to remote working led executive isolation.Impact of remote working on the executive isolation and career of CXOs in India
Rishi Kappal, Dharmesh K. Mishra
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Executive isolation of C-suite executives (CXOs), amplified by imposed and voluntary remote working practices, has emerged as a major challenge that is impacting the collaborative needs of CXOs, the work–life balance and hence career progression. This paper aims to examine the impact of remote working on executive isolation impacting the collaborative needs, work–life balance and career of CXOs from organizations in India.

Qualitative research approach was adopted for the study. The respondents based on inclusion criteria were selected through purposive sampling. The survey was administered to 50 CXOs representing multinational companies in India, of which 45 CXOs responded. The data was analyzed using MAXQDA 2022 (Verbi Software, Berlin, Germany).

Companies try to save costs by promoting remote working but might countermine its implications on CXOs collaborative needs, work–life balance and career slowdown. Businesses are now able to hire CXOs and other people who do not physically work alongside their counterparts but at the cost of enhancing executive isolation and loss of productivity. Imposed remote working can adversely affect the CXOs interactivity and productivity, thus enhancing executive isolation and impacting career progression.

The remote working was mandatory during the pandemic but became a practice henceforth. The impact of remote working on the CXOs collaborative needs, work–life balance and career progression has largely been unstudied. There is limited awareness about impact of remote working on executive isolation and its multiplier effect impacting the CXOs careers and it is an inward challenge which needs to be mitigated by the companies. This aspect can lead to the CXOs not being able to achieve their objectives, making the organizations lose trust on their ability to lead and eventually slowing down their career progression, due to remote working led executive isolation.

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Impact of remote working on the executive isolation and career of CXOs in India10.1108/IJOA-02-2023-3629International Journal of Organizational Analysis2023-09-13© 2023 Emerald Publishing LimitedRishi KappalDharmesh K. MishraInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-09-1310.1108/IJOA-02-2023-3629https://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3629/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Furthering innovation management via mutual amplification of vertical and horizontal fit: analysis of a case studyhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3632/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDoes the simultaneous vertical and horizontal alignment of HR systems positively impact innovation? The authors use the “innovation value chain” model to explore the interplay between the central strategic human resource management concepts of vertical and horizontal fit of HR systems and their role in positively impacting product innovation management. The authors use the findings from a case study of a large multinational organization in the high-tech sector for the present study. In the first phase, the authors analyse responses to 20 qualitative interviews with senior business and HR executives at the organization using the grounded theory approach. In the second phase, the authors analysed six years of performance ratings and salary data for 4,500–5,500 employees. Phase 1 of the study established the importance of innovation management as a strategic priority and the role of vertical and horizontal fit of HR systems and practices in positively impacting innovation management. Phase 2 reinforced the findings from Phase 1 by demonstrating the vertical and horizontal fit of the performance and compensation management processes towards furthering innovation management. Our study findings suggest that both forms of fit boost innovation management and interact to reinforce each other mutually, magnifying their respective positive effects towards improving innovation management. While past studies have generally focused on the isolated role of either the HR system or that of a bundle of HR practices on innovation, the present study empirically demonstrates the simultaneous role of vertical and horizontal fit of HR systems and practices in furthering innovation management. The authors use interviews with senior executives and objective performance and salary data to provide the first experimental evidence of the mechanism of the interplay between the two forms of fit.Furthering innovation management via mutual amplification of vertical and horizontal fit: analysis of a case study
Adwaith Naimpally, Jatinder Kumar Jha, Abhishek Chakraborty
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Does the simultaneous vertical and horizontal alignment of HR systems positively impact innovation? The authors use the “innovation value chain” model to explore the interplay between the central strategic human resource management concepts of vertical and horizontal fit of HR systems and their role in positively impacting product innovation management.

The authors use the findings from a case study of a large multinational organization in the high-tech sector for the present study. In the first phase, the authors analyse responses to 20 qualitative interviews with senior business and HR executives at the organization using the grounded theory approach. In the second phase, the authors analysed six years of performance ratings and salary data for 4,500–5,500 employees.

Phase 1 of the study established the importance of innovation management as a strategic priority and the role of vertical and horizontal fit of HR systems and practices in positively impacting innovation management. Phase 2 reinforced the findings from Phase 1 by demonstrating the vertical and horizontal fit of the performance and compensation management processes towards furthering innovation management. Our study findings suggest that both forms of fit boost innovation management and interact to reinforce each other mutually, magnifying their respective positive effects towards improving innovation management.

While past studies have generally focused on the isolated role of either the HR system or that of a bundle of HR practices on innovation, the present study empirically demonstrates the simultaneous role of vertical and horizontal fit of HR systems and practices in furthering innovation management. The authors use interviews with senior executives and objective performance and salary data to provide the first experimental evidence of the mechanism of the interplay between the two forms of fit.

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Furthering innovation management via mutual amplification of vertical and horizontal fit: analysis of a case study10.1108/IJOA-02-2023-3632International Journal of Organizational Analysis2023-06-21© 2023 Emerald Publishing LimitedAdwaith NaimpallyJatinder Kumar JhaAbhishek ChakrabortyInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-06-2110.1108/IJOA-02-2023-3632https://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3632/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Paradigm shift: students’ perceptions of work models and well-beinghttps://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3634/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to explore the benefits and drawbacks of different work models, including hybrid and remote models, as perceived by millennial and Gen Z students in Spain. Additionally, it seeks to identify ways to promote work engagement in the context of this paradigm shift. The study involved 44 undergraduate and graduate students who participated in two classroom discussions on the impact of hybrid and remote work models on well-being. Thematic analysis was used to analyse the data. The results indicate that students' expectations have significantly shifted, and HR managers need to implement hybrid and remote work models to ensure a balance between long-term employee and organisational interests. Younger generations seek flexibility in work and education to achieve a better quality of life, rather than a 100% remote system. The growing demand for hybrid and flexible working has the potential to create a paradigm shift in the way we work. This study contributes to the organisational behaviour literature by investigating the factors that organisations and policymakers should consider when implementing work models in response to the pandemic to promote well-being. The practical implications of this study can be useful for organisations and educators seeking to adapt to this changing work landscape.Paradigm shift: students’ perceptions of work models and well-being
Ariadna Monje-Amor
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to explore the benefits and drawbacks of different work models, including hybrid and remote models, as perceived by millennial and Gen Z students in Spain. Additionally, it seeks to identify ways to promote work engagement in the context of this paradigm shift.

The study involved 44 undergraduate and graduate students who participated in two classroom discussions on the impact of hybrid and remote work models on well-being. Thematic analysis was used to analyse the data.

The results indicate that students' expectations have significantly shifted, and HR managers need to implement hybrid and remote work models to ensure a balance between long-term employee and organisational interests. Younger generations seek flexibility in work and education to achieve a better quality of life, rather than a 100% remote system.

The growing demand for hybrid and flexible working has the potential to create a paradigm shift in the way we work. This study contributes to the organisational behaviour literature by investigating the factors that organisations and policymakers should consider when implementing work models in response to the pandemic to promote well-being. The practical implications of this study can be useful for organisations and educators seeking to adapt to this changing work landscape.

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Paradigm shift: students’ perceptions of work models and well-being10.1108/IJOA-02-2023-3634International Journal of Organizational Analysis2023-07-13© 2023 Emerald Publishing LimitedAriadna Monje-AmorInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-07-1310.1108/IJOA-02-2023-3634https://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3634/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Exploring HR practitioner’s perspective on linking of employer branding and porter’s generic strategies: an alignment of business and HR strategyhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3635/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study is to identify the impact of Michel Porter's generic business-level strategies adopted by the organisation on its employer branding strategy. Based on the expert’s opinion and insights, this study aims to determine the extent to which the employer branding strategy, its inherent significance, the requisite investment and the used tactics are influenced by the organisation's business strategy. Considering a phenomenological research design, this study adopted semi-structured interviews as a means to gather qualitative data from a purposive sample comprising HR professionals. The collected data were subjected to thematic analysis, enabling the identification of recurring themes and patterns. Findings and conclusions were subsequently derived in accordance with the outcomes of the thematic analysis. The study revealed that the significance, nature, challenges and ways of implementation of employer branding strategies vary depending on the type of business strategy adopted by the organisation. While organisations pursuing a differentiation strategy heavily invest in employer branding and placing considerable efforts into developing an appealing employee value proposition, companies pursuing cost leadership invest relatively less in employer branding by implementing cost-effective tactics. Companies implementing a focus strategy demonstrate a moderate level of investment in employer branding initiatives. The study is limited to IT, manufacturing and banking sectors only. Additionally, the sample of the study is limited. Employer branding as a strategy has been widely explored in the recent past. Similarly, Michel Porters’ generic strategies have also been widely researched. However, the interconnection between these two levels of strategies presents novel perspectives for business strategists and HR professionals involved in the formulation and implementation of HR strategies. This linkage provides valuable insights that facilitate effective decision-making in relation to employer branding strategies, enabling organisations to prioritise their objectives more effectively. The existing literature lacks research that investigates the connection between employer branding strategy and business strategy. Hence, this study represents a pioneering effort that aims to explore this unexplored linkage. Further, this research effort has also uncovered previously uninvestigated findings concerning the comparative analysis of employer branding strategies across different sectors while examining the connection between business strategy and employer branding strategy.Exploring HR practitioner’s perspective on linking of employer branding and porter’s generic strategies: an alignment of business and HR strategy
Aparna Sameer Dixit
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this study is to identify the impact of Michel Porter's generic business-level strategies adopted by the organisation on its employer branding strategy. Based on the expert’s opinion and insights, this study aims to determine the extent to which the employer branding strategy, its inherent significance, the requisite investment and the used tactics are influenced by the organisation's business strategy.

Considering a phenomenological research design, this study adopted semi-structured interviews as a means to gather qualitative data from a purposive sample comprising HR professionals. The collected data were subjected to thematic analysis, enabling the identification of recurring themes and patterns. Findings and conclusions were subsequently derived in accordance with the outcomes of the thematic analysis.

The study revealed that the significance, nature, challenges and ways of implementation of employer branding strategies vary depending on the type of business strategy adopted by the organisation. While organisations pursuing a differentiation strategy heavily invest in employer branding and placing considerable efforts into developing an appealing employee value proposition, companies pursuing cost leadership invest relatively less in employer branding by implementing cost-effective tactics. Companies implementing a focus strategy demonstrate a moderate level of investment in employer branding initiatives.

The study is limited to IT, manufacturing and banking sectors only. Additionally, the sample of the study is limited.

Employer branding as a strategy has been widely explored in the recent past. Similarly, Michel Porters’ generic strategies have also been widely researched. However, the interconnection between these two levels of strategies presents novel perspectives for business strategists and HR professionals involved in the formulation and implementation of HR strategies. This linkage provides valuable insights that facilitate effective decision-making in relation to employer branding strategies, enabling organisations to prioritise their objectives more effectively.

The existing literature lacks research that investigates the connection between employer branding strategy and business strategy. Hence, this study represents a pioneering effort that aims to explore this unexplored linkage. Further, this research effort has also uncovered previously uninvestigated findings concerning the comparative analysis of employer branding strategies across different sectors while examining the connection between business strategy and employer branding strategy.

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Exploring HR practitioner’s perspective on linking of employer branding and porter’s generic strategies: an alignment of business and HR strategy10.1108/IJOA-02-2023-3635International Journal of Organizational Analysis2023-07-10© 2023 Emerald Publishing LimitedAparna Sameer DixitInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-07-1010.1108/IJOA-02-2023-3635https://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3635/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Green HRM impact on environmental performance in higher education with mediating roles of management support and green culturehttps://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3636/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to investigate the direct relationship between green human resource management (GHRM) practices and environmental performance (EP) in Palestinian universities, as well as the mediating role of management support (MS) and green organisational culture (GOC) in this relationship. A quantitative approach was used in this study. The data were collected from 351 employees working in Palestinian universities through a questionnaire and analysed using partial least squares structural equation modelling. The study finds that the implementation of GHRM practices positively enhances EP. The results further demonstrate that GHRM practices influence both MS and GOC. Furthermore, this study reveals that both MS and GOC play a significant role in mediating the relationship between GHRM and EP. This study adds to the existing literature by providing a conceptual framework and empirical evidence of the correlation between GHRM, GOC, MS and EP, specifically in university settings. Educational institutions can use this study’s findings to foster a green culture and gain endorsement from top-level management. This approach promotes the adoption of eco-friendly practices and the development of environmental strategies that can influence EP. This study contributes to the field by enhancing the understanding of the ability–motivation–opportunity theory in the context of Palestinian universities. Specifically, this study investigates how GHRM practices and GOC establish core competence for sustainable EP. Furthermore, the findings reveal a positive influence of GHRM practices on both GOC and MS. Finally, this study’s empirical evidence highlights the significance of GHRM practices in fostering GOC, MS and, ultimately, improving EP within universities.Green HRM impact on environmental performance in higher education with mediating roles of management support and green culture
Raghad Al-Alawneh, Mohammed Othman, Ahmed Adnan Zaid
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to investigate the direct relationship between green human resource management (GHRM) practices and environmental performance (EP) in Palestinian universities, as well as the mediating role of management support (MS) and green organisational culture (GOC) in this relationship.

A quantitative approach was used in this study. The data were collected from 351 employees working in Palestinian universities through a questionnaire and analysed using partial least squares structural equation modelling.

The study finds that the implementation of GHRM practices positively enhances EP. The results further demonstrate that GHRM practices influence both MS and GOC. Furthermore, this study reveals that both MS and GOC play a significant role in mediating the relationship between GHRM and EP.

This study adds to the existing literature by providing a conceptual framework and empirical evidence of the correlation between GHRM, GOC, MS and EP, specifically in university settings. Educational institutions can use this study’s findings to foster a green culture and gain endorsement from top-level management. This approach promotes the adoption of eco-friendly practices and the development of environmental strategies that can influence EP.

This study contributes to the field by enhancing the understanding of the ability–motivation–opportunity theory in the context of Palestinian universities. Specifically, this study investigates how GHRM practices and GOC establish core competence for sustainable EP. Furthermore, the findings reveal a positive influence of GHRM practices on both GOC and MS. Finally, this study’s empirical evidence highlights the significance of GHRM practices in fostering GOC, MS and, ultimately, improving EP within universities.

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Green HRM impact on environmental performance in higher education with mediating roles of management support and green culture10.1108/IJOA-02-2023-3636International Journal of Organizational Analysis2023-07-12© 2023 Emerald Publishing LimitedRaghad Al-AlawnehMohammed OthmanAhmed Adnan ZaidInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-07-1210.1108/IJOA-02-2023-3636https://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3636/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Exploring the relationship between employer branding and talent retention: the mediation effect of employee engagementhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3638/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to investigate the relationship between employer branding (EB) and talent retention. The paper also analyses the mediating role of employee engagement in the association between EB and talent retention. Partial least square structural equation modelling has been applied to carry out the analysis. The findings are based on the perceptions of IT professionals (n = 397) to assess the interrelationship between EB, employee engagement and talent retention. The paper gives empirical insights on how employee engagement helps promote employer value offerings to the employee, which helps in the successful retention of employees. The results indicate that employee engagement partially mediates the association between EB and talent retention. This study provides a clear direction to a diversity of practitioners working in IT firms. Building and maintaining sympathetic and emotional connections with co-workers, team leaders and higher managerial employees can help increase employee engagement. The findings can help business planners and managers focus their efforts on employer brand elements for successfully involving their workforce. Authors believe this study is one of its kind to test the association between EB and talent retention mediated by the engagement level of employees. The present research study will help future academia delve into how EB can significantly impact the engagement and retention of existing employees.Exploring the relationship between employer branding and talent retention: the mediation effect of employee engagement
Avinash Chopra, Chandan Kumar Sahoo, Gokulananda Patel
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to investigate the relationship between employer branding (EB) and talent retention. The paper also analyses the mediating role of employee engagement in the association between EB and talent retention.

Partial least square structural equation modelling has been applied to carry out the analysis. The findings are based on the perceptions of IT professionals (n = 397) to assess the interrelationship between EB, employee engagement and talent retention.

The paper gives empirical insights on how employee engagement helps promote employer value offerings to the employee, which helps in the successful retention of employees. The results indicate that employee engagement partially mediates the association between EB and talent retention.

This study provides a clear direction to a diversity of practitioners working in IT firms. Building and maintaining sympathetic and emotional connections with co-workers, team leaders and higher managerial employees can help increase employee engagement. The findings can help business planners and managers focus their efforts on employer brand elements for successfully involving their workforce.

Authors believe this study is one of its kind to test the association between EB and talent retention mediated by the engagement level of employees. The present research study will help future academia delve into how EB can significantly impact the engagement and retention of existing employees.

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Exploring the relationship between employer branding and talent retention: the mediation effect of employee engagement10.1108/IJOA-02-2023-3638International Journal of Organizational Analysis2023-05-23© 2023 Emerald Publishing LimitedAvinash ChopraChandan Kumar SahooGokulananda PatelInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-05-2310.1108/IJOA-02-2023-3638https://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3638/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Designing the competency model of human resource managers based on paradox theory (case study: information and communication technology industry)https://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3645/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe main goal of any organization is to achieve the best quality of work through employees, and managers play a very important role in this field. Managers and leaders of organizations often face with paradoxes that make decision-making difficult. The purpose of this paper is to develop a competency model for human resource managers considering the importance of the role of paradoxes for organizations. The research methodology is of a mixed type and with an approach based on paradox theory and using theme analysis and fuzzy Delphi, it seeks to provide a model of paradoxical managers’ competence. The statistical sample included 11 experts working in the information and communication technology industry, who were selected using the snowball and judgmental sampling method. The results of this research show that the competency model of human resource managers has three managerial, organizational and individual levels and has 15 themes including strategic partner, organizational knowledge, awareness of the industry environment, awareness of the external environment, paradoxical thinking, managerial knowledge, relationship management, resource management , leadership, human resources analyzer, information technology (IT) knowledge, personality traits, development, multitasking and cognitive competence. The most important theme identified is paradoxical thinking and familiarity with IT knowledge, and it is suggested that human resource managers working in this field should preferably study technical and engineering fields at the undergraduate level and shift to human resource management fields at the graduate level. The distinguishing feature of this paper is the presentation of a competency model based on paradox theory. Paradoxes are part of organizational life. Therefore, there should be a paradoxical view in all organizational analysis.Designing the competency model of human resource managers based on paradox theory (case study: information and communication technology industry)
Hamid Nayebpour, Saied Sehhat
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The main goal of any organization is to achieve the best quality of work through employees, and managers play a very important role in this field. Managers and leaders of organizations often face with paradoxes that make decision-making difficult. The purpose of this paper is to develop a competency model for human resource managers considering the importance of the role of paradoxes for organizations.

The research methodology is of a mixed type and with an approach based on paradox theory and using theme analysis and fuzzy Delphi, it seeks to provide a model of paradoxical managers’ competence. The statistical sample included 11 experts working in the information and communication technology industry, who were selected using the snowball and judgmental sampling method.

The results of this research show that the competency model of human resource managers has three managerial, organizational and individual levels and has 15 themes including strategic partner, organizational knowledge, awareness of the industry environment, awareness of the external environment, paradoxical thinking, managerial knowledge, relationship management, resource management , leadership, human resources analyzer, information technology (IT) knowledge, personality traits, development, multitasking and cognitive competence. The most important theme identified is paradoxical thinking and familiarity with IT knowledge, and it is suggested that human resource managers working in this field should preferably study technical and engineering fields at the undergraduate level and shift to human resource management fields at the graduate level.

The distinguishing feature of this paper is the presentation of a competency model based on paradox theory. Paradoxes are part of organizational life. Therefore, there should be a paradoxical view in all organizational analysis.

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Designing the competency model of human resource managers based on paradox theory (case study: information and communication technology industry)10.1108/IJOA-02-2023-3645International Journal of Organizational Analysis2023-07-13© 2023 Emerald Publishing LimitedHamid NayebpourSaied SehhatInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-07-1310.1108/IJOA-02-2023-3645https://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3645/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Ambidextrous leadership, social capital, creative behaviour and well-being: a mediation-moderation modelhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3652/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestSince the past two years, workplace dynamics has changed, as employees have witnessed uncertainty and a constantly fluctuating business environment due to COVID-19. The outbreak is nearly over, but it has led to new work settings in most parts of the world. This requires a suitable leadership approach to derive strategic decisions and cultivate proficiency amongst employees in the new work setting. The purpose of the article is to explore the effects of ambidextrous leadership (AL) in boosting social capital (SC) which further lead to employee creative work behavior. Further, the study also examined the moderating role of well-being in enriching creative work behavior. In this study, 281 knowledge workers working in Mumbai were selected as subjects for the study. Structural equation modelling using analysis of moment structure was used to test the mediation. Later, moderated regression analysis confirmed the moderating role of well-being in employee creative behaviour. The results confirmed the role of AL comprising closed and open leadership behaviours in enhancing the SC, which is an important element to cultivate creative behaviour amongst employees. In addition, the role of well-being is found to be critical for enhancing creative work behaviour. The study will help organizations to understand the role of AL, SC and well-being in enhancing creative behaviour amongst knowledge workers. This study contributes to leadership literature by attempting to integrate the concepts of leadership with SC, well-being and creative work behaviour, which has rarely been done in the Indian context.Ambidextrous leadership, social capital, creative behaviour and well-being: a mediation-moderation model
Sarika Jain
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Since the past two years, workplace dynamics has changed, as employees have witnessed uncertainty and a constantly fluctuating business environment due to COVID-19. The outbreak is nearly over, but it has led to new work settings in most parts of the world. This requires a suitable leadership approach to derive strategic decisions and cultivate proficiency amongst employees in the new work setting. The purpose of the article is to explore the effects of ambidextrous leadership (AL) in boosting social capital (SC) which further lead to employee creative work behavior. Further, the study also examined the moderating role of well-being in enriching creative work behavior.

In this study, 281 knowledge workers working in Mumbai were selected as subjects for the study. Structural equation modelling using analysis of moment structure was used to test the mediation. Later, moderated regression analysis confirmed the moderating role of well-being in employee creative behaviour.

The results confirmed the role of AL comprising closed and open leadership behaviours in enhancing the SC, which is an important element to cultivate creative behaviour amongst employees. In addition, the role of well-being is found to be critical for enhancing creative work behaviour.

The study will help organizations to understand the role of AL, SC and well-being in enhancing creative behaviour amongst knowledge workers.

This study contributes to leadership literature by attempting to integrate the concepts of leadership with SC, well-being and creative work behaviour, which has rarely been done in the Indian context.

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Ambidextrous leadership, social capital, creative behaviour and well-being: a mediation-moderation model10.1108/IJOA-02-2023-3652International Journal of Organizational Analysis2023-10-03© 2023 Emerald Publishing LimitedSarika JainInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-10-0310.1108/IJOA-02-2023-3652https://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3652/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
HR’s hands are tied! Perceptions of the role of HR departments in Jordanian organisationshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3656/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe aim of this study is to explore employees’ perceptions of the role of human resources (HR) departments in Jordanian organisations and the reasons behind these perceptions. Semi-structured interviews were conducted with 23 employees who work at different organisations in various industrial sectors in Jordan. Employees perceive HR roles as: providing transactional services (traditional); working as business partners to facilitate other departments’ roles (limited). Perceptions of HR professionals and the role of HR departments were generally negative, due to: societal-cultural norms and stereotypes of HR departments and HR professionals; the role of Wasta (a localised form of favouritism) in affecting HR practices; employees’ personal experiences with HR departments and HR professionals at their workplace; and the non-availability of human resources management (HRM) degrees in Jordan. Limited research has explored varying perceptions about HR departments and their impacts on business contexts in emerging markets, including Jordan. This research is unique as it identifies the reasons behind common misconceptions of HR roles in Jordanian organisations. It extends beyond existing literature by integrating employees’ perceptions of the role of the HR departments to understand the consequences for HR practices’ operational effectiveness. It also pioneers consideration of societal culture in shaping these perceptions, which helps us build theories for future testing and generalisation purposes in other contexts with cultural commonalities. This study also highlights the current state of HRM development in Jordan, which helps in setting the agenda for future research in the country and the Middle East and North Africa region.HR’s hands are tied! Perceptions of the role of HR departments in Jordanian organisations
Arwa Al-Twal, Doaa M.F. Jarrar, Ghazal Fakhoury, Rashed Aljbour
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The aim of this study is to explore employees’ perceptions of the role of human resources (HR) departments in Jordanian organisations and the reasons behind these perceptions.

Semi-structured interviews were conducted with 23 employees who work at different organisations in various industrial sectors in Jordan.

Employees perceive HR roles as: providing transactional services (traditional); working as business partners to facilitate other departments’ roles (limited). Perceptions of HR professionals and the role of HR departments were generally negative, due to: societal-cultural norms and stereotypes of HR departments and HR professionals; the role of Wasta (a localised form of favouritism) in affecting HR practices; employees’ personal experiences with HR departments and HR professionals at their workplace; and the non-availability of human resources management (HRM) degrees in Jordan.

Limited research has explored varying perceptions about HR departments and their impacts on business contexts in emerging markets, including Jordan. This research is unique as it identifies the reasons behind common misconceptions of HR roles in Jordanian organisations. It extends beyond existing literature by integrating employees’ perceptions of the role of the HR departments to understand the consequences for HR practices’ operational effectiveness. It also pioneers consideration of societal culture in shaping these perceptions, which helps us build theories for future testing and generalisation purposes in other contexts with cultural commonalities. This study also highlights the current state of HRM development in Jordan, which helps in setting the agenda for future research in the country and the Middle East and North Africa region.

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HR’s hands are tied! Perceptions of the role of HR departments in Jordanian organisations10.1108/IJOA-02-2023-3656International Journal of Organizational Analysis2023-08-29© 2023 Emerald Publishing LimitedArwa Al-TwalDoaa M.F. JarrarGhazal FakhouryRashed AljbourInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-08-2910.1108/IJOA-02-2023-3656https://www.emerald.com/insight/content/doi/10.1108/IJOA-02-2023-3656/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Organizational communication strategies in response to major disruptions: the case of the worsening situation in the Russia-Ukraine conflicthttps://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2023-3658/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to understand communication strategies formed by multinational subsidiaries in a transition economy during disruptive events. The authors develop and test a framework based on political realism and situational crisis communication theory (SCCT). The authors collect and analyze communication statements from multinational subsidiaries located in Russia and made in the first two months (March–April, 2022) of the Russia–Ukraine conflict. This study’s main findings are twofold. First, this study extends SCCT by showing that multinational subsidiaries use communication strategies that go beyond the traditional categories of diminish, rebuild and bolster. In particular, this study identifies so-called “shut the door” and “burning bridges” methods as possible industrial and home country contingent communication strategies. Second, this study shows that possession of a political realism lens provides us with powerful communication strategies made requisite during disruptive events. The results provide practical hands-on advice for subsidiary managers on how to communicate effectively and efficiently during disruptive events such as the one described. This study offers novel communication strategies that help to understand the wider implications for managers in both home and host countries. To the best of the authors’ knowledge, this is one of the first papers to apply SCCT and political realism to a current disruptive event for multinational enterprises, i.e. the ongoing Russia–Ukraine conflict. In that context, this study expands both perspectives by highlighting their complementarities and their conceptual boundaries. The authors can base those insights on two unique and purpose-built databases of multinational subsidiary characteristics in Russia-proper.Organizational communication strategies in response to major disruptions: the case of the worsening situation in the Russia-Ukraine conflict
Igor Gurkov, Sven Dahms
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to understand communication strategies formed by multinational subsidiaries in a transition economy during disruptive events. The authors develop and test a framework based on political realism and situational crisis communication theory (SCCT).

The authors collect and analyze communication statements from multinational subsidiaries located in Russia and made in the first two months (March–April, 2022) of the Russia–Ukraine conflict.

This study’s main findings are twofold. First, this study extends SCCT by showing that multinational subsidiaries use communication strategies that go beyond the traditional categories of diminish, rebuild and bolster. In particular, this study identifies so-called “shut the door” and “burning bridges” methods as possible industrial and home country contingent communication strategies. Second, this study shows that possession of a political realism lens provides us with powerful communication strategies made requisite during disruptive events.

The results provide practical hands-on advice for subsidiary managers on how to communicate effectively and efficiently during disruptive events such as the one described. This study offers novel communication strategies that help to understand the wider implications for managers in both home and host countries.

To the best of the authors’ knowledge, this is one of the first papers to apply SCCT and political realism to a current disruptive event for multinational enterprises, i.e. the ongoing Russia–Ukraine conflict. In that context, this study expands both perspectives by highlighting their complementarities and their conceptual boundaries. The authors can base those insights on two unique and purpose-built databases of multinational subsidiary characteristics in Russia-proper.

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Organizational communication strategies in response to major disruptions: the case of the worsening situation in the Russia-Ukraine conflict10.1108/IJOA-03-2023-3658International Journal of Organizational Analysis2023-07-17© 2023 Emerald Publishing LimitedIgor GurkovSven DahmsInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-07-1710.1108/IJOA-03-2023-3658https://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2023-3658/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The relationship between the performance of human resources and the success of the business projecthttps://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2023-3662/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to identify the influence exerted by the performance of human resources (HR) through effectiveness and efficiency in the success of business projects in Mexico. The methodological design was quantitative, explanatory, observational and transversal, where a sample of 502 was used. A structural equation model (SEM) was developed using the statistical software AMOS v25 to test the hypothesis. SPSS v25 was used for data analysis. Regarding the goodness and fit indices of the SEM, χ2 = 388.83/df = 143; χ2/df = 2.71; p < 0.001; GFI = 0.92; AGFI = 0.91; CFI = 0.96; TLI = 0.95; NFI = 0.94; IFI = 0.96; RMSEA = 0.05; RMR = 0.04; SRMR = 0.03, which turned out to be acceptable. Through the results obtained through the SEM, it is shown that there is a positive and significant relationship between the performance of HR through their effectiveness (r = 0.65, p < 0.01) and efficiency (r = 0.64, p < 0.01) with respect to the success of the business projects. Likewise, the effectiveness of HR has a positive and significant influence on the efficiency (ß2 = 0.46; p < 0.001) and the success of business projects (ß3 = 0.89; p < 0.001) in Mexico. In the same way, efficiency positively and significantly influences the success of enterprises (ß4 = 0.35; p < 0.001) in Mexico. In this research, only the performance of the HR was assessed through efficiency and effectiveness as one of the variables that intervene in the development of the business project, and that is one of the main factors of analysis to achieve the success of the enterprise. In this sense, the results are limited to the extent that the findings can be generalized to business projects that are developed in different entities such as universities, incubators and other instances that promote the development of business projects and thereby guarantee success. In this sense, it is considered to carry out more research regarding these variables and others that can study the phenomenon and generate new scientific research. HR performance is considered as one of the main factors that allow the success of business projects. However, some practical limitations are determined by the vision, strategies, as well as the orientation that entities such as universities, and incubators, among other organizations, determine to develop the business project and thus guarantee its success. Other practical implications lie in the leadership that the entrepreneur exercises in his/her work team and collaborators to generate synergy between them considering culture and identity, as well as the commitment to the business project. The findings are relevant and of great value because they support entrepreneurship models, giving an alternative focus in the study to achieve success, specifically in the state of Guanajuato, which represents one of the main states that have with a greater number of ventures focused on the automotive, food, leather and footwear cluster, among other SMEs that promote business projects and is one of the main states of the Mexican Republic that contributes to the economic development of the region as well as the nation. Likewise, the study is relevant because there is currently not enough research focused on the variables analyzed on the success of business projects in the Mexican context.The relationship between the performance of human resources and the success of the business project
Jorge Armando López-Lemus, María Teresa De la Garza Carranza, Monica Lucia Reyes-Berlanga, Jose Guadalupe Lopez-Lemus
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to identify the influence exerted by the performance of human resources (HR) through effectiveness and efficiency in the success of business projects in Mexico.

The methodological design was quantitative, explanatory, observational and transversal, where a sample of 502 was used. A structural equation model (SEM) was developed using the statistical software AMOS v25 to test the hypothesis. SPSS v25 was used for data analysis. Regarding the goodness and fit indices of the SEM, χ2 = 388.83/df = 143; χ2/df = 2.71; p < 0.001; GFI = 0.92; AGFI = 0.91; CFI = 0.96; TLI = 0.95; NFI = 0.94; IFI = 0.96; RMSEA = 0.05; RMR = 0.04; SRMR = 0.03, which turned out to be acceptable.

Through the results obtained through the SEM, it is shown that there is a positive and significant relationship between the performance of HR through their effectiveness (r = 0.65, p < 0.01) and efficiency (r = 0.64, p < 0.01) with respect to the success of the business projects. Likewise, the effectiveness of HR has a positive and significant influence on the efficiency (ß2 = 0.46; p < 0.001) and the success of business projects (ß3 = 0.89; p < 0.001) in Mexico. In the same way, efficiency positively and significantly influences the success of enterprises (ß4 = 0.35; p < 0.001) in Mexico.

In this research, only the performance of the HR was assessed through efficiency and effectiveness as one of the variables that intervene in the development of the business project, and that is one of the main factors of analysis to achieve the success of the enterprise. In this sense, the results are limited to the extent that the findings can be generalized to business projects that are developed in different entities such as universities, incubators and other instances that promote the development of business projects and thereby guarantee success. In this sense, it is considered to carry out more research regarding these variables and others that can study the phenomenon and generate new scientific research.

HR performance is considered as one of the main factors that allow the success of business projects. However, some practical limitations are determined by the vision, strategies, as well as the orientation that entities such as universities, and incubators, among other organizations, determine to develop the business project and thus guarantee its success. Other practical implications lie in the leadership that the entrepreneur exercises in his/her work team and collaborators to generate synergy between them considering culture and identity, as well as the commitment to the business project.

The findings are relevant and of great value because they support entrepreneurship models, giving an alternative focus in the study to achieve success, specifically in the state of Guanajuato, which represents one of the main states that have with a greater number of ventures focused on the automotive, food, leather and footwear cluster, among other SMEs that promote business projects and is one of the main states of the Mexican Republic that contributes to the economic development of the region as well as the nation. Likewise, the study is relevant because there is currently not enough research focused on the variables analyzed on the success of business projects in the Mexican context.

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The relationship between the performance of human resources and the success of the business project10.1108/IJOA-03-2023-3662International Journal of Organizational Analysis2023-08-30© 2023 Emerald Publishing LimitedJorge Armando López-LemusMaría Teresa De la Garza CarranzaMonica Lucia Reyes-BerlangaJose Guadalupe Lopez-LemusInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-08-3010.1108/IJOA-03-2023-3662https://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2023-3662/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
“Attrition” versus “intention to stay”: are and viable retention strategies in the “Great Resignation” context?https://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2023-3664/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to understand whether the relationship between psychological empowerment, psychological well-being and higher person–job fit based on the self-determination theory could have mitigated the Great Resignation crisis. A cross-sectional study was conducted by collecting data from 351 respondents working in Indian organizations (Nifty, 2020) using a standardized questionnaire by using the multifaceted psychological construct within the work context. This study highlights that a moderated mediation relationship between psychological empowerment (specifically “impact” or “choice”) and psychological well-being (specifically “environmental mastery”) is impacted by the person–job “demand-abilities” fit and enhances the intention to stay in the current “great resignation” context. The authors map the theoretical and empirical research of the “intention to stay” by developing the “demand-abilities” fit, which leads to higher levels of psychological empowerment and psychological well-being to build adaptability through effective learning practices. The authors establish the underlying linkages and future research agenda to strengthen the “intention to stay” during the extraordinarily stressful context of the covid-19 pandemic.“Attrition” versus “intention to stay”: are and viable retention strategies in the “Great Resignation” context?
Warren Stanley Patrick, Munish Thakur, Jatinder Kumar Jha
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to understand whether the relationship between psychological empowerment, psychological well-being and higher person–job fit based on the self-determination theory could have mitigated the Great Resignation crisis.

A cross-sectional study was conducted by collecting data from 351 respondents working in Indian organizations (Nifty, 2020) using a standardized questionnaire by using the multifaceted psychological construct within the work context.

This study highlights that a moderated mediation relationship between psychological empowerment (specifically “impact” or “choice”) and psychological well-being (specifically “environmental mastery”) is impacted by the person–job “demand-abilities” fit and enhances the intention to stay in the current “great resignation” context.

The authors map the theoretical and empirical research of the “intention to stay” by developing the “demand-abilities” fit, which leads to higher levels of psychological empowerment and psychological well-being to build adaptability through effective learning practices.

The authors establish the underlying linkages and future research agenda to strengthen the “intention to stay” during the extraordinarily stressful context of the covid-19 pandemic.

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“Attrition” versus “intention to stay”: are and viable retention strategies in the “Great Resignation” context?10.1108/IJOA-03-2023-3664International Journal of Organizational Analysis2023-06-13© 2023 Emerald Publishing LimitedWarren Stanley PatrickMunish ThakurJatinder Kumar JhaInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-06-1310.1108/IJOA-03-2023-3664https://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2023-3664/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Psychological well-being of small enterprise employees: a multi-theoretical perspectivehttps://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2023-3673/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to suggest a multi-theoretical explanation using a success story to explain psychological well-being (PWB) among employees of K.C, a small enterprise found in Uganda, a developing country in Africa. The study used qualitative methodology. Based on in-depth interviews with K.C employees, a story was developed describing the practical experience, focusing on the context, actions, results and lessons learnt. Regarding the sample size, the saturation point was attained on the seventh participant. Findings reveal that employees that possess psychological capital set targets and generate avenues that allow them to achieve set goals, with personal initiative that makes them proactive to accomplish work tasks and individual adaptability that enables them to adjust their emotions and behavior to fit in a complex working environment, which makes them to think, feel and act positively. Furthermore, several theories, including broaden and build, personal initiative and complex adaptive systems theory, explain the manifestations of PWB of employees in small enterprises. The study was limited by focusing on the context of a small enterprise. Future research may investigate other study contexts whose findings might be different. In addition, the study being hypothetical lacked statistical testing. It would be a meaningful effort if future studies statistically tested the suggested model. Irrespective of the limitations, the findings of this study remain significant. In practice, employees may replicate these findings to nurture PWB which eventually contributes to enterprises’ success. This could provide answers to the psychological challenges experienced by employees of small enterprises, especially in the African developing countries like Uganda where this is a major challenge. Specifically, the workers of K.C enterprise may depend on their PWB to deal with workplace challenges and sustain the enterprise’s performance. Socially, there is need to embrace positive social relationships among employees at the work place which will translate into well-being of society. This paper is exceptional because it uses a success story showing practical experiences of how PWB of employees in small enterprises is nurtured in Uganda. In addition, a multi-theoretical perspective is used to explain the manifestations in the story, which is the greatest contribution of this paper. Further, a conceptual model is still proposed, depicting psychological capital, personal initiative and individual adaptability as antecedents of PWB.Psychological well-being of small enterprise employees: a multi-theoretical perspective
Agnes Tabala, John C. Munene, James Kagaari, Samuel Mafabi, Jannat Kyogabiirwe
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to suggest a multi-theoretical explanation using a success story to explain psychological well-being (PWB) among employees of K.C, a small enterprise found in Uganda, a developing country in Africa.

The study used qualitative methodology. Based on in-depth interviews with K.C employees, a story was developed describing the practical experience, focusing on the context, actions, results and lessons learnt. Regarding the sample size, the saturation point was attained on the seventh participant.

Findings reveal that employees that possess psychological capital set targets and generate avenues that allow them to achieve set goals, with personal initiative that makes them proactive to accomplish work tasks and individual adaptability that enables them to adjust their emotions and behavior to fit in a complex working environment, which makes them to think, feel and act positively. Furthermore, several theories, including broaden and build, personal initiative and complex adaptive systems theory, explain the manifestations of PWB of employees in small enterprises.

The study was limited by focusing on the context of a small enterprise. Future research may investigate other study contexts whose findings might be different. In addition, the study being hypothetical lacked statistical testing. It would be a meaningful effort if future studies statistically tested the suggested model. Irrespective of the limitations, the findings of this study remain significant.

In practice, employees may replicate these findings to nurture PWB which eventually contributes to enterprises’ success. This could provide answers to the psychological challenges experienced by employees of small enterprises, especially in the African developing countries like Uganda where this is a major challenge. Specifically, the workers of K.C enterprise may depend on their PWB to deal with workplace challenges and sustain the enterprise’s performance.

Socially, there is need to embrace positive social relationships among employees at the work place which will translate into well-being of society.

This paper is exceptional because it uses a success story showing practical experiences of how PWB of employees in small enterprises is nurtured in Uganda. In addition, a multi-theoretical perspective is used to explain the manifestations in the story, which is the greatest contribution of this paper. Further, a conceptual model is still proposed, depicting psychological capital, personal initiative and individual adaptability as antecedents of PWB.

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Psychological well-being of small enterprise employees: a multi-theoretical perspective10.1108/IJOA-03-2023-3673International Journal of Organizational Analysis2023-10-30© 2023 Emerald Publishing LimitedAgnes TabalaJohn C. MuneneJames KagaariSamuel MafabiJannat KyogabiirweInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-10-3010.1108/IJOA-03-2023-3673https://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2023-3673/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Matching, not merging: how change agents deal with multiple organisation conceptshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2023-3676/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestOrganisation concepts consist of prescriptive ideas concerning how to manage or organise. The simultaneous use of multiple concepts in an organisation may create synergies but also confusion and conflicts. This paper aims to explore how change agents deal with the simultaneous use of multiple organisation concepts within a single organisation. A qualitative case study of a Norwegian energy company using lean, agile and design thinking. The findings show that change agents compare the concepts with each other and recognise commonalities and differences. They also match individual concepts and tools to the nature of tasks, the different phases of projects/initiatives based on their perceived maturity or internal communities. Most agents emphasise similarities between concepts and complementarities between tools. This approach creates a versatile toolbox for improvement. Companies making use of multiple organisation concepts should continuously discuss and actively manage the tensions that exist between concepts while establishing a unified approach and common culture for improvement. This study offers a novel understanding of how change agents make sense of different approaches to improvement within a single organisation.Matching, not merging: how change agents deal with multiple organisation concepts
Christopher Berg, Jos Benders, Jonas A. Ingvaldsen
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Organisation concepts consist of prescriptive ideas concerning how to manage or organise. The simultaneous use of multiple concepts in an organisation may create synergies but also confusion and conflicts. This paper aims to explore how change agents deal with the simultaneous use of multiple organisation concepts within a single organisation.

A qualitative case study of a Norwegian energy company using lean, agile and design thinking.

The findings show that change agents compare the concepts with each other and recognise commonalities and differences. They also match individual concepts and tools to the nature of tasks, the different phases of projects/initiatives based on their perceived maturity or internal communities. Most agents emphasise similarities between concepts and complementarities between tools. This approach creates a versatile toolbox for improvement.

Companies making use of multiple organisation concepts should continuously discuss and actively manage the tensions that exist between concepts while establishing a unified approach and common culture for improvement.

This study offers a novel understanding of how change agents make sense of different approaches to improvement within a single organisation.

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Matching, not merging: how change agents deal with multiple organisation concepts10.1108/IJOA-03-2023-3676International Journal of Organizational Analysis2023-06-28© 2023 Emerald Publishing LimitedChristopher BergJos BendersJonas A. IngvaldsenInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-06-2810.1108/IJOA-03-2023-3676https://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2023-3676/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Self-control and emotional exhaustion: mediating role of effort-reward imbalance and emotional demandshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2023-3690/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to study the relationship between trait self-control (TSC) and emotional exhaustion, and to examine the mediating role of effort–reward imbalance (ERI) and emotional demands. A quantitative study was conducted using data from 441 employees working in different organizations in the information technology sector in India. PROCESS macro with a bootstrap sample size of 5,000 was used for mediation analysis. TSC demonstrated a significant negative relationship with emotional exhaustion. Results indicated the crucial role played by ERI and emotional demands in influencing the emotional exhaustion of employees with higher TSC. This study adds substantially to our knowledge of the role of TSC in employee experiences of emotional exhaustion. Results suggest how employees’ ERI perceptions and experiences of emotional demands determine whether higher TSC would reduce experiences of exhaustion. This adds to the knowledge of positive outcomes of self-control while throwing some light on why the use of self-control does not always incur a psychological cost, as suggested by some studies. The findings suggest that self-control is an individual resource that has the ability to alleviate emotional exhaustion through its influence on employees‘ effort–reward perceptions and experiences of emotional demands.Self-control and emotional exhaustion: mediating role of effort-reward imbalance and emotional demands
Padma Tripathi, Ankit , Pushpendra Priyadarshi
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to study the relationship between trait self-control (TSC) and emotional exhaustion, and to examine the mediating role of effort–reward imbalance (ERI) and emotional demands.

A quantitative study was conducted using data from 441 employees working in different organizations in the information technology sector in India. PROCESS macro with a bootstrap sample size of 5,000 was used for mediation analysis.

TSC demonstrated a significant negative relationship with emotional exhaustion. Results indicated the crucial role played by ERI and emotional demands in influencing the emotional exhaustion of employees with higher TSC.

This study adds substantially to our knowledge of the role of TSC in employee experiences of emotional exhaustion. Results suggest how employees’ ERI perceptions and experiences of emotional demands determine whether higher TSC would reduce experiences of exhaustion. This adds to the knowledge of positive outcomes of self-control while throwing some light on why the use of self-control does not always incur a psychological cost, as suggested by some studies. The findings suggest that self-control is an individual resource that has the ability to alleviate emotional exhaustion through its influence on employees‘ effort–reward perceptions and experiences of emotional demands.

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Self-control and emotional exhaustion: mediating role of effort-reward imbalance and emotional demands10.1108/IJOA-03-2023-3690International Journal of Organizational Analysis2023-09-08© 2023 Emerald Publishing LimitedPadma TripathiAnkit Pushpendra PriyadarshiInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-09-0810.1108/IJOA-03-2023-3690https://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2023-3690/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Learning goal orientation and turnover intention: an interplay between cultural intelligence and organisational commitmenthttps://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2023-3697/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to examine the relationship between cultural intelligence and organisational commitment and its effect on learning goal orientation and turnover intention within the expatriate society of the United Arab Emirates (UAE). A survey instrument was developed to collect data from 173 non-management expatriates employed by multinational corporations located in Dubai, UAE. SmartPLS bootstrap software was used to analyse the path coefficients and test the research hypotheses. The results demonstrate that cultural intelligence enhances both learning goal orientation and turnover intention of expatriates. Moreover, organisational commitment partially mediates the relationship between cultural intelligence and turnover intention/learning goal orientation. This study contributes by advancing extant knowledge with regard to cultural intelligence and organisational commitment effects on turnover intention and learning goal orientation of expatriates within a context of high cultural heterogeneity.Learning goal orientation and turnover intention: an interplay between cultural intelligence and organisational commitment
Hanan AlMazrouei, Virginia Bodolica, Robert Zacca
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to examine the relationship between cultural intelligence and organisational commitment and its effect on learning goal orientation and turnover intention within the expatriate society of the United Arab Emirates (UAE).

A survey instrument was developed to collect data from 173 non-management expatriates employed by multinational corporations located in Dubai, UAE. SmartPLS bootstrap software was used to analyse the path coefficients and test the research hypotheses.

The results demonstrate that cultural intelligence enhances both learning goal orientation and turnover intention of expatriates. Moreover, organisational commitment partially mediates the relationship between cultural intelligence and turnover intention/learning goal orientation.

This study contributes by advancing extant knowledge with regard to cultural intelligence and organisational commitment effects on turnover intention and learning goal orientation of expatriates within a context of high cultural heterogeneity.

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Learning goal orientation and turnover intention: an interplay between cultural intelligence and organisational commitment10.1108/IJOA-03-2023-3697International Journal of Organizational Analysis2023-09-12© 2023 Emerald Publishing LimitedHanan AlMazroueiVirginia BodolicaRobert ZaccaInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-09-1210.1108/IJOA-03-2023-3697https://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2023-3697/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Corporate social responsibility and customer loyalty: mediating role of corporate reputation among Generation Z customers of Nepali commercial bankshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2023-3701/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDrawing on social identity, signalling and stakeholder theories, this paper aims to examine corporate reputation’s (CR) mediating role concerning corporate social responsibility (CSR) and customer loyalty (CL) among Generation Z customers of Nepali commercial banks. The research applied a cross-sectional survey research design to collect data from 281 customers of Nepali commercial banks. The study used a purposive sampling method to reach the respondents and partial least squares structural equation model was used to test the hypotheses. The results reveal that CSR significantly influences CR and CL. Likewise, CR positively influences CL. Moreover, CR partially mediates the relationship between CSR and CL. It implies that CSR and CR are critical variables for CL among Generation Z customers of Nepali commercial banks. This study focuses on understanding the importance of CSR to Nepalese commercial bank managers to create a better customer base by focusing on the CSR dimensions, i.e. economic, environmental and social. It adds to the literature on the theoretical aspect of the study of CSR, particularly in the banking industry. It has initially investigated CSR as a higher-order construct to explain the meditational mechanism of CR concerning CSR and CL. Moreover, the study examined the issue of endogeneity.Corporate social responsibility and customer loyalty: mediating role of corporate reputation among Generation Z customers of Nepali commercial banks
Gopal Subedi, Laxman Pokhrel, Dinesh Basnet
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Drawing on social identity, signalling and stakeholder theories, this paper aims to examine corporate reputation’s (CR) mediating role concerning corporate social responsibility (CSR) and customer loyalty (CL) among Generation Z customers of Nepali commercial banks.

The research applied a cross-sectional survey research design to collect data from 281 customers of Nepali commercial banks. The study used a purposive sampling method to reach the respondents and partial least squares structural equation model was used to test the hypotheses.

The results reveal that CSR significantly influences CR and CL. Likewise, CR positively influences CL. Moreover, CR partially mediates the relationship between CSR and CL. It implies that CSR and CR are critical variables for CL among Generation Z customers of Nepali commercial banks.

This study focuses on understanding the importance of CSR to Nepalese commercial bank managers to create a better customer base by focusing on the CSR dimensions, i.e. economic, environmental and social. It adds to the literature on the theoretical aspect of the study of CSR, particularly in the banking industry.

It has initially investigated CSR as a higher-order construct to explain the meditational mechanism of CR concerning CSR and CL. Moreover, the study examined the issue of endogeneity.

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Corporate social responsibility and customer loyalty: mediating role of corporate reputation among Generation Z customers of Nepali commercial banks10.1108/IJOA-03-2023-3701International Journal of Organizational Analysis2023-09-12© 2023 Emerald Publishing LimitedGopal SubediLaxman PokhrelDinesh BasnetInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-09-1210.1108/IJOA-03-2023-3701https://www.emerald.com/insight/content/doi/10.1108/IJOA-03-2023-3701/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Soft HRM bundles: a potential toolkit for future crisis managementhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-04-2023-3706/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper spans twofold. Firstly, to investigate Human Resource Management practices (HRMP) adopted by organisations during the pandemic. Secondly, to bundle similar HRMP into Human Resource Management (HRM) bundles that provided unhindered organisational support to employees during the crisis. The authors conducted 39 in-depth interviews across industries using a semi-structured interview schedule. Thereafter, the authors transcribed the interviews verbatim and analysed them thematically using MAXQDA 2021. The study identifies effective practices during times of uncertainty and how soft HRM practices helped organisations survive during a crisis. When bundled together, these practices enabled organisations to continue operations during the pandemic, keeping their employees engaged and motivated. Based on the learnings from the COVID-19 pandemic, the study provides a toolkit of HRMP bundles that organisations can adopt for future crisis management, enhancing the organisations’ absorptive capacity. The study investigates the practices incorporated during COVID-19, leading to the identification of soft HRM bundles. The study adds value to the existing domain of HRM by including a unique set of soft HRMP bundles that have not been discussed in earlier studies and could be of high utility to organisations during the crisis.Soft HRM bundles: a potential toolkit for future crisis management
Naman Dubey, Semsang Dolma Bomzon, Ashutosh Bishnu Murti, Basav Roychoudhury
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper spans twofold. Firstly, to investigate Human Resource Management practices (HRMP) adopted by organisations during the pandemic. Secondly, to bundle similar HRMP into Human Resource Management (HRM) bundles that provided unhindered organisational support to employees during the crisis.

The authors conducted 39 in-depth interviews across industries using a semi-structured interview schedule. Thereafter, the authors transcribed the interviews verbatim and analysed them thematically using MAXQDA 2021.

The study identifies effective practices during times of uncertainty and how soft HRM practices helped organisations survive during a crisis. When bundled together, these practices enabled organisations to continue operations during the pandemic, keeping their employees engaged and motivated.

Based on the learnings from the COVID-19 pandemic, the study provides a toolkit of HRMP bundles that organisations can adopt for future crisis management, enhancing the organisations’ absorptive capacity.

The study investigates the practices incorporated during COVID-19, leading to the identification of soft HRM bundles. The study adds value to the existing domain of HRM by including a unique set of soft HRMP bundles that have not been discussed in earlier studies and could be of high utility to organisations during the crisis.

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Soft HRM bundles: a potential toolkit for future crisis management10.1108/IJOA-04-2023-3706International Journal of Organizational Analysis2024-01-11© 2024 Emerald Publishing LimitedNaman DubeySemsang Dolma BomzonAshutosh Bishnu MurtiBasav RoychoudhuryInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-01-1110.1108/IJOA-04-2023-3706https://www.emerald.com/insight/content/doi/10.1108/IJOA-04-2023-3706/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Do institutional investors affect corporate governance through proxy voting and shareholder activism? Evidence from Indiahttps://www.emerald.com/insight/content/doi/10.1108/IJOA-04-2023-3718/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to examine the role of institutional investors (using proxy voting and voice) in influencing the decisions and governance landscape of their investee firms. The authors use exploratory research design due to the underdevelopment of the problem phenomena, especially in the context of emerging economies. Using asset management companies (AMC) as a proxy for institutional investors, the authors use a multiple case study design. This design was relevant in the setting as it assured triangulation by studying the same phenomenon across firms with distinct characteristics. The authors sourced the data for the multiple cases from primary sources (such as semi-structured interviews) and secondary sources (such as official Webpages and social media pages of AMC and examination of archival documents). Finally, the authors used qualitative content analysis to analyse the data. The findings suggest that shareholder activism by institutional investors has grown in India over the period, particularly in matters related to corporate governance, related party transactions, remuneration and compensation. These AMC in India use proxy voting services for advising on voting resolutions in their investee companies. However, voting by AMC does not generally affect resolution results. This is particularly true in the presence of a high concentration of promoter holdings in investee companies. The study is a novel attempt in an emerging market context to explore the role of institutional investors in influencing firm decisions and improving the governance landscape of the company using proxy voting and voice. This is especially important as the institutional framework in emerging markets is not as strong as in developed markets.Do institutional investors affect corporate governance through proxy voting and shareholder activism? Evidence from India
Irfan Rashid Ganie, Arunima Haldar, Tahir Ahmad Wani, Hemant Manuj
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to examine the role of institutional investors (using proxy voting and voice) in influencing the decisions and governance landscape of their investee firms.

The authors use exploratory research design due to the underdevelopment of the problem phenomena, especially in the context of emerging economies. Using asset management companies (AMC) as a proxy for institutional investors, the authors use a multiple case study design. This design was relevant in the setting as it assured triangulation by studying the same phenomenon across firms with distinct characteristics. The authors sourced the data for the multiple cases from primary sources (such as semi-structured interviews) and secondary sources (such as official Webpages and social media pages of AMC and examination of archival documents). Finally, the authors used qualitative content analysis to analyse the data.

The findings suggest that shareholder activism by institutional investors has grown in India over the period, particularly in matters related to corporate governance, related party transactions, remuneration and compensation. These AMC in India use proxy voting services for advising on voting resolutions in their investee companies. However, voting by AMC does not generally affect resolution results. This is particularly true in the presence of a high concentration of promoter holdings in investee companies.

The study is a novel attempt in an emerging market context to explore the role of institutional investors in influencing firm decisions and improving the governance landscape of the company using proxy voting and voice. This is especially important as the institutional framework in emerging markets is not as strong as in developed markets.

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Do institutional investors affect corporate governance through proxy voting and shareholder activism? Evidence from India10.1108/IJOA-04-2023-3718International Journal of Organizational Analysis2023-12-28© 2023 Emerald Publishing LimitedIrfan Rashid GanieArunima HaldarTahir Ahmad WaniHemant ManujInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-12-2810.1108/IJOA-04-2023-3718https://www.emerald.com/insight/content/doi/10.1108/IJOA-04-2023-3718/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The supportive side of organisational socialisation: how it boosts employee commitmenthttps://www.emerald.com/insight/content/doi/10.1108/IJOA-04-2023-3742/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study is to investigate the impact of organisational socialisation tactics, namely, context-based, content-based and social-based tactics, on affective commitment by the mediating role of perceived organisational support. A quantitative study was conducted using a judgmental sample of 119 newcomers with one-year experience or less in Jordanian small and medium-sized enterprises. The collected data were analysed using bootstrapped procedure by the partial least squares-structural equation modelling. The empirical results show that perceived organisational support plays a crucial role in mediating the relationships between socialisation tactics and affective commitment. Specifically, both social-based tactics and content-based tactics have a significant indirect effect on affective commitment through perceived organisational support. However, context-based tactics do not directly or indirectly influence affective commitment or perceived organisational support significantly. To the best of the authors’ knowledge, this study is among the first studies in the Jordanian context that investigate the relationship between organisational socialisation and affective commitment by the mediating role of perceived organisational support, thus adding originality to the existing literature. Furthermore, this study contributes to the scholarly debate on the relationship between socialisation and outcomes.The supportive side of organisational socialisation: how it boosts employee commitment
Mohammad Suleiman Awwad, Ahmad Nasser Abuzaid, Manaf Al-Okaily, Yazan Mohammad Alqatamin
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this study is to investigate the impact of organisational socialisation tactics, namely, context-based, content-based and social-based tactics, on affective commitment by the mediating role of perceived organisational support.

A quantitative study was conducted using a judgmental sample of 119 newcomers with one-year experience or less in Jordanian small and medium-sized enterprises. The collected data were analysed using bootstrapped procedure by the partial least squares-structural equation modelling.

The empirical results show that perceived organisational support plays a crucial role in mediating the relationships between socialisation tactics and affective commitment. Specifically, both social-based tactics and content-based tactics have a significant indirect effect on affective commitment through perceived organisational support. However, context-based tactics do not directly or indirectly influence affective commitment or perceived organisational support significantly.

To the best of the authors’ knowledge, this study is among the first studies in the Jordanian context that investigate the relationship between organisational socialisation and affective commitment by the mediating role of perceived organisational support, thus adding originality to the existing literature. Furthermore, this study contributes to the scholarly debate on the relationship between socialisation and outcomes.

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The supportive side of organisational socialisation: how it boosts employee commitment10.1108/IJOA-04-2023-3742International Journal of Organizational Analysis2023-10-18© 2023 Emerald Publishing LimitedMohammad Suleiman AwwadAhmad Nasser AbuzaidManaf Al-OkailyYazan Mohammad AlqataminInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-10-1810.1108/IJOA-04-2023-3742https://www.emerald.com/insight/content/doi/10.1108/IJOA-04-2023-3742/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Employees’ preferred extent for working from home – relationships with emotional job and childcare demandshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-04-2023-3743/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestTo better understand employees’ preferred extent for working from home (WFH) setting that implies physical distance from clients and co-workers and enhanced physical proximity to others at home, this study, relying on job-demands resources (J-DR) theory, aims to investigate the relationships between this preference with both the perceived increase in emotional job demands and the exposure to childcare demands. Thus, this study aims to investigate the mediating role of perceived job difficulty in the relationship between emotional job demands and the preferred extent for WFH, and the moderating role of gender in the relationship between the number of children and the preferred extent for WFH. A total of 239 employees who began WFH during the pandemic completed an online survey. Structural equation modelling was conducted to analyse the data and test the hypotheses. As expected, an increase in emotional job demands had a significant negative indirect association with the preferred extent for WFH, through perceived increase in job difficulty. Furthermore, the number of children was negatively related to the preferred extent for WFH among male but not female employees. The findings provide insights for promoting employees’ preferred extent for WFH. The study points to a relationship between emotional job demands and employee attitudes towards WFH in terms of increased job difficulty and the preferred extent for WFH. It also points to the need to investigate the interaction between sex and number of children to understand employees’ preferred extent for WFH.Employees’ preferred extent for working from home – relationships with emotional job and childcare demands
Sarit Rashkovits, Esther Unger-Aviram
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

To better understand employees’ preferred extent for working from home (WFH) setting that implies physical distance from clients and co-workers and enhanced physical proximity to others at home, this study, relying on job-demands resources (J-DR) theory, aims to investigate the relationships between this preference with both the perceived increase in emotional job demands and the exposure to childcare demands. Thus, this study aims to investigate the mediating role of perceived job difficulty in the relationship between emotional job demands and the preferred extent for WFH, and the moderating role of gender in the relationship between the number of children and the preferred extent for WFH.

A total of 239 employees who began WFH during the pandemic completed an online survey. Structural equation modelling was conducted to analyse the data and test the hypotheses.

As expected, an increase in emotional job demands had a significant negative indirect association with the preferred extent for WFH, through perceived increase in job difficulty. Furthermore, the number of children was negatively related to the preferred extent for WFH among male but not female employees.

The findings provide insights for promoting employees’ preferred extent for WFH.

The study points to a relationship between emotional job demands and employee attitudes towards WFH in terms of increased job difficulty and the preferred extent for WFH. It also points to the need to investigate the interaction between sex and number of children to understand employees’ preferred extent for WFH.

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Employees’ preferred extent for working from home – relationships with emotional job and childcare demands10.1108/IJOA-04-2023-3743International Journal of Organizational Analysis2024-01-02© 2023 Emerald Publishing LimitedSarit RashkovitsEsther Unger-AviramInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-01-0210.1108/IJOA-04-2023-3743https://www.emerald.com/insight/content/doi/10.1108/IJOA-04-2023-3743/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Exploring the challenges and facilitators in the adoption of e-HRM practices in Indian higher education institutions: a qualitative explorationhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3745/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDue to government policies, accreditation demands, competition, digital India reforms and National Education Policy (NEP) 2020, the need for electronic human resource management (e-HRM) has increased considerably in the Indian higher education (HE) sector, but the literature has revealed that the adoption of e-HRM practices in Indian HE institutions (HEIs) is still in its embryonic stage; therefore, the purpose of the current qualitative study is to explore the challenges and facilitators of e-HRM adoption in the Indian HE sector through interpretative phenomenological analysis (IPA). The present study incorporates IPA, to capture the personal lived experiences of the HR executives employed in the Indian HEIs. Using purposive sampling, semi-structured interviews were conducted with the HR executives employed in Indian universities and institutions to know the perspectives on the adoption of e-HRM practices in Indian HEIs. The study identified two superordinate themes, namely, challenges and facilitators of e-HRM adoption in the Indian HE sector. The superordinate theme “challenges” comprises eight sub-themes. Further, the theme “facilitators” consists of six subthemes. The study has implications for the stakeholders of the HE sector, i.e. HR practitioners, top executives of the HE sector, government and HE regulators and other stakeholders of the HE sector. This study has given deep insights into the challenges and facilitators in the adoption of e-HRM practices in the Indian HE sector, and to the best of the authors’ knowledge, no study till date has filled this knowledge gap through qualitative exploration using IPA.Exploring the challenges and facilitators in the adoption of e-HRM practices in Indian higher education institutions: a qualitative exploration
Shikha Rana, Divneet Kaur
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Due to government policies, accreditation demands, competition, digital India reforms and National Education Policy (NEP) 2020, the need for electronic human resource management (e-HRM) has increased considerably in the Indian higher education (HE) sector, but the literature has revealed that the adoption of e-HRM practices in Indian HE institutions (HEIs) is still in its embryonic stage; therefore, the purpose of the current qualitative study is to explore the challenges and facilitators of e-HRM adoption in the Indian HE sector through interpretative phenomenological analysis (IPA).

The present study incorporates IPA, to capture the personal lived experiences of the HR executives employed in the Indian HEIs. Using purposive sampling, semi-structured interviews were conducted with the HR executives employed in Indian universities and institutions to know the perspectives on the adoption of e-HRM practices in Indian HEIs.

The study identified two superordinate themes, namely, challenges and facilitators of e-HRM adoption in the Indian HE sector. The superordinate theme “challenges” comprises eight sub-themes. Further, the theme “facilitators” consists of six subthemes.

The study has implications for the stakeholders of the HE sector, i.e. HR practitioners, top executives of the HE sector, government and HE regulators and other stakeholders of the HE sector.

This study has given deep insights into the challenges and facilitators in the adoption of e-HRM practices in the Indian HE sector, and to the best of the authors’ knowledge, no study till date has filled this knowledge gap through qualitative exploration using IPA.

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Exploring the challenges and facilitators in the adoption of e-HRM practices in Indian higher education institutions: a qualitative exploration10.1108/IJOA-05-2023-3745International Journal of Organizational Analysis2023-08-30© 2023 Emerald Publishing LimitedShikha RanaDivneet KaurInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-08-3010.1108/IJOA-05-2023-3745https://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3745/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Work from home and job outcomes: does well-being matter for accountants in a developing country?https://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3749/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestWell-being is an important dimension of human life but plays a controversial role in organizations, especially in different working environments. This study aims to explore the role of well-being in work from home (WFH) context, and its consequence on job outcomes among accountants in a fast-developing country, Vietnam. A quantitative study is conducted with the data from Vietnamese accountants who had to work from home during the pandemic time. Partial least squares structural equation modeling method is applied to analyze the data. The results show a direct and significant relationship of WFH with the employees’ well-being and job satisfaction (JS). Well-being fully mediates the influence of home-based work and JS on job performance. This study generates valuable knowledge and practical implication in organizational policies and initiatives that aim to enhance employees’ well-being and promote positive job outcomes in the context of remote work. Organization employers should take their employees’ well-being as a key factor and consider it in personnel policy to enhance their work performance.Work from home and job outcomes: does well-being matter for accountants in a developing country?
Thi Trang Giang, Cong-Hoang Nguyen, Yi-Hui Ho
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Well-being is an important dimension of human life but plays a controversial role in organizations, especially in different working environments. This study aims to explore the role of well-being in work from home (WFH) context, and its consequence on job outcomes among accountants in a fast-developing country, Vietnam.

A quantitative study is conducted with the data from Vietnamese accountants who had to work from home during the pandemic time. Partial least squares structural equation modeling method is applied to analyze the data.

The results show a direct and significant relationship of WFH with the employees’ well-being and job satisfaction (JS). Well-being fully mediates the influence of home-based work and JS on job performance.

This study generates valuable knowledge and practical implication in organizational policies and initiatives that aim to enhance employees’ well-being and promote positive job outcomes in the context of remote work. Organization employers should take their employees’ well-being as a key factor and consider it in personnel policy to enhance their work performance.

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Work from home and job outcomes: does well-being matter for accountants in a developing country?10.1108/IJOA-05-2023-3749International Journal of Organizational Analysis2023-08-23© 2023 Emerald Publishing LimitedThi Trang GiangCong-Hoang NguyenYi-Hui HoInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-08-2310.1108/IJOA-05-2023-3749https://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3749/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Organisational resilience, ambidexterity and performance: the roles of information technology competencies, digital transformation policies and paradoxical leadershiphttps://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3750/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestIn the current highly volatile and uncertain economic environment, recovery strategies that emphasise attributes and skills are essential for an enterprise to recover and adapt to disruptions. Based on the resource-based view (RBV), this study aims to understand how organisational resilience functions and its outcomes. Specifically, this study establishes links between organisational resilience and internal capabilities in information technology (IT) applications, exploitation-exploration activities and organisational leadership, which are represented by IT competencies, organisational ambidexterity and paradoxical leadership, respectively. The study also analyses the role of government digital transformation policies after the COVID-19 pandemic as an external resource. This study provides empirical evidence of the dynamic relationships between organisational resilience, ambidexterity and performance under the interactions IT competencies, digital transformation policies and paradoxical leadership by using data collected from 336 small- and medium-sized enterprises (SMEs) in Vietnam and the partial least squares-structural equation modelling technique. IT competencies and organisational ambidexterity strengthen organisational resilience, reduce missed opportunities and increase organisations’ responsiveness to market volatility. Increasing organisational ambidexterity and resilience enhances the business performance of SMEs. Paradoxical leadership favours organisational ambidexterity and resilience and their outcomes. Digital transformation policies from the government can support SMEs’ IT competencies and resilience. To the best of the authors’ knowledge, this study based on the RBV is the first to show how integrating external resources with dynamic capabilities such as organisational ambidexterity and resilience can help SMEs build and maintain a sustainable competitive advantage in highly uncertain environments. This research emphasises the vital role of organisational resilience in improvising changes in working processes in response to unexpected events and the importance of a strategy for developing the capability to anticipate a wide variety of situations and seize opportunities quickly.Organisational resilience, ambidexterity and performance: the roles of information technology competencies, digital transformation policies and paradoxical leadership
Hoa D.X. Trieu, Phuong V. Nguyen, Khoa Tien Tran, Demetris Vrontis, Zafar Ahmed
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

In the current highly volatile and uncertain economic environment, recovery strategies that emphasise attributes and skills are essential for an enterprise to recover and adapt to disruptions. Based on the resource-based view (RBV), this study aims to understand how organisational resilience functions and its outcomes. Specifically, this study establishes links between organisational resilience and internal capabilities in information technology (IT) applications, exploitation-exploration activities and organisational leadership, which are represented by IT competencies, organisational ambidexterity and paradoxical leadership, respectively. The study also analyses the role of government digital transformation policies after the COVID-19 pandemic as an external resource.

This study provides empirical evidence of the dynamic relationships between organisational resilience, ambidexterity and performance under the interactions IT competencies, digital transformation policies and paradoxical leadership by using data collected from 336 small- and medium-sized enterprises (SMEs) in Vietnam and the partial least squares-structural equation modelling technique.

IT competencies and organisational ambidexterity strengthen organisational resilience, reduce missed opportunities and increase organisations’ responsiveness to market volatility. Increasing organisational ambidexterity and resilience enhances the business performance of SMEs. Paradoxical leadership favours organisational ambidexterity and resilience and their outcomes. Digital transformation policies from the government can support SMEs’ IT competencies and resilience.

To the best of the authors’ knowledge, this study based on the RBV is the first to show how integrating external resources with dynamic capabilities such as organisational ambidexterity and resilience can help SMEs build and maintain a sustainable competitive advantage in highly uncertain environments. This research emphasises the vital role of organisational resilience in improvising changes in working processes in response to unexpected events and the importance of a strategy for developing the capability to anticipate a wide variety of situations and seize opportunities quickly.

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Organisational resilience, ambidexterity and performance: the roles of information technology competencies, digital transformation policies and paradoxical leadership10.1108/IJOA-05-2023-3750International Journal of Organizational Analysis2023-08-01© 2023 Emerald Publishing LimitedHoa D.X. TrieuPhuong V. NguyenKhoa Tien TranDemetris VrontisZafar AhmedInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-08-0110.1108/IJOA-05-2023-3750https://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3750/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Disaster management timeline: an extended versionhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3757/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to review the stages of the traditional disaster timeline, propose an extended version of this timeline and discuss the disaster strategies relevant to the different stages of the extended timeline. An extensive review of the existing literature was made to discuss the need for an extended version of the conventional disaster timeline and to explain the differences between the various disaster management strategies. The research approach was based on theoretical and practical reasoning underpinned by the literature. The proposed extended disaster timeline allows better allocation of a wider range of management strategies. Successful disaster management depends on prioritisation of efforts and the use of the right strategy(s) at the right time: before, during and after an incident. This study provides a better conceptualisation of the disaster stages and corresponding strategies. It clarifies the role of each strategy, thus linking it more effectively with the disaster timeline. Subsequently, this study is expected to improve decision-making associated with the disaster management process. In the end, it is expected to help transforming the conventional disaster timeline into a more practical one that is result-oriented more than only being a conceptual model. Disaster management strategies are used interchangeably very often in the literature. A few attempts were made to capture multiple strategies in one study to demonstrate what constitutes effective disaster management without mixing irrelevant strategies with the different disaster stages.Disaster management timeline: an extended version
Ihab Hanna Sawalha
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to review the stages of the traditional disaster timeline, propose an extended version of this timeline and discuss the disaster strategies relevant to the different stages of the extended timeline.

An extensive review of the existing literature was made to discuss the need for an extended version of the conventional disaster timeline and to explain the differences between the various disaster management strategies. The research approach was based on theoretical and practical reasoning underpinned by the literature.

The proposed extended disaster timeline allows better allocation of a wider range of management strategies. Successful disaster management depends on prioritisation of efforts and the use of the right strategy(s) at the right time: before, during and after an incident.

This study provides a better conceptualisation of the disaster stages and corresponding strategies. It clarifies the role of each strategy, thus linking it more effectively with the disaster timeline. Subsequently, this study is expected to improve decision-making associated with the disaster management process. In the end, it is expected to help transforming the conventional disaster timeline into a more practical one that is result-oriented more than only being a conceptual model.

Disaster management strategies are used interchangeably very often in the literature. A few attempts were made to capture multiple strategies in one study to demonstrate what constitutes effective disaster management without mixing irrelevant strategies with the different disaster stages.

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Disaster management timeline: an extended version10.1108/IJOA-05-2023-3757International Journal of Organizational Analysis2023-12-11© 2023 Emerald Publishing LimitedIhab Hanna SawalhaInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-12-1110.1108/IJOA-05-2023-3757https://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3757/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
How job autonomy influences life satisfaction: the role of work-family enrichment and segmentation preferencehttps://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3762/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDrawing on conservation of resources theory, this study aims to develop and test a model of moderated mediation in the relationship between job autonomy and employee life satisfaction, focusing on the mediating role of work–family enrichment (WFE) and the moderating role of segmentation preference. Using a time-lagged research design, data were collected from 314 employees representing various organisations in Vietnam. The PROCESS macro in SPSS 20.0 was used to analyse the relationships. The results indicate a positive relationship between job autonomy and employees’ life satisfaction, mediated by WFE. Additionally, the indirect effect of job autonomy on life satisfaction via WFE was weaker when employees preferred high work–family segmentation. The study suggests that organisations can enhance employee life satisfaction by increasing job autonomy and promoting WFE. Organisations can establish a more supportive and engaging work environment that promotes well-being by tailoring these interventions to suit employees’ segmentation preferences. This study contributes to the literature by shedding light on how organisational factors influence employee life satisfaction. It provides the first empirical evidence of a relationship between job autonomy and life satisfaction. It also explores the potential mediation effect of WFE and the moderating effect of segmentation preference.How job autonomy influences life satisfaction: the role of work-family enrichment and segmentation preference
The-Ngan Ma, Hong Van Vu
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Drawing on conservation of resources theory, this study aims to develop and test a model of moderated mediation in the relationship between job autonomy and employee life satisfaction, focusing on the mediating role of work–family enrichment (WFE) and the moderating role of segmentation preference.

Using a time-lagged research design, data were collected from 314 employees representing various organisations in Vietnam. The PROCESS macro in SPSS 20.0 was used to analyse the relationships.

The results indicate a positive relationship between job autonomy and employees’ life satisfaction, mediated by WFE. Additionally, the indirect effect of job autonomy on life satisfaction via WFE was weaker when employees preferred high work–family segmentation.

The study suggests that organisations can enhance employee life satisfaction by increasing job autonomy and promoting WFE. Organisations can establish a more supportive and engaging work environment that promotes well-being by tailoring these interventions to suit employees’ segmentation preferences.

This study contributes to the literature by shedding light on how organisational factors influence employee life satisfaction. It provides the first empirical evidence of a relationship between job autonomy and life satisfaction. It also explores the potential mediation effect of WFE and the moderating effect of segmentation preference.

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How job autonomy influences life satisfaction: the role of work-family enrichment and segmentation preference10.1108/IJOA-05-2023-3762International Journal of Organizational Analysis2023-11-20© 2023 Emerald Publishing LimitedThe-Ngan MaHong Van VuInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-11-2010.1108/IJOA-05-2023-3762https://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3762/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Do workplace practices really matter? Role of ostracism and dehumanization at the workplace and psychological well-being of employeeshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3764/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to explore the dynamics of workplace ostracism and dehumanization behavior and its impact on employees’ psychological contract violation, their revenge intention and psychological well-being. The study has collected data from 329 IT sector employees working in the northern part of India using standard measures for various constructs utilized in the study. For the purpose of testing the proposed hypothesis, partial least square structural equation modeling is used. The results show that all the hypotheses were supported, meaning employees experiencing ostracism and dehumanization at the workplace feel stressed and anxious and develop feelings of revenge, leading them to experience irrational feelings. In the presence of workplace dehumanization and workplace ostracism, employees may experience stress, anxiety and depression. Managers must ensure a psychologically safe environment because if individuals experience ostracism or dehumanization at the workplace, they are going to affect their well-being through revenge intention behavior. Hence, it is important that managers should provide adequate resources to the employees so that they can feel psychologically safe in the workplace and hence can enhance psychological well-being. This study is unique in terms of its contribution to the existing literature by understanding the nuances of workplace ostracism and dehumanization on employee’s well-being. The study also contributes to highlighting the advantages of using tools to establish psychological safety.Do workplace practices really matter? Role of ostracism and dehumanization at the workplace and psychological well-being of employees
Shalini Srivastava, Swati Dhir
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to explore the dynamics of workplace ostracism and dehumanization behavior and its impact on employees’ psychological contract violation, their revenge intention and psychological well-being.

The study has collected data from 329 IT sector employees working in the northern part of India using standard measures for various constructs utilized in the study. For the purpose of testing the proposed hypothesis, partial least square structural equation modeling is used.

The results show that all the hypotheses were supported, meaning employees experiencing ostracism and dehumanization at the workplace feel stressed and anxious and develop feelings of revenge, leading them to experience irrational feelings.

In the presence of workplace dehumanization and workplace ostracism, employees may experience stress, anxiety and depression. Managers must ensure a psychologically safe environment because if individuals experience ostracism or dehumanization at the workplace, they are going to affect their well-being through revenge intention behavior. Hence, it is important that managers should provide adequate resources to the employees so that they can feel psychologically safe in the workplace and hence can enhance psychological well-being.

This study is unique in terms of its contribution to the existing literature by understanding the nuances of workplace ostracism and dehumanization on employee’s well-being. The study also contributes to highlighting the advantages of using tools to establish psychological safety.

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Do workplace practices really matter? Role of ostracism and dehumanization at the workplace and psychological well-being of employees10.1108/IJOA-05-2023-3764International Journal of Organizational Analysis2024-02-29© 2024 Emerald Publishing LimitedShalini SrivastavaSwati DhirInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-2910.1108/IJOA-05-2023-3764https://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3764/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Predictors of workaholism and quality of work-life among information technology (IT) professionals in Nigeria: a dynamite promoting brain-drain albatrosshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3772/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe dynamics of work have increased the importance of work conditions and job demand in the corporate environment. This has exposed the high predominance of work overload among employees and managers in social organisations. This study aims to investigate the contemporary determinants of workaholism (organisational culture, financial well-being and career development) and quality of work-life (QWL) in Nigeria’s information technology (IT) sector. To synthesise an understanding of factors that are responsible for workaholic behaviour among employees in the IT industry, this study used a cross-sectional research design to investigate the phenomenon that accounts for such hysteric conditions. This study administered an inventory battery of scales to obtain data from the study population on a random sampling technique to measure the established constructs responsible for workaholism and QWL. This study surveyed 644 samples of IT professionals in Nigeria and used structural equation modelling and artificial neural networks to examine the data obtained from the IT professionals. The outcome of this study was significant as proposed. This study demonstrated that compulsive work approach adversely affects employee QWL in Nigeria’s IT industry. Also, excessive work adversely affects employee QWL in Nigeria’s IT industry. This study further discovered that organisational culture and management pressure significantly affect the QWL in the Nigerian IT industry. The results of this study showed that financial well-being significantly affects the QWL in the Nigerian IT industry. Lastly, it established that career development significantly affects the QWL in the Nigerian IT industry. This study concluded that if working round the clock is not completely removed from Nigeria’s IT cultural system, the industry will not be a safe environment and will not attract employees anymore. It has enabled many Nigerian workforces to quit working in Nigeria and migrate to international organisations. This study has shown a meaningful dimension by discovering that workaholism is inherently in the cultural values and DNA of Nigerian IT institutions and not work addiction in itself for the employees. The novelty of this research has indicated that workaholism has not been documented much in the Nigerian IT sector.Predictors of workaholism and quality of work-life among information technology (IT) professionals in Nigeria: a dynamite promoting brain-drain albatross
Olusegun Emmanuel Akinwale, Owolabi Lateef Kuye, Olayombo Elizabeth Akinwale
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The dynamics of work have increased the importance of work conditions and job demand in the corporate environment. This has exposed the high predominance of work overload among employees and managers in social organisations. This study aims to investigate the contemporary determinants of workaholism (organisational culture, financial well-being and career development) and quality of work-life (QWL) in Nigeria’s information technology (IT) sector.

To synthesise an understanding of factors that are responsible for workaholic behaviour among employees in the IT industry, this study used a cross-sectional research design to investigate the phenomenon that accounts for such hysteric conditions. This study administered an inventory battery of scales to obtain data from the study population on a random sampling technique to measure the established constructs responsible for workaholism and QWL. This study surveyed 644 samples of IT professionals in Nigeria and used structural equation modelling and artificial neural networks to examine the data obtained from the IT professionals.

The outcome of this study was significant as proposed. This study demonstrated that compulsive work approach adversely affects employee QWL in Nigeria’s IT industry. Also, excessive work adversely affects employee QWL in Nigeria’s IT industry. This study further discovered that organisational culture and management pressure significantly affect the QWL in the Nigerian IT industry. The results of this study showed that financial well-being significantly affects the QWL in the Nigerian IT industry. Lastly, it established that career development significantly affects the QWL in the Nigerian IT industry. This study concluded that if working round the clock is not completely removed from Nigeria’s IT cultural system, the industry will not be a safe environment and will not attract employees anymore. It has enabled many Nigerian workforces to quit working in Nigeria and migrate to international organisations.

This study has shown a meaningful dimension by discovering that workaholism is inherently in the cultural values and DNA of Nigerian IT institutions and not work addiction in itself for the employees. The novelty of this research has indicated that workaholism has not been documented much in the Nigerian IT sector.

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Predictors of workaholism and quality of work-life among information technology (IT) professionals in Nigeria: a dynamite promoting brain-drain albatross10.1108/IJOA-05-2023-3772International Journal of Organizational Analysis2023-12-22© 2023 Emerald Publishing LimitedOlusegun Emmanuel AkinwaleOwolabi Lateef KuyeOlayombo Elizabeth AkinwaleInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-12-2210.1108/IJOA-05-2023-3772https://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3772/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Family business innovation: an updated bibliometric study to propose future research agendahttps://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3773/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to identify the updated areas in family business innovation (FBI) and propose a future research agenda for scholars in the domain. Using VOSviewer and Bibliometrix-R, this study conducts a bibliometric analysis on 699 Scopus-indexed journal articles/reviews to analyse FBI’s performance and intellectual structure. This study provides up-to-date assessment through performance analysis. Through the co-citation, co-word and thematic evolution analysis, this study unpacks FBI themes/topics to propose possible future avenues. The findings provide insights into resilient innovation-driven family businesses to enlighten the next generation of family business leaders with essential innovation knowledge for sustainable growth. This study complements past FBI reviews by offering renewed perspectives that future research can focus on, in turn, enhancing literature on contemporary, relevant topical issues in the FBI post-COVID-19 pandemic.Family business innovation: an updated bibliometric study to propose future research agenda
Lai Wan Hooi, Ai Joo Chan
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to identify the updated areas in family business innovation (FBI) and propose a future research agenda for scholars in the domain.

Using VOSviewer and Bibliometrix-R, this study conducts a bibliometric analysis on 699 Scopus-indexed journal articles/reviews to analyse FBI’s performance and intellectual structure.

This study provides up-to-date assessment through performance analysis. Through the co-citation, co-word and thematic evolution analysis, this study unpacks FBI themes/topics to propose possible future avenues.

The findings provide insights into resilient innovation-driven family businesses to enlighten the next generation of family business leaders with essential innovation knowledge for sustainable growth.

This study complements past FBI reviews by offering renewed perspectives that future research can focus on, in turn, enhancing literature on contemporary, relevant topical issues in the FBI post-COVID-19 pandemic.

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Family business innovation: an updated bibliometric study to propose future research agenda10.1108/IJOA-05-2023-3773International Journal of Organizational Analysis2024-02-13© 2024 Emerald Publishing LimitedLai Wan HooiAi Joo ChanInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-1310.1108/IJOA-05-2023-3773https://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3773/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Embedding a sustainability mindset in responsible management educationhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3774/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestOrganisational responses to the United Nations Sustainable Development Goals depend on the competency and mindset of business leaders to lead responsibly. This study is informed and underpinned by the Principles of Responsible Management Education. This study aims to examine how embedding the “sustainability mindset principles” within a university programme can contribute to responsible management education and, by extension, leadership development. An illustrative case study using 84 students was applied, including undergraduate, postgraduate and executive Master of Business Administration students. An exploratory, qualitative design was followed, primarily adopting focus groups. Evidenced learning gains in connecting sustainability knowledge with personal beliefs and behaviours, provide a compelling basis for educational and business practitioners to focus on the sustainability mindset principles (SMPs). Mapping of mindset against leading global competency frameworks provides important theoretical insight. Learning is illustrated through multiple dimensions (i.e. cognitive, behavioural and affective) to inform leadership development approaches. The mapping of sustainability competency frameworks against the SMP, alongside qualitative research insights, provides a compelling basis for further research into the learning gains from embedding the mindset principles. The situated nature of the study and the lack of longitudinal measurement of what students take forward into their lives and workplaces is a limiting factor to be considered. This study evidences the value of “whole-person” learning for responsible management, which can helpfully inform the design of both educational and workplace leadership development programmes. This study is original in the pedagogic examination of the learning dimensions of the SMPs in a Business and Management programme. It also offers new insights in terms of the implications for leadership development.Embedding a sustainability mindset in responsible management education
Karen Cripps, Simon Smith
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Organisational responses to the United Nations Sustainable Development Goals depend on the competency and mindset of business leaders to lead responsibly. This study is informed and underpinned by the Principles of Responsible Management Education. This study aims to examine how embedding the “sustainability mindset principles” within a university programme can contribute to responsible management education and, by extension, leadership development.

An illustrative case study using 84 students was applied, including undergraduate, postgraduate and executive Master of Business Administration students. An exploratory, qualitative design was followed, primarily adopting focus groups.

Evidenced learning gains in connecting sustainability knowledge with personal beliefs and behaviours, provide a compelling basis for educational and business practitioners to focus on the sustainability mindset principles (SMPs). Mapping of mindset against leading global competency frameworks provides important theoretical insight. Learning is illustrated through multiple dimensions (i.e. cognitive, behavioural and affective) to inform leadership development approaches.

The mapping of sustainability competency frameworks against the SMP, alongside qualitative research insights, provides a compelling basis for further research into the learning gains from embedding the mindset principles. The situated nature of the study and the lack of longitudinal measurement of what students take forward into their lives and workplaces is a limiting factor to be considered.

This study evidences the value of “whole-person” learning for responsible management, which can helpfully inform the design of both educational and workplace leadership development programmes.

This study is original in the pedagogic examination of the learning dimensions of the SMPs in a Business and Management programme. It also offers new insights in terms of the implications for leadership development.

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Embedding a sustainability mindset in responsible management education10.1108/IJOA-05-2023-3774International Journal of Organizational Analysis2023-09-11© 2023 Emerald Publishing LimitedKaren CrippsSimon SmithInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-09-1110.1108/IJOA-05-2023-3774https://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3774/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Assessing the role of direct public engagement in shaping the UAE nuclear energy sustainability imagehttps://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3776/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study is to explore the role of direct public engagement in shaping the sustainability image of nuclear energy in the UAE and the Arabian Gulf region. The study aims to measure the conflicting viewpoints of stakeholders, particularly the local community, regarding nuclear energy's dependability, cost-effectiveness, safety and environmental friendliness. The study also seeks to assess the effectiveness of direct stakeholder engagement strategies in enhancing public confidence in nuclear energy as a safe and sustainable source of electricity. This study uses a quantitative-methods research design and used a sample of 318 participants. The SPSS AMOS application was used to conduct a structural equation model analysis. The purpose of this analysis is to examine the relationships among variables that constitute the key constructs of the study. In addition, confirmatory factor analysis was used to assess the reliability of the testing approach. Various fit indices and measurements, such as chi-square ratio, degrees of freedom, GFI, CFI and RMSEA, were used to evaluate the adequacy of the model. The study finds that the construct “Direct Stakeholder Engagement (DSE)” has a positive effect on the dependent variables “Trust in Nuclear Sustainability (TNS)” and “Perception of Nuclear Energy as Safe (PNE)” with a probability value of (0.003, p < 0.05). Therefore, the hypothesis of the study is deemed acceptable. Hence, it can be concluded that each of the foregoing variables (DSE1, 2, 3, 4 and 5) and (TNS1, 2, 3, 4 and 5) with (PNE1, 2 and 3) have been observed and analysed in this study, and based on this analysis, it is plausible that the public's trust in nuclear sustainability and their acceptance of nuclear energy as a safe source of their nation's electricity can be positively affected by direct stakeholder engagement. The study's findings have implications for policymakers and managers of nuclear power plants in the UAE and the Arabian Gulf region. The study provides insights into effective stakeholder engagement strategies that can enhance public participation and confidence in nuclear energy. The study's recommendations highlight the importance of incorporating public opinion in policymaking and management practices to address conflicting viewpoints and enhance public trust in nuclear sustainability. The study's findings also contribute to the ongoing discourse on nuclear sustainability and provide insights into the role of direct public engagement in shaping public perception of nuclear energy. This study's originality lies in its focus on the UAE and the Arabian Gulf region, where nuclear energy is a critical source of electricity. The study contributes to the limited research on stakeholder engagement and public perception of nuclear energy in the region. The study's novel framework of stakeholder engagement, tailored to cultural dimensions, provides insights into effective engagement strategies that can enhance public participation and confidence in nuclear energy. The study's quantitative-methods research design also provides a comprehensive understanding of the conflicting viewpoints of stakeholders, enhancing the understanding of the role of direct public engagement in shaping public perception of nuclear energy.Assessing the role of direct public engagement in shaping the UAE nuclear energy sustainability image
Abdulhameed Baqi, Marwan Abdeldayem, Saeed Aldulaimi
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this study is to explore the role of direct public engagement in shaping the sustainability image of nuclear energy in the UAE and the Arabian Gulf region. The study aims to measure the conflicting viewpoints of stakeholders, particularly the local community, regarding nuclear energy's dependability, cost-effectiveness, safety and environmental friendliness. The study also seeks to assess the effectiveness of direct stakeholder engagement strategies in enhancing public confidence in nuclear energy as a safe and sustainable source of electricity.

This study uses a quantitative-methods research design and used a sample of 318 participants. The SPSS AMOS application was used to conduct a structural equation model analysis. The purpose of this analysis is to examine the relationships among variables that constitute the key constructs of the study. In addition, confirmatory factor analysis was used to assess the reliability of the testing approach. Various fit indices and measurements, such as chi-square ratio, degrees of freedom, GFI, CFI and RMSEA, were used to evaluate the adequacy of the model.

The study finds that the construct “Direct Stakeholder Engagement (DSE)” has a positive effect on the dependent variables “Trust in Nuclear Sustainability (TNS)” and “Perception of Nuclear Energy as Safe (PNE)” with a probability value of (0.003, p < 0.05). Therefore, the hypothesis of the study is deemed acceptable. Hence, it can be concluded that each of the foregoing variables (DSE1, 2, 3, 4 and 5) and (TNS1, 2, 3, 4 and 5) with (PNE1, 2 and 3) have been observed and analysed in this study, and based on this analysis, it is plausible that the public's trust in nuclear sustainability and their acceptance of nuclear energy as a safe source of their nation's electricity can be positively affected by direct stakeholder engagement.

The study's findings have implications for policymakers and managers of nuclear power plants in the UAE and the Arabian Gulf region. The study provides insights into effective stakeholder engagement strategies that can enhance public participation and confidence in nuclear energy. The study's recommendations highlight the importance of incorporating public opinion in policymaking and management practices to address conflicting viewpoints and enhance public trust in nuclear sustainability. The study's findings also contribute to the ongoing discourse on nuclear sustainability and provide insights into the role of direct public engagement in shaping public perception of nuclear energy.

This study's originality lies in its focus on the UAE and the Arabian Gulf region, where nuclear energy is a critical source of electricity. The study contributes to the limited research on stakeholder engagement and public perception of nuclear energy in the region. The study's novel framework of stakeholder engagement, tailored to cultural dimensions, provides insights into effective engagement strategies that can enhance public participation and confidence in nuclear energy. The study's quantitative-methods research design also provides a comprehensive understanding of the conflicting viewpoints of stakeholders, enhancing the understanding of the role of direct public engagement in shaping public perception of nuclear energy.

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Assessing the role of direct public engagement in shaping the UAE nuclear energy sustainability image10.1108/IJOA-05-2023-3776International Journal of Organizational Analysis2023-10-06© 2023 Emerald Publishing LimitedAbdulhameed BaqiMarwan AbdeldayemSaeed AldulaimiInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-10-0610.1108/IJOA-05-2023-3776https://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3776/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Linking leader humility, reverse mentoring and subordinate turnover intentions: empirical evidence from the Indian information technology industryhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3777/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestReverse mentoring is gaining attention as a means to engage and retain young employees by facilitating the exchange of knowledge, ideas and perspectives with their senior counterparts (leaders). Despite its widespread recognition, there remains a significant scarcity of empirical evidence regarding its enablers and effectiveness. Building on this research gap, this study aims to investigate the association between leader humility, reverse mentoring and subordinate turnover intentions using the theoretical frameworks of job demand resource theory and social exchange theory. In addition, the study assesses how leader competence moderates the impact of leader humility on promoting reverse mentoring. The study used time-lagged multi-wave data with a two-week interval between each wave, collected from 386 information technology professionals working in different organisations in India. The hypotheses developed were tested using partial least square structural equation modelling. The finding from the analysis reveals that leader humility had a significant impact in promoting reverse mentoring, which consequently led to reduced subordinate turnover intentions. In addition, leader competence positively moderates the association between leader humility and reverse mentoring. To the best of the authors’ knowledge, this study is the first to empirically examine the impact of reverse mentoring on subordinates’ turnover intentions, as well as the indirect effect of leader humility on turnover intention through reverse mentoring. Furthermore, the study sheds light on the previously under-researched boundary conditions of leader humility.Linking leader humility, reverse mentoring and subordinate turnover intentions: empirical evidence from the Indian information technology industry
Shivam Upadhyay, Pankaj Singh
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Reverse mentoring is gaining attention as a means to engage and retain young employees by facilitating the exchange of knowledge, ideas and perspectives with their senior counterparts (leaders). Despite its widespread recognition, there remains a significant scarcity of empirical evidence regarding its enablers and effectiveness. Building on this research gap, this study aims to investigate the association between leader humility, reverse mentoring and subordinate turnover intentions using the theoretical frameworks of job demand resource theory and social exchange theory. In addition, the study assesses how leader competence moderates the impact of leader humility on promoting reverse mentoring.

The study used time-lagged multi-wave data with a two-week interval between each wave, collected from 386 information technology professionals working in different organisations in India. The hypotheses developed were tested using partial least square structural equation modelling.

The finding from the analysis reveals that leader humility had a significant impact in promoting reverse mentoring, which consequently led to reduced subordinate turnover intentions. In addition, leader competence positively moderates the association between leader humility and reverse mentoring.

To the best of the authors’ knowledge, this study is the first to empirically examine the impact of reverse mentoring on subordinates’ turnover intentions, as well as the indirect effect of leader humility on turnover intention through reverse mentoring. Furthermore, the study sheds light on the previously under-researched boundary conditions of leader humility.

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Linking leader humility, reverse mentoring and subordinate turnover intentions: empirical evidence from the Indian information technology industry10.1108/IJOA-05-2023-3777International Journal of Organizational Analysis2023-08-31© 2023 Emerald Publishing LimitedShivam UpadhyayPankaj SinghInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-08-3110.1108/IJOA-05-2023-3777https://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3777/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Impact of organizational positive and negative culture on employee performancehttps://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3778/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study is to evaluate the effect of both positive and negative corporate cultures on employee performance in Saudi Arabia, in the presence of performance reviews and factors leading to positive work culture, in an environment that underwent serious modification with COVID-19. The changing work methods (online, remote, etc.) have left their mark necessitating revisiting the needs and capabilities of employees in the work environment. This quantitative study uses primary data from small and medium-sized enterprises (SMEs), non-profit organizations, and transnational organizations, in their transient role and influence on organizational culture change. The data set includes 311 usable responses from 50 randomly selected organizations and is analysed using structural equation modelling to test the proposed model. A healthy corporate culture serves as the basis for increased employee performance in the workplace. The three independent variables, availability of negative culture, availability of positive culture and employee perceived performance, have a positive impact on the dependent variable employee perceived effectiveness of performance reviews; however, factors leading to the development of a positive organizational has a negative influence. This study faced a limitation with the potential similarity of responses due to the large number of same-background respondents (engineers). However, the results are indicative of a trend. Moreover, the responses did not allow for cross comparison between responding organizational types (SMEs, non-governmental organizations and multinational corporations) as was planned. Managers should motivate their respective employees, through ensuring the diffusion and sustainability of the right culture work environment. This should allow their teams to complete tasks with little or no supervision. Moreover, as the Saudi economy is gearing up for global competitiveness, this performance culture becomes a key for the success of the strategic plans, thus the high importance of the positive culture at work today. Understanding the importance of positive and negative culture at the managerial level would affect the relationship with employees and improve work environment and job satisfaction. This study pinpoints the need to revisit a dimming topic, proving that with the end of the COVID-19 pandemic, managers need to go back to square one. The introduction of the many novel work systems, online, remote work, etc. have changed the work setting and environment. This is requiring a new look at the employees’ perceptions on factors influencing corporate culture and performance.Impact of organizational positive and negative culture on employee performance
Abdulrahman Adel A. Fridan, Bassem E. Maamari
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this study is to evaluate the effect of both positive and negative corporate cultures on employee performance in Saudi Arabia, in the presence of performance reviews and factors leading to positive work culture, in an environment that underwent serious modification with COVID-19. The changing work methods (online, remote, etc.) have left their mark necessitating revisiting the needs and capabilities of employees in the work environment.

This quantitative study uses primary data from small and medium-sized enterprises (SMEs), non-profit organizations, and transnational organizations, in their transient role and influence on organizational culture change. The data set includes 311 usable responses from 50 randomly selected organizations and is analysed using structural equation modelling to test the proposed model.

A healthy corporate culture serves as the basis for increased employee performance in the workplace. The three independent variables, availability of negative culture, availability of positive culture and employee perceived performance, have a positive impact on the dependent variable employee perceived effectiveness of performance reviews; however, factors leading to the development of a positive organizational has a negative influence.

This study faced a limitation with the potential similarity of responses due to the large number of same-background respondents (engineers). However, the results are indicative of a trend. Moreover, the responses did not allow for cross comparison between responding organizational types (SMEs, non-governmental organizations and multinational corporations) as was planned.

Managers should motivate their respective employees, through ensuring the diffusion and sustainability of the right culture work environment. This should allow their teams to complete tasks with little or no supervision. Moreover, as the Saudi economy is gearing up for global competitiveness, this performance culture becomes a key for the success of the strategic plans, thus the high importance of the positive culture at work today.

Understanding the importance of positive and negative culture at the managerial level would affect the relationship with employees and improve work environment and job satisfaction.

This study pinpoints the need to revisit a dimming topic, proving that with the end of the COVID-19 pandemic, managers need to go back to square one. The introduction of the many novel work systems, online, remote work, etc. have changed the work setting and environment. This is requiring a new look at the employees’ perceptions on factors influencing corporate culture and performance.

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Impact of organizational positive and negative culture on employee performance10.1108/IJOA-05-2023-3778International Journal of Organizational Analysis2023-12-18© 2023 Emerald Publishing LimitedAbdulrahman Adel A. FridanBassem E. MaamariInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-12-1810.1108/IJOA-05-2023-3778https://www.emerald.com/insight/content/doi/10.1108/IJOA-05-2023-3778/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Perceived schedule flexibility in the context of telework and its impact on stress and satisfaction with family life: the mediation effect of the family-work conflicthttps://www.emerald.com/insight/content/doi/10.1108/IJOA-06-2023-3786/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe experience of working from home, which people had to deal with in the aftermath of the global pandemic crisis, was a test of resilience and does not necessarily have to be analysed in a negative light. In this sense, this study aims to analyse the impact of the perceived schedule flexibility, in the context of telework, on stress and satisfaction with family life among academic staff. To this end, a model was implemented to analyse the mediation role of family–work conflict. Data was collected from 248 questionnaires presented to educators and office staff at universities when teleworking was initiated due to the pandemic confinement. Structural equation analysis was designed to test the study hypotheses. By applying a model which uses the effect of mediation of the family–work conflict, the results revealed that the perception of flexibility resulting from telework influences stress at work, as well as satisfaction with family life among academic staff. There is a need to study the conditions required in the implementation of telework. This study is specifically intended to deepen some of the findings of previous studies in this area and to provide a greater understanding of how perceived flexibility can contribute to a decrease in stress and higher levels of satisfaction by reducing family interference with work.Perceived schedule flexibility in the context of telework and its impact on stress and satisfaction with family life: the mediation effect of the family-work conflict
Carla Maria Freitas Da Costa Freire, Lídia Costa Alves
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The experience of working from home, which people had to deal with in the aftermath of the global pandemic crisis, was a test of resilience and does not necessarily have to be analysed in a negative light. In this sense, this study aims to analyse the impact of the perceived schedule flexibility, in the context of telework, on stress and satisfaction with family life among academic staff. To this end, a model was implemented to analyse the mediation role of family–work conflict.

Data was collected from 248 questionnaires presented to educators and office staff at universities when teleworking was initiated due to the pandemic confinement. Structural equation analysis was designed to test the study hypotheses.

By applying a model which uses the effect of mediation of the family–work conflict, the results revealed that the perception of flexibility resulting from telework influences stress at work, as well as satisfaction with family life among academic staff.

There is a need to study the conditions required in the implementation of telework. This study is specifically intended to deepen some of the findings of previous studies in this area and to provide a greater understanding of how perceived flexibility can contribute to a decrease in stress and higher levels of satisfaction by reducing family interference with work.

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Perceived schedule flexibility in the context of telework and its impact on stress and satisfaction with family life: the mediation effect of the family-work conflict10.1108/IJOA-06-2023-3786International Journal of Organizational Analysis2023-11-24© 2023 Emerald Publishing LimitedCarla Maria Freitas Da Costa FreireLídia Costa AlvesInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-11-2410.1108/IJOA-06-2023-3786https://www.emerald.com/insight/content/doi/10.1108/IJOA-06-2023-3786/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Perceived effects of teleworking on adaptive performance: a moderated mediation model of leadership effectiveness and negative affecthttps://www.emerald.com/insight/content/doi/10.1108/IJOA-06-2023-3787/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDrawing on the conservation of resources theory, this study aims to explore how individuals’ perceptions of telework effects associate with their adaptive performance by shaping their negative emotional experiences, with perceived leadership effectiveness acting as a critical moderator in this relationship. A cross-sectional design was used, with data collected from a final sample of 209 teleworkers via an online survey. The results demonstrated a significant indirect effect of the perceived effects of teleworking on adaptive performance through negative affect. Furthermore, leadership effectiveness moderated the indirect effect, in a way that the indirect effect was only significant for those who had ineffective leaders and moderate effective leaders; therefore, the indirect effect was strengthened for those who had less effective leaders (versus effective leaders). This study examines the positive link between teleworking perceptions and adaptive performance through the reduction of negative affect, in line with the conservation of resources theory. Moreover, a reduction in negative emotions among employees during telework is associated with enhanced performance. Notably, the study reveals that leadership effectiveness moderates this connection as playing a crucial role in moderating these effects, particularly when leaders are perceived as less effective, offering insights for organizations considering telework strategies.Perceived effects of teleworking on adaptive performance: a moderated mediation model of leadership effectiveness and negative affect
Burcu Taşkan, Ana Junça-Silva, António Caetano
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Drawing on the conservation of resources theory, this study aims to explore how individuals’ perceptions of telework effects associate with their adaptive performance by shaping their negative emotional experiences, with perceived leadership effectiveness acting as a critical moderator in this relationship.

A cross-sectional design was used, with data collected from a final sample of 209 teleworkers via an online survey.

The results demonstrated a significant indirect effect of the perceived effects of teleworking on adaptive performance through negative affect. Furthermore, leadership effectiveness moderated the indirect effect, in a way that the indirect effect was only significant for those who had ineffective leaders and moderate effective leaders; therefore, the indirect effect was strengthened for those who had less effective leaders (versus effective leaders).

This study examines the positive link between teleworking perceptions and adaptive performance through the reduction of negative affect, in line with the conservation of resources theory. Moreover, a reduction in negative emotions among employees during telework is associated with enhanced performance. Notably, the study reveals that leadership effectiveness moderates this connection as playing a crucial role in moderating these effects, particularly when leaders are perceived as less effective, offering insights for organizations considering telework strategies.

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Perceived effects of teleworking on adaptive performance: a moderated mediation model of leadership effectiveness and negative affect10.1108/IJOA-06-2023-3787International Journal of Organizational Analysis2024-02-23© 2024 Emerald Publishing LimitedBurcu TaşkanAna Junça-SilvaAntónio CaetanoInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-2310.1108/IJOA-06-2023-3787https://www.emerald.com/insight/content/doi/10.1108/IJOA-06-2023-3787/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Exploring the nexus between reattachment to work, presenteeism and organisational resilience of MNEs: a conceptual analysishttps://www.emerald.com/insight/content/doi/10.1108/IJOA-06-2023-3794/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to explore the different contextual and psychological determinants of organisational resilience (OR) in the context of global mobility in multinational enterprises (MNEs). Banking upon the conservation of resources theory, this paper studies how and when reattachment to work (RTW), work engagement (WE) and two types of presenteeism lead to OR. Further, in the backdrop of the post-pandemic world of work, this paper also conceptualises the conditional effects of trait resilience (TR), organisational support (OS) and expatriation type (ET) on the aforementioned linkages. This paper develops a conceptual framework that depicts various antecedents of OR in MNEs. Several testable propositions are also offered alongside the model’s moderated mediation and moderated moderation relationships. The conceptual framework depicts the causal relationships between RTW and OR, such that Flexible RTW increases OR through higher WE and functional presenteeism under the conditional influences of TR, OS and ET, whereas rigid RTW decreases OR through lower WE and dysfunctional presenteeism under the conditional effects of TR, OS and ET. To the best of the authors’ knowledge, this paper is the first of its kind that explores the psychological and contextual antecedents of the OR of MNEs and offers numerous testable propositions. The nexus of unique relationships presented in the conceptual framework bridges a crucial gap in the literature that explores the complexities of the post-pandemic workplace in the context of global mobility.Exploring the nexus between reattachment to work, presenteeism and organisational resilience of MNEs: a conceptual analysis
Soumyadeep Bandyopadhyay, Kadumbri Kriti Randev
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to explore the different contextual and psychological determinants of organisational resilience (OR) in the context of global mobility in multinational enterprises (MNEs). Banking upon the conservation of resources theory, this paper studies how and when reattachment to work (RTW), work engagement (WE) and two types of presenteeism lead to OR. Further, in the backdrop of the post-pandemic world of work, this paper also conceptualises the conditional effects of trait resilience (TR), organisational support (OS) and expatriation type (ET) on the aforementioned linkages.

This paper develops a conceptual framework that depicts various antecedents of OR in MNEs. Several testable propositions are also offered alongside the model’s moderated mediation and moderated moderation relationships.

The conceptual framework depicts the causal relationships between RTW and OR, such that Flexible RTW increases OR through higher WE and functional presenteeism under the conditional influences of TR, OS and ET, whereas rigid RTW decreases OR through lower WE and dysfunctional presenteeism under the conditional effects of TR, OS and ET.

To the best of the authors’ knowledge, this paper is the first of its kind that explores the psychological and contextual antecedents of the OR of MNEs and offers numerous testable propositions. The nexus of unique relationships presented in the conceptual framework bridges a crucial gap in the literature that explores the complexities of the post-pandemic workplace in the context of global mobility.

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Exploring the nexus between reattachment to work, presenteeism and organisational resilience of MNEs: a conceptual analysis10.1108/IJOA-06-2023-3794International Journal of Organizational Analysis2023-10-31© 2023 Emerald Publishing LimitedSoumyadeep BandyopadhyayKadumbri Kriti RandevInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-10-3110.1108/IJOA-06-2023-3794https://www.emerald.com/insight/content/doi/10.1108/IJOA-06-2023-3794/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Determinants of employee intention to stay: a generational multigroup analysishttps://www.emerald.com/insight/content/doi/10.1108/IJOA-06-2023-3796/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of the study is to investigate the differences between generational groups (specifically Generations X, Y and Z) in terms of variables that influence organisational commitment and intention to stay within an organisation. The aim is to fill the research gap in understanding how different factors influence commitment and retention across different generations. This study follows a quantitative approach based on cross-sectional survey data. The respondents were employees of Generations X, Y and Z. The data were analysed using partial least squares structural equation modelling and multigroup analysis. The results of the study indicate several relationships between variables and organisational commitment/intention to stay. Person-organisation fit is positively related to organisational commitment, and work-life balance is positively related to both organisational commitment and intention to stay. The mediation of organisational commitment shows a positive relationship with person-organisation fit and work-life balance. In addition, there are positive relationships between organisational culture and both organisational commitment and intention to stay, as well as a positive relationship between person-organisation fit and intention to stay. Furthermore, all three Generations (X, Y and Z) show positive relationships between organisational commitment and intention to stay. The implications of the study are twofold. First, it provides theoretical contributions by uncovering the relationships between various variables and organisational commitment/retention. Second, it provides practical implications for organisations by highlighting the importance of person-organisation fit, work-life balance and organisational culture in fostering commitment and retention among employees of different generations. The originality and value of this study lies in its exploration of the differences between generational groups in terms of variables affecting organisational commitment and intention to stay. By addressing this research gap, the study contributes to the existing literature on organisational commitment and retention. The detailed presentation of theoretical contributions, practical implications, limitations and suggestions for future research enhances the overall value of the study.Determinants of employee intention to stay: a generational multigroup analysis
Inês Silva, Álvaro Dias, Leandro F. Pereira
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of the study is to investigate the differences between generational groups (specifically Generations X, Y and Z) in terms of variables that influence organisational commitment and intention to stay within an organisation. The aim is to fill the research gap in understanding how different factors influence commitment and retention across different generations.

This study follows a quantitative approach based on cross-sectional survey data. The respondents were employees of Generations X, Y and Z. The data were analysed using partial least squares structural equation modelling and multigroup analysis.

The results of the study indicate several relationships between variables and organisational commitment/intention to stay. Person-organisation fit is positively related to organisational commitment, and work-life balance is positively related to both organisational commitment and intention to stay. The mediation of organisational commitment shows a positive relationship with person-organisation fit and work-life balance. In addition, there are positive relationships between organisational culture and both organisational commitment and intention to stay, as well as a positive relationship between person-organisation fit and intention to stay. Furthermore, all three Generations (X, Y and Z) show positive relationships between organisational commitment and intention to stay.

The implications of the study are twofold. First, it provides theoretical contributions by uncovering the relationships between various variables and organisational commitment/retention. Second, it provides practical implications for organisations by highlighting the importance of person-organisation fit, work-life balance and organisational culture in fostering commitment and retention among employees of different generations.

The originality and value of this study lies in its exploration of the differences between generational groups in terms of variables affecting organisational commitment and intention to stay. By addressing this research gap, the study contributes to the existing literature on organisational commitment and retention. The detailed presentation of theoretical contributions, practical implications, limitations and suggestions for future research enhances the overall value of the study.

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Determinants of employee intention to stay: a generational multigroup analysis10.1108/IJOA-06-2023-3796International Journal of Organizational Analysis2023-08-25© 2023 Emerald Publishing LimitedInês SilvaÁlvaro DiasLeandro F. PereiraInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-08-2510.1108/IJOA-06-2023-3796https://www.emerald.com/insight/content/doi/10.1108/IJOA-06-2023-3796/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Howdo organizational career management activities influence employees’ career outcomes? The mediating role of career capitalhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-06-2023-3817/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study addresses a critical research gap by examining the pivotal role of organizational career management (OCM) in shaping employees’ career outcomes while also investigating the mediating influence of career capital in this relationship. This study aims to shed light on the importance of OCM as a strategic approach for enhancing employees’ career trajectories, filling a significant gap in the existing literature. Using a cross-sectional research design, primary data were gathered through a structured questionnaire administered to a diverse sample of 426 Turkish working adults representing various organizations. The study uses structural equation modelling with AMOS to analyse the direct and indirect relationships within the proposed research model. The study findings underscore the essential connection between OCM and employees’ career outcomes, revealing its positive influence on subjective career success, employability and innovative work behaviour. Moreover, career capital emerges as a critical intermediary mechanism that mediates the impact of OCM on these career outcomes, further highlighting the strategic significance of OCM practices. It is important to note that this study relies on self-report surveys to gauge employees’ perceptions about their career outcomes and OCM. Additionally, the study data are confined to the Turkish context, which may influence the generalizability of the findings to other contexts. Organizations can bolster career outcomes through strategic investment in OCM. Industries can customize approaches, leveraging insights to optimize workforce potential. Policymakers should integrate career development principles, cultivating a culture of perpetual learning, thus fortifying organizational resilience and fostering sustainable success. This study adds substantial value to the current body of knowledge by investigating the mediating role of career capital in the relationship between OCM and individual career outcomes, particularly within the context of emerging economies like Turkey. The study’s comprehensive approach to understanding careers from both individual and organizational perspectives contributes to a more nuanced and holistic understanding of career dynamics.Howdo organizational career management activities influence employees’ career outcomes? The mediating role of career capital
Didem Yildiz, F. Tunc Bozbura, Ekrem Tatoglu, Selim Zaim
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study addresses a critical research gap by examining the pivotal role of organizational career management (OCM) in shaping employees’ career outcomes while also investigating the mediating influence of career capital in this relationship. This study aims to shed light on the importance of OCM as a strategic approach for enhancing employees’ career trajectories, filling a significant gap in the existing literature.

Using a cross-sectional research design, primary data were gathered through a structured questionnaire administered to a diverse sample of 426 Turkish working adults representing various organizations. The study uses structural equation modelling with AMOS to analyse the direct and indirect relationships within the proposed research model.

The study findings underscore the essential connection between OCM and employees’ career outcomes, revealing its positive influence on subjective career success, employability and innovative work behaviour. Moreover, career capital emerges as a critical intermediary mechanism that mediates the impact of OCM on these career outcomes, further highlighting the strategic significance of OCM practices.

It is important to note that this study relies on self-report surveys to gauge employees’ perceptions about their career outcomes and OCM. Additionally, the study data are confined to the Turkish context, which may influence the generalizability of the findings to other contexts.

Organizations can bolster career outcomes through strategic investment in OCM. Industries can customize approaches, leveraging insights to optimize workforce potential. Policymakers should integrate career development principles, cultivating a culture of perpetual learning, thus fortifying organizational resilience and fostering sustainable success.

This study adds substantial value to the current body of knowledge by investigating the mediating role of career capital in the relationship between OCM and individual career outcomes, particularly within the context of emerging economies like Turkey. The study’s comprehensive approach to understanding careers from both individual and organizational perspectives contributes to a more nuanced and holistic understanding of career dynamics.

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Howdo organizational career management activities influence employees’ career outcomes? The mediating role of career capital10.1108/IJOA-06-2023-3817International Journal of Organizational Analysis2023-11-20© 2023 Emerald Publishing LimitedDidem YildizF. Tunc BozburaEkrem TatogluSelim ZaimInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-11-2010.1108/IJOA-06-2023-3817https://www.emerald.com/insight/content/doi/10.1108/IJOA-06-2023-3817/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Are they really better? Employer branding in companies from the employer rankinghttps://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3827/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to identify the differences in employer branding between the companies that participate and those that do not participate in employer ranking. Quantitative data were collected through a survey from 188 companies operating on the Russian labour market. Descriptive statistics, frequency analysis, correlation analysis and multivariate analysis of variance were used to analyse the collected data. The findings revealed specific profiles of the companies that participated and did not participate in employer ranking. Companies differed in their employer branding orientation, internal branding, employer branding strategy, employer branding programmes and employer branding communications tasks. At the same time, brand orientation did not differ between participants and non-participants of employer ranking. This study integrates the employer brand equity theory and the signalling theory to better explain the differences between participants and non-participants of employer ranking.Are they really better? Employer branding in companies from the employer ranking
Dmitry Kucherov, Victoria Tsybova
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to identify the differences in employer branding between the companies that participate and those that do not participate in employer ranking.

Quantitative data were collected through a survey from 188 companies operating on the Russian labour market. Descriptive statistics, frequency analysis, correlation analysis and multivariate analysis of variance were used to analyse the collected data.

The findings revealed specific profiles of the companies that participated and did not participate in employer ranking. Companies differed in their employer branding orientation, internal branding, employer branding strategy, employer branding programmes and employer branding communications tasks. At the same time, brand orientation did not differ between participants and non-participants of employer ranking.

This study integrates the employer brand equity theory and the signalling theory to better explain the differences between participants and non-participants of employer ranking.

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Are they really better? Employer branding in companies from the employer ranking10.1108/IJOA-07-2023-3827International Journal of Organizational Analysis2023-11-17© 2023 Emerald Publishing LimitedDmitry KucherovVictoria TsybovaInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-11-1710.1108/IJOA-07-2023-3827https://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3827/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The non-sleepy neurotic: the role of a good night’s sleep for daily self-regulatory resources and vitality at workhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3832/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestRelying on the effort-recovery model, this study aimed to test how and when a good night’s sleep increases in daily physical health. The authors hypothesized that when individuals have a good night’s sleep, it helps them to recover their self-regulatory resources, and, in turn, these cognitive resources improve their physical health experienced at work. Furthermore, the authors argue that this will be different depending on the individuals’ levels of neuroticism; that is, the indirect relationship between sleep duration and physical health through self-regulatory resources will be stronger for individuals who score lower on neuroticism, and in contrast, the relationship will be buffered for those who score higher on neuroticism. To test the hypothesized model, the authors conducted a three-wave longitudinal study with working adults (N = 262). The authors used multilevel modelling to test if neuroticism moderated the indirect relationship between sleep duration and physical health through self-regulatory resources, at both between and within-person levels. The multilevel results showed that a good night’s sleep recovered self-regulatory resources needed to promote physical health; however, this indirect relationship was buffered for those who scored higher on neuroticism (versus lower levels of neuroticism). Hence, the role of neuroticism as a potentially harming condition for employees’ physical health is pointed out. The findings highlight the relevance of sleep as a recovery activity for both cognitive and physical resources experienced during the working day. However, this appears to be attenuated for employees with higher levels of neuroticism.The non-sleepy neurotic: the role of a good night’s sleep for daily self-regulatory resources and vitality at work
Ana Junça Silva, Leticia Mosteo, Rita Rueff
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Relying on the effort-recovery model, this study aimed to test how and when a good night’s sleep increases in daily physical health. The authors hypothesized that when individuals have a good night’s sleep, it helps them to recover their self-regulatory resources, and, in turn, these cognitive resources improve their physical health experienced at work. Furthermore, the authors argue that this will be different depending on the individuals’ levels of neuroticism; that is, the indirect relationship between sleep duration and physical health through self-regulatory resources will be stronger for individuals who score lower on neuroticism, and in contrast, the relationship will be buffered for those who score higher on neuroticism.

To test the hypothesized model, the authors conducted a three-wave longitudinal study with working adults (N = 262). The authors used multilevel modelling to test if neuroticism moderated the indirect relationship between sleep duration and physical health through self-regulatory resources, at both between and within-person levels.

The multilevel results showed that a good night’s sleep recovered self-regulatory resources needed to promote physical health; however, this indirect relationship was buffered for those who scored higher on neuroticism (versus lower levels of neuroticism).

Hence, the role of neuroticism as a potentially harming condition for employees’ physical health is pointed out.

The findings highlight the relevance of sleep as a recovery activity for both cognitive and physical resources experienced during the working day. However, this appears to be attenuated for employees with higher levels of neuroticism.

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The non-sleepy neurotic: the role of a good night’s sleep for daily self-regulatory resources and vitality at work10.1108/IJOA-07-2023-3832International Journal of Organizational Analysis2023-12-26© 2023 Emerald Publishing LimitedAna Junça SilvaLeticia MosteoRita RueffInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-12-2610.1108/IJOA-07-2023-3832https://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3832/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
How important is a high-performance work system to improve branch-level performance?https://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3837/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to propose and empirically examine the simultaneous complementary mediating role of bank branch collective human capital and justice climate between implemented high-performance work system (HPWS) and bank branch performance in the banking sector. Data were collected at three different intervals of time between March 2022 to July 2022 from a final sample of 323 branch managers and 1,369 employees of commercial banks operating in Pakistan. Partial least square structural equation modeling was used to test the theoretical model proposed by this study. Study results revealed that collective human capital and justice climate simultaneously mediate the relationship between implemented HPWS and branch performance. The study contributes to the strategic HRM theory by proposing the complementary mediating roles of human capital and organizational justice to reap the benefits of implementing HPWS for improving branch-level performance. The managers should focus on developing and exploiting the knowledge, skills and experiences (human capital) of branch employees and improve their collective perceptions of justice to reap the benefits of HPWS for enhancing branch-level performance. Drawing upon the resource-based view of the firm and organizational justice theory, this novel study examines the simultaneous and complementary mediating effects of collective human capital and justice climate between implemented HPWS and branch performance relationships at the branch-level analysis.How important is a high-performance work system to improve branch-level performance?
Amir Riaz, Zahid Mahmood, Ahmad Qammar, Imran Ali
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to propose and empirically examine the simultaneous complementary mediating role of bank branch collective human capital and justice climate between implemented high-performance work system (HPWS) and bank branch performance in the banking sector.

Data were collected at three different intervals of time between March 2022 to July 2022 from a final sample of 323 branch managers and 1,369 employees of commercial banks operating in Pakistan. Partial least square structural equation modeling was used to test the theoretical model proposed by this study.

Study results revealed that collective human capital and justice climate simultaneously mediate the relationship between implemented HPWS and branch performance.

The study contributes to the strategic HRM theory by proposing the complementary mediating roles of human capital and organizational justice to reap the benefits of implementing HPWS for improving branch-level performance. The managers should focus on developing and exploiting the knowledge, skills and experiences (human capital) of branch employees and improve their collective perceptions of justice to reap the benefits of HPWS for enhancing branch-level performance.

Drawing upon the resource-based view of the firm and organizational justice theory, this novel study examines the simultaneous and complementary mediating effects of collective human capital and justice climate between implemented HPWS and branch performance relationships at the branch-level analysis.

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How important is a high-performance work system to improve branch-level performance?10.1108/IJOA-07-2023-3837International Journal of Organizational Analysis2024-02-08© 2024 Emerald Publishing LimitedAmir RiazZahid MahmoodAhmad QammarImran AliInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-0810.1108/IJOA-07-2023-3837https://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3837/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Industrial revolutions and human capital for the new normal: a cross-country analysis of the university systemhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3838/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to discuss the concepts of Industry 4.0, Industry 5.0, the New Normal and sustainable development (SD). The simultaneous existence of two Industrial Revolutions raises questions, thus, necessitating discussions and clarifications. The issue of SD has become a compulsory prerequisite for the future survival of humanity. An exploratory and inductive methodology was used to examine the phenomenon under analysis. Qualitative and quantitative data were gathered through a multi-step methodological process. A brief analysis using VoS viewer software enabled the authors to comprehend recent theoretical developments and analytical perspectives. The findings underscore the relationship between the new sustainability challenges, digital transactions and organisational competitiveness. These intricate competitive challenges can be surmounted by focusing on educational offerings, particularly in universities. By forging international educational connections, the challenges posed by SD can be relatively easily overcome. The authors conducted a comparative study of university students from four different countries: Georgia, Hungary, Italy and Ukraine. The authors observed differences in the average values across various countries, as well as disparities among respondents from the same country. Moreover, the results reveal a tendency among female respondents to be more inclined towards issues of green management and sustainability. SD cannot be realised without international collaboration. The authors present a schematic representation of the systemic connections among the universities of the participating countries to achieve SD.Industrial revolutions and human capital for the new normal: a cross-country analysis of the university system
Walter Vesperi, Ineza Gagnidze, Tetiana Sobolieva
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to discuss the concepts of Industry 4.0, Industry 5.0, the New Normal and sustainable development (SD). The simultaneous existence of two Industrial Revolutions raises questions, thus, necessitating discussions and clarifications. The issue of SD has become a compulsory prerequisite for the future survival of humanity.

An exploratory and inductive methodology was used to examine the phenomenon under analysis. Qualitative and quantitative data were gathered through a multi-step methodological process. A brief analysis using VoS viewer software enabled the authors to comprehend recent theoretical developments and analytical perspectives.

The findings underscore the relationship between the new sustainability challenges, digital transactions and organisational competitiveness. These intricate competitive challenges can be surmounted by focusing on educational offerings, particularly in universities. By forging international educational connections, the challenges posed by SD can be relatively easily overcome.

The authors conducted a comparative study of university students from four different countries: Georgia, Hungary, Italy and Ukraine. The authors observed differences in the average values across various countries, as well as disparities among respondents from the same country. Moreover, the results reveal a tendency among female respondents to be more inclined towards issues of green management and sustainability. SD cannot be realised without international collaboration. The authors present a schematic representation of the systemic connections among the universities of the participating countries to achieve SD.

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Industrial revolutions and human capital for the new normal: a cross-country analysis of the university system10.1108/IJOA-07-2023-3838International Journal of Organizational Analysis2024-02-02© 2024 Emerald Publishing LimitedWalter VesperiIneza GagnidzeTetiana SobolievaInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-0210.1108/IJOA-07-2023-3838https://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3838/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Engaging the disengaged: the role of workplace spirituality on millennials’ work engagementhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3841/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to examine the association between workplace spirituality (WPS) and individual’s work engagement (WE) and also the mediating effect of individual’s psychological conditions [psychological meaningfulness (PSYM), psychological safety (PSYS) and psychological availability (PSYA)] on this relationship. Grounded on Kahn’s personal engagement theory, a model has been developed with WPS as an independent variable, individual’s psychological conditions (PSYM, PSYS and PSYA) as the mediators and individual’s WE as the dependent variable. Based on the online responses from 510 millennial employees working in Fortune 500 manufacturing and service industries operating in India, analysis has been undertaken using confirmatory factor analysis, Pearson correlation and PROCESS macro of Hayes (2017). WPS has been noted to influence individual’s WE positively and there is a partial mediation of PSYM, PSYS and PSYA on this relationship. The present study is able to extend the scope of Kahn’s personal engagement theory. Leaders and HR administrators can use the framework to ensure positive engagement levels for the millennial workforce. It will also help to reduce job dissatisfaction and burnouts at the workplace. The present study contributes to understanding WE through the lens of WPS. It adds to the existing knowledge by explaining the mediation of the psychological conditions between spirituality and WE among millennials working in India. To the best of the authors’ knowledge, this study can be considered one of the first studies that has attempted to understand the role of WPS and psychological conditions on WE levels of millennials.Engaging the disengaged: the role of workplace spirituality on millennials’ work engagement
Tapas Bantha, Umakanta Nayak, Subhendu Kumar Mishra
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to examine the association between workplace spirituality (WPS) and individual’s work engagement (WE) and also the mediating effect of individual’s psychological conditions [psychological meaningfulness (PSYM), psychological safety (PSYS) and psychological availability (PSYA)] on this relationship.

Grounded on Kahn’s personal engagement theory, a model has been developed with WPS as an independent variable, individual’s psychological conditions (PSYM, PSYS and PSYA) as the mediators and individual’s WE as the dependent variable. Based on the online responses from 510 millennial employees working in Fortune 500 manufacturing and service industries operating in India, analysis has been undertaken using confirmatory factor analysis, Pearson correlation and PROCESS macro of Hayes (2017).

WPS has been noted to influence individual’s WE positively and there is a partial mediation of PSYM, PSYS and PSYA on this relationship.

The present study is able to extend the scope of Kahn’s personal engagement theory.

Leaders and HR administrators can use the framework to ensure positive engagement levels for the millennial workforce. It will also help to reduce job dissatisfaction and burnouts at the workplace.

The present study contributes to understanding WE through the lens of WPS. It adds to the existing knowledge by explaining the mediation of the psychological conditions between spirituality and WE among millennials working in India. To the best of the authors’ knowledge, this study can be considered one of the first studies that has attempted to understand the role of WPS and psychological conditions on WE levels of millennials.

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Engaging the disengaged: the role of workplace spirituality on millennials’ work engagement10.1108/IJOA-07-2023-3841International Journal of Organizational Analysis2023-10-06© 2023 Emerald Publishing LimitedTapas BanthaUmakanta NayakSubhendu Kumar MishraInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-10-0610.1108/IJOA-07-2023-3841https://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3841/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Investigating the link between psychological entitlement and workplace deviance: moderations and post hoc analysishttps://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3848/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to explore the impact of psychosocial entitlement on workplace deviance, particularly in contexts marked by increased job autonomy. Additionally, this study delves into the organizational factors, including perceived support and justice, which play a crucial role in this dynamic. Applying social exchange theory (SET), this study contends that fostering a fair and supportive workplace can deter entitled employees from workplace deviance. This study used time-lagged, multi-source data to analyse the interplay between psychological entitlement and workplace deviance in the presence of job autonomy and to assess the influence of perceived organizational justice and support. This study’s analysis uses SmartPLS for partial least square-structural equation modelling. The study’s results indicate an elevated sense of entitlement among employees working autonomously and a heightened propensity for deviant behaviour when psychological entitlement increases. Yet, the data revealed moderating effects of perceived organizational support on the relationship between psychological entitlement and workplace deviance. A post hoc analysis found full mediation effects by psychological entitlement on the relationship between perceived organizational justice and workplace deviance. To enhance organizational dynamics, management should prioritize promoting employee perceptions of organizational justice and support through impartial human resource policies, consistent policy implementation, initiatives such as virtual learning, improved mental health benefits and measurement tools for feedback on justice and support measures. An essential theoretical contribution of this research resides in its extension beyond the conventional application of SET, traditionally associated with reciprocity in the workplace. This study showcases its effectiveness in elucidating the impact of psychosocial factors on reciprocity in organizational dynamics.Investigating the link between psychological entitlement and workplace deviance: moderations and post hoc analysis
Rima M. Bizri, Sevag K. Kertechian
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to explore the impact of psychosocial entitlement on workplace deviance, particularly in contexts marked by increased job autonomy. Additionally, this study delves into the organizational factors, including perceived support and justice, which play a crucial role in this dynamic.

Applying social exchange theory (SET), this study contends that fostering a fair and supportive workplace can deter entitled employees from workplace deviance. This study used time-lagged, multi-source data to analyse the interplay between psychological entitlement and workplace deviance in the presence of job autonomy and to assess the influence of perceived organizational justice and support. This study’s analysis uses SmartPLS for partial least square-structural equation modelling.

The study’s results indicate an elevated sense of entitlement among employees working autonomously and a heightened propensity for deviant behaviour when psychological entitlement increases. Yet, the data revealed moderating effects of perceived organizational support on the relationship between psychological entitlement and workplace deviance. A post hoc analysis found full mediation effects by psychological entitlement on the relationship between perceived organizational justice and workplace deviance.

To enhance organizational dynamics, management should prioritize promoting employee perceptions of organizational justice and support through impartial human resource policies, consistent policy implementation, initiatives such as virtual learning, improved mental health benefits and measurement tools for feedback on justice and support measures.

An essential theoretical contribution of this research resides in its extension beyond the conventional application of SET, traditionally associated with reciprocity in the workplace. This study showcases its effectiveness in elucidating the impact of psychosocial factors on reciprocity in organizational dynamics.

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Investigating the link between psychological entitlement and workplace deviance: moderations and post hoc analysis10.1108/IJOA-07-2023-3848International Journal of Organizational Analysis2024-01-18© 2024 Emerald Publishing LimitedRima M. BizriSevag K. KertechianInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-01-1810.1108/IJOA-07-2023-3848https://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3848/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Networking effects of innovations: evidence from the Global Southhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3858/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to investigate the short- and long-run influence of core banking solutions (CBSs) on productive efficiency and identify the presence of potential network externalities arising from CBS adoption. This paper further examines the differential behaviour of long-term effects across the banking structure. This study uses a panel data set of Indian commercial banks from 2005 to 2021. Economic efficiency is quantified using VRS-based DEA programming algorithms. Productivity changes are measured through an input-oriented, DEA-based Malmquist productivity index. Short- and long-run effects are examined through a finite autoregressive distributed lag model, estimated through a pooled mean-group estimator. Findings suggest that CBS adoption negatively correlates with cost structure until the first year of adoption. Nevertheless, significant benefits are visible from the third year. Furthermore, such associations are highly susceptible to the industry structure. CBS results in higher incremental benefits for private banks vis-à-vis state-owned banks. Large banks receive significant and quicker productivity improvements from CBS vis-à-vis small banks. Bank age guides CBS–performance associations, highlighting that mature banks may face the issue of legacy infrastructure in CBS adoption. The resultant networking externalities are significant as they enhance the attractiveness of the network, which subsequently augments inter-branch and inter-bank communications. To the best of the authors’ knowledge, this study is the first to recognise the stickiness of one of the most homogeneously adopted technological innovations in the Indian banking sector. The presence of a conjoint technological network has the potential to enhance the service delivery process and ensure superior returns for Indian banks.Networking effects of innovations: evidence from the Global South
Navendu Prakash, Shveta Singh, Seema Sharma
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to investigate the short- and long-run influence of core banking solutions (CBSs) on productive efficiency and identify the presence of potential network externalities arising from CBS adoption. This paper further examines the differential behaviour of long-term effects across the banking structure.

This study uses a panel data set of Indian commercial banks from 2005 to 2021. Economic efficiency is quantified using VRS-based DEA programming algorithms. Productivity changes are measured through an input-oriented, DEA-based Malmquist productivity index. Short- and long-run effects are examined through a finite autoregressive distributed lag model, estimated through a pooled mean-group estimator.

Findings suggest that CBS adoption negatively correlates with cost structure until the first year of adoption. Nevertheless, significant benefits are visible from the third year. Furthermore, such associations are highly susceptible to the industry structure. CBS results in higher incremental benefits for private banks vis-à-vis state-owned banks. Large banks receive significant and quicker productivity improvements from CBS vis-à-vis small banks. Bank age guides CBS–performance associations, highlighting that mature banks may face the issue of legacy infrastructure in CBS adoption. The resultant networking externalities are significant as they enhance the attractiveness of the network, which subsequently augments inter-branch and inter-bank communications.

To the best of the authors’ knowledge, this study is the first to recognise the stickiness of one of the most homogeneously adopted technological innovations in the Indian banking sector. The presence of a conjoint technological network has the potential to enhance the service delivery process and ensure superior returns for Indian banks.

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Networking effects of innovations: evidence from the Global South10.1108/IJOA-07-2023-3858International Journal of Organizational Analysis2023-09-27© 2023 Emerald Publishing LimitedNavendu PrakashShveta SinghSeema SharmaInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-09-2710.1108/IJOA-07-2023-3858https://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3858/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
How exponential organizations outcompete(d) their traditional counterparts (in the past eight years)?https://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3879/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestExponential organizations (ExOs) are purpose-driven companies that leverage exponential technologies and exponential business practices to grow and scale rapidly, transform industries and create massive value and impact. In contrast, non-ExOs follow a linear approach to business and organizational strategy design and execution. This study aims to validate the hypothesis, based on financial metrics, that ExOs outperform their competitors and linear counterparts. Furthermore, it also brings a new understanding of the gap raised in the past eight years about how ExOs can achieve significantly better performance, measured with financial metrics. For measuring how exponential an organization is, this study elaborated a completely new assessment tool called Exponential Quotient (ExQ). This study applied ExQ to the 100 largest US headquartered companies as ranked by Fortune magazine in 2014. Calculating the ExQ enabled this study to rank these Fortune 100 companies and identify the most and the least exponential firms. This study tracked these companies as to how they performed on different financial metrics over the eight years of 2014–2021 and analyzed the results. Through the analysis, this study revealed that the top 10 ExOs have significantly outperformed their bottom 10 non-exponential peers, delivering 40x higher shareholder returns, 2.6x better revenue growth, 6.8x higher profitability and 11.7x better asset turnover. Furthermore, this study could identify commonalities and similarities between the two groups. This means that ExOs can thrive even in tough times and that accelerating technologies unlock abundance and allow every organization to become a disruptive innovator and stay ahead of the competition. These are novel results in the research focusing on the gap between exponential and traditional organizations. Using the ExQ diagnostics tool, every organization can see how flexible, scalable and agile they are, which is the starting point for an exponential transformation program. Although this approach has already found its way into practice and is applied globally by thousands of organizations (startups, scaleups and incumbents), so far, the academic establishment is in its nascent phase. With this research, the authors wanted to extend this field of science. On the other hand, because of its novelty, no appropriate previous studies existed to compare the results. The possible implications showed that there is a plannable way for significantly increasing an organization’s ExQ and advance it from a linear toward an exponential organizational model. The results validated the robustness of the ExO framework and philosophy and shed light on the importance of exponential transformation – a proven method to increase an organization’s ExQ. This framework is not a “how to be successful” guide. Instead, it uncovered some of the previously unknown and universal mechanisms of scalability – which, in turbulent times, make companies successful (based on financial metrics). To the best of the authors’ knowledge, this study was among the first kind of in-depth analyses to validate the whole ExO model.How exponential organizations outcompete(d) their traditional counterparts (in the past eight years)?
Péter Kristóf, Chander Nagpal
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Exponential organizations (ExOs) are purpose-driven companies that leverage exponential technologies and exponential business practices to grow and scale rapidly, transform industries and create massive value and impact. In contrast, non-ExOs follow a linear approach to business and organizational strategy design and execution. This study aims to validate the hypothesis, based on financial metrics, that ExOs outperform their competitors and linear counterparts. Furthermore, it also brings a new understanding of the gap raised in the past eight years about how ExOs can achieve significantly better performance, measured with financial metrics.

For measuring how exponential an organization is, this study elaborated a completely new assessment tool called Exponential Quotient (ExQ). This study applied ExQ to the 100 largest US headquartered companies as ranked by Fortune magazine in 2014. Calculating the ExQ enabled this study to rank these Fortune 100 companies and identify the most and the least exponential firms. This study tracked these companies as to how they performed on different financial metrics over the eight years of 2014–2021 and analyzed the results.

Through the analysis, this study revealed that the top 10 ExOs have significantly outperformed their bottom 10 non-exponential peers, delivering 40x higher shareholder returns, 2.6x better revenue growth, 6.8x higher profitability and 11.7x better asset turnover. Furthermore, this study could identify commonalities and similarities between the two groups. This means that ExOs can thrive even in tough times and that accelerating technologies unlock abundance and allow every organization to become a disruptive innovator and stay ahead of the competition. These are novel results in the research focusing on the gap between exponential and traditional organizations.

Using the ExQ diagnostics tool, every organization can see how flexible, scalable and agile they are, which is the starting point for an exponential transformation program. Although this approach has already found its way into practice and is applied globally by thousands of organizations (startups, scaleups and incumbents), so far, the academic establishment is in its nascent phase. With this research, the authors wanted to extend this field of science. On the other hand, because of its novelty, no appropriate previous studies existed to compare the results.

The possible implications showed that there is a plannable way for significantly increasing an organization’s ExQ and advance it from a linear toward an exponential organizational model.

The results validated the robustness of the ExO framework and philosophy and shed light on the importance of exponential transformation – a proven method to increase an organization’s ExQ. This framework is not a “how to be successful” guide. Instead, it uncovered some of the previously unknown and universal mechanisms of scalability – which, in turbulent times, make companies successful (based on financial metrics). To the best of the authors’ knowledge, this study was among the first kind of in-depth analyses to validate the whole ExO model.

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How exponential organizations outcompete(d) their traditional counterparts (in the past eight years)?10.1108/IJOA-07-2023-3879International Journal of Organizational Analysis2024-03-07© 2024 Emerald Publishing LimitedPéter KristófChander NagpalInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-03-0710.1108/IJOA-07-2023-3879https://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3879/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Dependence as strategy: extending resource dependence theory and clarifying its understanding of the strategic options of dependent firmshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3886/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to critically evaluate resource dependence theory’s (RDT) assumptions and explanations about dependence and the dependent firm’s strategic options. The authors argue that RDT’s perception of dependence is problematic because it evaluates dependence as a purely negative situation in which all firms, by definition, seek to develop strategies to change the power structure of such relationships. On the contrary, the authors argue that there are situations in which dependent firms are in agreement with dependence and, therefore, develop strategies that do not aim to change the balance of power in the relationship, but rather to strengthen their position within the relationship. The research is designed as a theoretical discussion. The authors critically evaluate and discuss current understanding and assumptions about RDT’s dependence explanations. Drawing on insights from the strategic management literature, the authors offer a new perspective on the problematic areas in the dependence explanations of the RDT. Drawing on insights from the strategic management literature, the authors argue that dependent firms enjoy certain advantages due to the dependence relationship to gain sustainable competitive advantages over their rivals and potential competitors. These advantages include factors such as increasing growth potential, developing capabilities and competencies, building relationships of trust with powerful firms and leveraging their reputations and references that contribute to the sustainable strategic advantages of dependent firms. The authors believe that this study has the potential to spur new research that further challenges the assumptions of the RDT and empirically tests its propositions. The authors propose a research framework on dependence as a strategic option that has the possibility of expanding RDT’s current dependence explanation.Dependence as strategy: extending resource dependence theory and clarifying its understanding of the strategic options of dependent firms
Recai Coşkun, Oğuzhan Öztürk
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to critically evaluate resource dependence theory’s (RDT) assumptions and explanations about dependence and the dependent firm’s strategic options. The authors argue that RDT’s perception of dependence is problematic because it evaluates dependence as a purely negative situation in which all firms, by definition, seek to develop strategies to change the power structure of such relationships. On the contrary, the authors argue that there are situations in which dependent firms are in agreement with dependence and, therefore, develop strategies that do not aim to change the balance of power in the relationship, but rather to strengthen their position within the relationship.

The research is designed as a theoretical discussion. The authors critically evaluate and discuss current understanding and assumptions about RDT’s dependence explanations. Drawing on insights from the strategic management literature, the authors offer a new perspective on the problematic areas in the dependence explanations of the RDT.

Drawing on insights from the strategic management literature, the authors argue that dependent firms enjoy certain advantages due to the dependence relationship to gain sustainable competitive advantages over their rivals and potential competitors. These advantages include factors such as increasing growth potential, developing capabilities and competencies, building relationships of trust with powerful firms and leveraging their reputations and references that contribute to the sustainable strategic advantages of dependent firms. The authors believe that this study has the potential to spur new research that further challenges the assumptions of the RDT and empirically tests its propositions.

The authors propose a research framework on dependence as a strategic option that has the possibility of expanding RDT’s current dependence explanation.

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Dependence as strategy: extending resource dependence theory and clarifying its understanding of the strategic options of dependent firms10.1108/IJOA-07-2023-3886International Journal of Organizational Analysis2023-12-22© 2023 Emerald Publishing LimitedRecai CoşkunOğuzhan ÖztürkInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-12-2210.1108/IJOA-07-2023-3886https://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2023-3886/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Assessing the significance of employee flexibility and organization policy for survival of organizations during turbulent conditionshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3892/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study is to assess the significance of employee work flexibility and the policy of the organization for survival during any crisis. This study also investigates the moderating role of leadership support (LS) during such turbulent conditions. This study has used literature from the fields of organization performance, human resources and organization policy (OP), along with the theories of resource-based view (RBV) and dynamic capability view (DCV) to develop a conceptual model. Later, the conceptual model is validated using the structural equation modeling technique. The study used a survey method with a sample of 311 participants. These participants are employed as human resource managers (HRM) and other supportive workforce at different levels in the organizations. The study shows that innovativeness and employee flexibility (EFL) are critical toward organizations’ survival during any crisis. Also, the study highlights the importance of OP and LS for the survival of organizations during and after any turbulent condition. This study provides valuable inputs to the leadership teams of organizations, especially HRM. This research also provides food for thought for policymakers and researchers in the field of organizational performance. This study also contributes to the overall body of literature on organization analysis and extends the literature on RBV and DCV. The study adds value to the overall body of literature on organization performance and capabilities along with human resource management. Few studies have nurtured issues on EFL during turbulent conditions. Also, there are limited studies in the areas of OP such as favorable and unfavorable policies toward employees. Thus, this study can be considered unique. Moreover, the study investigates the moderating role of LS which adds value toward the body of literature on organizational leadership capability.Assessing the significance of employee flexibility and organization policy for survival of organizations during turbulent conditions
Ranjan Chaudhuri, Balakrishna Grandhi, Demetris Vrontis, Sheshadri Chatterjee
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this study is to assess the significance of employee work flexibility and the policy of the organization for survival during any crisis. This study also investigates the moderating role of leadership support (LS) during such turbulent conditions.

This study has used literature from the fields of organization performance, human resources and organization policy (OP), along with the theories of resource-based view (RBV) and dynamic capability view (DCV) to develop a conceptual model. Later, the conceptual model is validated using the structural equation modeling technique. The study used a survey method with a sample of 311 participants. These participants are employed as human resource managers (HRM) and other supportive workforce at different levels in the organizations.

The study shows that innovativeness and employee flexibility (EFL) are critical toward organizations’ survival during any crisis. Also, the study highlights the importance of OP and LS for the survival of organizations during and after any turbulent condition.

This study provides valuable inputs to the leadership teams of organizations, especially HRM. This research also provides food for thought for policymakers and researchers in the field of organizational performance. This study also contributes to the overall body of literature on organization analysis and extends the literature on RBV and DCV.

The study adds value to the overall body of literature on organization performance and capabilities along with human resource management. Few studies have nurtured issues on EFL during turbulent conditions. Also, there are limited studies in the areas of OP such as favorable and unfavorable policies toward employees. Thus, this study can be considered unique. Moreover, the study investigates the moderating role of LS which adds value toward the body of literature on organizational leadership capability.

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Assessing the significance of employee flexibility and organization policy for survival of organizations during turbulent conditions10.1108/IJOA-08-2023-3892International Journal of Organizational Analysis2023-12-18© 2023 Emerald Publishing LimitedRanjan ChaudhuriBalakrishna GrandhiDemetris VrontisSheshadri ChatterjeeInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-12-1810.1108/IJOA-08-2023-3892https://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3892/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Proficiency of independent directors: an Indian corporate governance perspectivehttps://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3894/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestIndependent directors (IDs) in India are required to qualify for the online proficiency self-assessment test to acquire or retain their position on the corporate boards. The purpose of this paper was to examine the perceived positive and negative aspects of the new mandate for the overall quality of corporate boards in India. This study used a qualitative methodology and applied the interpretative phenomenological analysis approach. Data was collected from board members using semi-structured interviews. This study revealed the positive and negative perceived aspects of the mandatory policy prescription of proficiency test for IDs. It was found that the participants emphasized training and mentoring programs for the IDs. Drawing upon the actual board experiences of the participants, this study has the potential to assist policymakers in making regulations that are more effective in enhancing the quality of corporate boards. The example of action taken as well as the criticism or positive aspects pointed out can generate interest in other legislators. The concept of proficiency test for IDs is unique to India. A review of literature did not reveal the existence of any regulatory provisions for a mandatory uniform test for examining the proficiency of IDs, in any corporate law jurisdiction apart from India.Proficiency of independent directors: an Indian corporate governance perspective
Shinu Vig
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Independent directors (IDs) in India are required to qualify for the online proficiency self-assessment test to acquire or retain their position on the corporate boards. The purpose of this paper was to examine the perceived positive and negative aspects of the new mandate for the overall quality of corporate boards in India.

This study used a qualitative methodology and applied the interpretative phenomenological analysis approach. Data was collected from board members using semi-structured interviews.

This study revealed the positive and negative perceived aspects of the mandatory policy prescription of proficiency test for IDs. It was found that the participants emphasized training and mentoring programs for the IDs.

Drawing upon the actual board experiences of the participants, this study has the potential to assist policymakers in making regulations that are more effective in enhancing the quality of corporate boards. The example of action taken as well as the criticism or positive aspects pointed out can generate interest in other legislators.

The concept of proficiency test for IDs is unique to India. A review of literature did not reveal the existence of any regulatory provisions for a mandatory uniform test for examining the proficiency of IDs, in any corporate law jurisdiction apart from India.

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Proficiency of independent directors: an Indian corporate governance perspective10.1108/IJOA-08-2023-3894International Journal of Organizational Analysis2024-01-15© 2023 Emerald Publishing LimitedShinu VigInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-01-1510.1108/IJOA-08-2023-3894https://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3894/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Knowledge work characteristics and innovative behaviour: a fuzzy-set qualitative comparative analysis (fsQCA)https://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3896/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestInnovative work behaviour (IWB) has long been advocated as a crucial resource for organisations. Evidence that work characteristics stimulate the adoption of IWB is widespread. Yet, the relationship between knowledge characteristics and IWB has often been overlooked. This study aims to address this gap by examining this relationship. Building on an integrative vision of innovation, this study analyses the effects of combinations in work characteristics on IWB through a configurational approach. Job autonomy, complexity, problem solving, specialisation and demand for constant learning were examined as determinants of IWB using fuzzy-set qualitative comparative analysis. Based on a sample of 214 Belgium employees, the results highlight seven configurations of work characteristics to elicit high levels of IWB. For six of them, problem solving appears as a needed condition. Presented findings offer insights for organisations aiming at evolving in a competitive context to generate optimal conditions for promoting employee innovation. While most studies have tested the influence of work characteristics independently, this research investigates the joint influence of work characteristics and identifies how combinations of multiple variables lead to IWB.Knowledge work characteristics and innovative behaviour: a fuzzy-set qualitative comparative analysis (fsQCA)
Léa Fréour, Adalgisa Battistelli, Sabine Pohl, Nicola Cangialosi
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Innovative work behaviour (IWB) has long been advocated as a crucial resource for organisations. Evidence that work characteristics stimulate the adoption of IWB is widespread. Yet, the relationship between knowledge characteristics and IWB has often been overlooked. This study aims to address this gap by examining this relationship.

Building on an integrative vision of innovation, this study analyses the effects of combinations in work characteristics on IWB through a configurational approach. Job autonomy, complexity, problem solving, specialisation and demand for constant learning were examined as determinants of IWB using fuzzy-set qualitative comparative analysis.

Based on a sample of 214 Belgium employees, the results highlight seven configurations of work characteristics to elicit high levels of IWB. For six of them, problem solving appears as a needed condition.

Presented findings offer insights for organisations aiming at evolving in a competitive context to generate optimal conditions for promoting employee innovation.

While most studies have tested the influence of work characteristics independently, this research investigates the joint influence of work characteristics and identifies how combinations of multiple variables lead to IWB.

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Knowledge work characteristics and innovative behaviour: a fuzzy-set qualitative comparative analysis (fsQCA)10.1108/IJOA-08-2023-3896International Journal of Organizational Analysis2024-03-26© 2024 Emerald Publishing LimitedLéa FréourAdalgisa BattistelliSabine PohlNicola CangialosiInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-03-2610.1108/IJOA-08-2023-3896https://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3896/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Sustainable development practices in small and medium-sized enterprises: multiple case studieshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3900/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to understand the sustainable development of small and medium-sized enterprises (SMEs), analysing their current practices in the social, environmental and economic domain. To fulfil this objective, an exploratory, qualitative approach was adopted, using the multiple case study methodology and focusing on eight cases (SMEs) in Portugal. Data were collected through interviews, since this technique allows proximity and interaction with decision makers and those responsible for firms’ sustainability. From content analysis of the interviews held, the results show that SMEs are aware of and committed to sustainability and that the external context and some of its particularities have a significant impact on their sustainable development. These SMEs undertake various practices of a social, environmental and economic nature, highlighting especially environmental ones such as efficient resource consumption, using more sustainable resources, recycling waste and waste management. This study contributes greater knowledge of the phenomenon of SMEs’ sustainable development and identifies practical examples that could increase this firm segment’s awareness of the importance of sustainable practices associated with developing their business. In this study, new and innovative sustainability practices are presented in the SMEs. The authors can underline that this study contributes to reinforcing the theory about the topic investigated by adding knowledge about sustainable development in the SME context. It deepens knowledge in this scientific area, which can be spread in the scientific community and among SMEs.Sustainable development practices in small and medium-sized enterprises: multiple case studies
Etelvina Nabais, Mário Franco
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to understand the sustainable development of small and medium-sized enterprises (SMEs), analysing their current practices in the social, environmental and economic domain.

To fulfil this objective, an exploratory, qualitative approach was adopted, using the multiple case study methodology and focusing on eight cases (SMEs) in Portugal. Data were collected through interviews, since this technique allows proximity and interaction with decision makers and those responsible for firms’ sustainability.

From content analysis of the interviews held, the results show that SMEs are aware of and committed to sustainability and that the external context and some of its particularities have a significant impact on their sustainable development. These SMEs undertake various practices of a social, environmental and economic nature, highlighting especially environmental ones such as efficient resource consumption, using more sustainable resources, recycling waste and waste management.

This study contributes greater knowledge of the phenomenon of SMEs’ sustainable development and identifies practical examples that could increase this firm segment’s awareness of the importance of sustainable practices associated with developing their business.

In this study, new and innovative sustainability practices are presented in the SMEs. The authors can underline that this study contributes to reinforcing the theory about the topic investigated by adding knowledge about sustainable development in the SME context. It deepens knowledge in this scientific area, which can be spread in the scientific community and among SMEs.

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Sustainable development practices in small and medium-sized enterprises: multiple case studies10.1108/IJOA-08-2023-3900International Journal of Organizational Analysis2024-02-02© 2024 Emerald Publishing LimitedEtelvina NabaisMário FrancoInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-0210.1108/IJOA-08-2023-3900https://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3900/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Happiness at work: a systematic literature reviewhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3902/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to systematically review the literature on happiness at work (HAW) by analysing existing studies, identifying relevant themes in HAW research and evaluating the methodologies used in the literature. The study used a systematic review process, following the guidelines and principles outlined in the updated Preferred Reporting Items for Systematic Reviews and Meta-Analyses statement 2020 and checklist. Articles were collected from six databases: Emerald insight, Taylor & Francis Online, Science Direct, Wiley Online Library, Springer and MDPI. Subsequently, systematic review was performed on 41 HAW articles published in 29 different journals between 2010 and 2022. The authors only considered articles that were either indexed by Scopus or in the Academic Journal Guide (AJG) list. The study identified six major themes, assessed the operationalisation of HAW and analysed the research methodologies and statistical tools used in the sample studies. Majority of the articles discussed the antecedents of HAW followed by the HAW as a mediator. There is a high heterogeneity in the operationalisation of HAW in the reviewed articles. Moreover, majority of the studies have prioritised service sectors over the industrial sectors. This study represents the first comprehensive review of the existing literature on HAW by using a systematic review methodology.Happiness at work: a systematic literature review
Foziya Farooq, Sheikh Sajid Mohammad, Nazir Ahmed Nazir, Parvez Ahmad Shah
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to systematically review the literature on happiness at work (HAW) by analysing existing studies, identifying relevant themes in HAW research and evaluating the methodologies used in the literature.

The study used a systematic review process, following the guidelines and principles outlined in the updated Preferred Reporting Items for Systematic Reviews and Meta-Analyses statement 2020 and checklist. Articles were collected from six databases: Emerald insight, Taylor & Francis Online, Science Direct, Wiley Online Library, Springer and MDPI. Subsequently, systematic review was performed on 41 HAW articles published in 29 different journals between 2010 and 2022. The authors only considered articles that were either indexed by Scopus or in the Academic Journal Guide (AJG) list.

The study identified six major themes, assessed the operationalisation of HAW and analysed the research methodologies and statistical tools used in the sample studies. Majority of the articles discussed the antecedents of HAW followed by the HAW as a mediator. There is a high heterogeneity in the operationalisation of HAW in the reviewed articles. Moreover, majority of the studies have prioritised service sectors over the industrial sectors.

This study represents the first comprehensive review of the existing literature on HAW by using a systematic review methodology.

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Happiness at work: a systematic literature review10.1108/IJOA-08-2023-3902International Journal of Organizational Analysis2024-01-16© 2023 Emerald Publishing LimitedFoziya FarooqSheikh Sajid MohammadNazir Ahmed NazirParvez Ahmad ShahInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-01-1610.1108/IJOA-08-2023-3902https://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3902/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Nexus between green human resource management practices and corporate social responsibility: does transformational leadership make difference?https://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3903/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study was to investigate the connection between green human resource management (GHRM) and corporate social responsibility (CSR). In addition, this study also investigates how the impact of GHRM varies depending on the extent of transformational leadership. Adopting a quantitative approach, the sample consists of 376 employees who hold leadership positions in the academic body and those who work in human resources units at universities who won the Web Metric Award. Results have shown that all GHRM practices were found to have a significant and positive effect on CSR. In addition, the findings revealed that transformational leadership positively moderates the relationship between GHRM and CSR. The findings of this study contribute to the existing body of knowledge by providing empirical evidence of the positive relationship between GHRM practices, transformational leadership and CSR performance. In addition, the study highlights the moderating influence of transformational leadership on the relationship between GHRM and CSR, suggesting that transformational leadership can increase the efficacy of GHRM practices in promoting CSR outcomes.Nexus between green human resource management practices and corporate social responsibility: does transformational leadership make difference?
Mohammad M. Taamneh, Manaf Al-Okaily, Jamal Daoud Abudoleh, Rokaya Albdareen, Abdallah M. Taamneh
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this study was to investigate the connection between green human resource management (GHRM) and corporate social responsibility (CSR). In addition, this study also investigates how the impact of GHRM varies depending on the extent of transformational leadership.

Adopting a quantitative approach, the sample consists of 376 employees who hold leadership positions in the academic body and those who work in human resources units at universities who won the Web Metric Award.

Results have shown that all GHRM practices were found to have a significant and positive effect on CSR. In addition, the findings revealed that transformational leadership positively moderates the relationship between GHRM and CSR.

The findings of this study contribute to the existing body of knowledge by providing empirical evidence of the positive relationship between GHRM practices, transformational leadership and CSR performance. In addition, the study highlights the moderating influence of transformational leadership on the relationship between GHRM and CSR, suggesting that transformational leadership can increase the efficacy of GHRM practices in promoting CSR outcomes.

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Nexus between green human resource management practices and corporate social responsibility: does transformational leadership make difference?10.1108/IJOA-08-2023-3903International Journal of Organizational Analysis2024-03-20© 2024 Emerald Publishing LimitedMohammad M. TaamnehManaf Al-OkailyJamal Daoud AbudolehRokaya AlbdareenAbdallah M. TaamnehInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-03-2010.1108/IJOA-08-2023-3903https://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3903/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Lean HRM practices in manufacturing SMEs: exploring the interplay among the influencing factorshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3916/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to investigate the implementation of lean human resource management (HRM) practices in manufacturing small- and medium-sized enterprises (SMEs) and explore how various factors interact to influence their successful adoption. By exploring the interplay among these factors, the research seeks to identify key drivers affecting the adoption of lean HRM in manufacturing SMEs. Ultimately, the research intends to provide insights that can guide organisations, practitioners and policymakers in effectively implementing lean HRM practices to enhance operational efficiency, workforce engagement and competitiveness within the manufacturing SME sector. The study combined total interpretive structural modelling (TISM) and Matrice d'Impacts Croisés Multiplication Appliquée à un Classement (MICMAC) analysis. TISM helped in understanding the hierarchical relationship among different factors influencing lean HRM implementation, whereas MICMAC analysis provided insights into the level of influence and dependence of each factor on others. The research revealed that “top management support” emerged as the most independent factor, indicating that strong support from top management is crucial for initiating and sustaining lean HRM practices in manufacturing SMEs. On the other hand, “employee involvement and empowerment” was identified as the most dependent factor, suggesting that fostering a culture of employee engagement and empowerment greatly relies on the successful implementation of lean HRM practices. While the study provided valuable insights, it has certain limitations. The research was conducted within the specific context of manufacturing SMEs, which might limit the generalizability of the findings to other industries. Expert opinions introduce subjectivity in data collection. Additionally, the study may not cover all critical factors, allowing room for further exploration in future research. The findings have practical implications for manufacturing SMEs aiming to implement lean HRM practices. Recognising the pivotal role of top management support, organisations should invest in cultivating a strong leadership commitment to lean HRM initiatives. Furthermore, enhancing employee involvement and empowerment can lead to better adoption of lean HRM practices, resulting in improved operational efficiency and overall competitiveness. This research contributes to the field by offering a comprehensive exploration of the interplay among factors influencing lean HRM implementation. The use of TISM and MICMAC analysis provides a unique perspective on the relationship dynamics between these factors, allowing for a nuanced understanding of their roles in the adoption of lean HRM practices in manufacturing SMEs. The identification of “top management support” as the most independent and “employee involvement and empowerment” as the most dependent factors adds original insights to the existing literature.Lean HRM practices in manufacturing SMEs: exploring the interplay among the influencing factors
Nagamani Subramanian, M. Suresh
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to investigate the implementation of lean human resource management (HRM) practices in manufacturing small- and medium-sized enterprises (SMEs) and explore how various factors interact to influence their successful adoption. By exploring the interplay among these factors, the research seeks to identify key drivers affecting the adoption of lean HRM in manufacturing SMEs. Ultimately, the research intends to provide insights that can guide organisations, practitioners and policymakers in effectively implementing lean HRM practices to enhance operational efficiency, workforce engagement and competitiveness within the manufacturing SME sector.

The study combined total interpretive structural modelling (TISM) and Matrice d'Impacts Croisés Multiplication Appliquée à un Classement (MICMAC) analysis. TISM helped in understanding the hierarchical relationship among different factors influencing lean HRM implementation, whereas MICMAC analysis provided insights into the level of influence and dependence of each factor on others.

The research revealed that “top management support” emerged as the most independent factor, indicating that strong support from top management is crucial for initiating and sustaining lean HRM practices in manufacturing SMEs. On the other hand, “employee involvement and empowerment” was identified as the most dependent factor, suggesting that fostering a culture of employee engagement and empowerment greatly relies on the successful implementation of lean HRM practices.

While the study provided valuable insights, it has certain limitations. The research was conducted within the specific context of manufacturing SMEs, which might limit the generalizability of the findings to other industries. Expert opinions introduce subjectivity in data collection. Additionally, the study may not cover all critical factors, allowing room for further exploration in future research.

The findings have practical implications for manufacturing SMEs aiming to implement lean HRM practices. Recognising the pivotal role of top management support, organisations should invest in cultivating a strong leadership commitment to lean HRM initiatives. Furthermore, enhancing employee involvement and empowerment can lead to better adoption of lean HRM practices, resulting in improved operational efficiency and overall competitiveness.

This research contributes to the field by offering a comprehensive exploration of the interplay among factors influencing lean HRM implementation. The use of TISM and MICMAC analysis provides a unique perspective on the relationship dynamics between these factors, allowing for a nuanced understanding of their roles in the adoption of lean HRM practices in manufacturing SMEs. The identification of “top management support” as the most independent and “employee involvement and empowerment” as the most dependent factors adds original insights to the existing literature.

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Lean HRM practices in manufacturing SMEs: exploring the interplay among the influencing factors10.1108/IJOA-08-2023-3916International Journal of Organizational Analysis2024-02-15© 2024 Emerald Publishing LimitedNagamani SubramanianM. SureshInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-1510.1108/IJOA-08-2023-3916https://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3916/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Sustainable HRM the next hotspot for management research? A study using topic modellinghttps://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3940/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestSustainable human resource management (SuHRM), which aims to achieve positive environmental, social and economic outcomes at the same time, has gained prominence across industries. However, the challenges of implementing SuHRM across industries are largely under-studied. The purpose of this study is to identify the grey areas in the field of SuHRM by using an unsupervised learning algorithm on the abstracts of 607 papers published in prominent journals from 1995 to 2023. Most of the articles have been published post-2018. The analysis of the data (abstracts of the selected articles) has been done using topic modelling via latent Dirichlet algorithm (LDA). The output from topic modelling-LDA reveals nine primary focus areas of SuHRM research – the link between SuHRM and employee well-being; job satisfaction; challenges of implementing SuHRM; exploring new horizons in SuHRM; reaping the benefits of using SuHRM as a strategic tool; green HRM practices; link between SuHRM and organisational performance; link between corporate social responsible and HRM. The insights gained from this study along with the discussions on each topic will be extremely beneficial for researchers, academicians, journal editors and practitioners to channelise their research focus. No other study has used a smart algorithm to identify the research clusters of SuHRM. By utilizing topic modeling techniques, the study offers a novel approach to analyzing and understanding trends and patterns in HRM research related to sustainability. The significance of the paper would be in its potential to shed light on emerging areas of interest and provide valuable implications for future research and practice in Sustainable HRM.Sustainable HRM the next hotspot for management research? A study using topic modelling
Shefali Singh, Kanchan Awasthi, Pradipta Patra, Jaya Srivastava, Shrawan Kumar Trivedi
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Sustainable human resource management (SuHRM), which aims to achieve positive environmental, social and economic outcomes at the same time, has gained prominence across industries. However, the challenges of implementing SuHRM across industries are largely under-studied. The purpose of this study is to identify the grey areas in the field of SuHRM by using an unsupervised learning algorithm on the abstracts of 607 papers published in prominent journals from 1995 to 2023. Most of the articles have been published post-2018.

The analysis of the data (abstracts of the selected articles) has been done using topic modelling via latent Dirichlet algorithm (LDA).

The output from topic modelling-LDA reveals nine primary focus areas of SuHRM research – the link between SuHRM and employee well-being; job satisfaction; challenges of implementing SuHRM; exploring new horizons in SuHRM; reaping the benefits of using SuHRM as a strategic tool; green HRM practices; link between SuHRM and organisational performance; link between corporate social responsible and HRM.

The insights gained from this study along with the discussions on each topic will be extremely beneficial for researchers, academicians, journal editors and practitioners to channelise their research focus. No other study has used a smart algorithm to identify the research clusters of SuHRM.

By utilizing topic modeling techniques, the study offers a novel approach to analyzing and understanding trends and patterns in HRM research related to sustainability. The significance of the paper would be in its potential to shed light on emerging areas of interest and provide valuable implications for future research and practice in Sustainable HRM.

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Sustainable HRM the next hotspot for management research? A study using topic modelling10.1108/IJOA-08-2023-3940International Journal of Organizational Analysis2024-02-26© 2024 Emerald Publishing LimitedShefali SinghKanchan AwasthiPradipta PatraJaya SrivastavaShrawan Kumar TrivediInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-2610.1108/IJOA-08-2023-3940https://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3940/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
The gig verse: building a sustainable futurehttps://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3946/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDespite the popularity of gig employment amid the changing business landscape, gig scholarship is somewhat limited and the untold reality about gig is yet to be fully revealed. This study aims to critically address the nature of gig employment, its ambiguities, evolution, theoretical premises and the appropriate future road ahead. This paper adopts a dual analytical approach – bibliometric and thematic analyses. After incorporating the exclusion–inclusion criteria, the authors identified 2,135 articles for the bibliometric analyses by using VOSviewer. Additionally, for the deep-delving synthesis, the authors conducted thematic analyses following Braun and Clarke (2006), based on 351 papers. The findings revealed that gig work, in its different forms, is emerging as an alternative work arrangement with respect to the future of work. This study also identified multilevel perspectives of gig employment along with its holistic nomological network. Finally, this study offers some critical research directions that should help enhance the theoretical and practical strengths of this nascent scholarship in future. The review findings are limited in nature owing to the paucity of quality research papers published in the said domain. The paper brings more clarity to what gig is and isn’t, along with its critical perspectives from multilevel lenses. This paper identifies critical perspectives related to gig work and suggests appropriate directions for future gig work related scholarship.The gig verse: building a sustainable future
Bhumika Ray, Atri Sengupta, Arup Varma
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Despite the popularity of gig employment amid the changing business landscape, gig scholarship is somewhat limited and the untold reality about gig is yet to be fully revealed. This study aims to critically address the nature of gig employment, its ambiguities, evolution, theoretical premises and the appropriate future road ahead.

This paper adopts a dual analytical approach – bibliometric and thematic analyses. After incorporating the exclusion–inclusion criteria, the authors identified 2,135 articles for the bibliometric analyses by using VOSviewer. Additionally, for the deep-delving synthesis, the authors conducted thematic analyses following Braun and Clarke (2006), based on 351 papers.

The findings revealed that gig work, in its different forms, is emerging as an alternative work arrangement with respect to the future of work. This study also identified multilevel perspectives of gig employment along with its holistic nomological network. Finally, this study offers some critical research directions that should help enhance the theoretical and practical strengths of this nascent scholarship in future.

The review findings are limited in nature owing to the paucity of quality research papers published in the said domain.

The paper brings more clarity to what gig is and isn’t, along with its critical perspectives from multilevel lenses.

This paper identifies critical perspectives related to gig work and suggests appropriate directions for future gig work related scholarship.

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The gig verse: building a sustainable future10.1108/IJOA-08-2023-3946International Journal of Organizational Analysis2024-02-16© 2024 Emerald Publishing LimitedBhumika RayAtri SenguptaArup VarmaInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-1610.1108/IJOA-08-2023-3946https://www.emerald.com/insight/content/doi/10.1108/IJOA-08-2023-3946/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Indirect ambidextrous leadership as an alternative to direct ambidextrous leadershiphttps://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2022-3426/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to differentiate the ambidextrous leadership concept into direct and indirect types to provide an alternative when the requirements of direct ambidextrous leadership cannot be met. Desk research is used in this paper to relate the ambidextrous leadership concept to the roles of leader and manager to more comprehensively determine the requirements for being a direct/indirect ambidextrously leading executive than is possible by referring only to opening and closing leadership or exploration and exploitation. Special requirements in the context of ambidextrous leadership can be transferred from the top executive/chief executive officer to third parties, for example, some control tasks in the area of exploitation can be distributed among the top management team, enabling the top executive to focus on tasks such as developing an organisation-wide vision and its strategic implementation. Indirect ambidextrous leadership exists if the top executive distributes exploitation tasks to third parties. Direct ambidextrous leadership exists if the top executive assumes leadership in both the exploration and exploitation areas. This means that the demands on the top executive are different in direct ambidextrous leadership and in indirect ambidextrous leadership. The literature has not yet focused on the differentiation between direct and indirect ambidextrous leadership. This paper contributes towards closing this gap. The potential for indirect ambidextrous leadership can be essential for a company’s success because in addition to direct ambidextrous leadership, it represents the possibility of creating a sustainable organisation in a changing market.Indirect ambidextrous leadership as an alternative to direct ambidextrous leadership
Jan Laser
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to differentiate the ambidextrous leadership concept into direct and indirect types to provide an alternative when the requirements of direct ambidextrous leadership cannot be met.

Desk research is used in this paper to relate the ambidextrous leadership concept to the roles of leader and manager to more comprehensively determine the requirements for being a direct/indirect ambidextrously leading executive than is possible by referring only to opening and closing leadership or exploration and exploitation.

Special requirements in the context of ambidextrous leadership can be transferred from the top executive/chief executive officer to third parties, for example, some control tasks in the area of exploitation can be distributed among the top management team, enabling the top executive to focus on tasks such as developing an organisation-wide vision and its strategic implementation. Indirect ambidextrous leadership exists if the top executive distributes exploitation tasks to third parties. Direct ambidextrous leadership exists if the top executive assumes leadership in both the exploration and exploitation areas. This means that the demands on the top executive are different in direct ambidextrous leadership and in indirect ambidextrous leadership.

The literature has not yet focused on the differentiation between direct and indirect ambidextrous leadership. This paper contributes towards closing this gap. The potential for indirect ambidextrous leadership can be essential for a company’s success because in addition to direct ambidextrous leadership, it represents the possibility of creating a sustainable organisation in a changing market.

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Indirect ambidextrous leadership as an alternative to direct ambidextrous leadership10.1108/IJOA-09-2022-3426International Journal of Organizational Analysis2023-06-16© 2023 Emerald Publishing LimitedJan LaserInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-06-1610.1108/IJOA-09-2022-3426https://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2022-3426/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
An assessment of the impact of emotional labour and burnout on the employees’ work performancehttps://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2022-3429/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study is to identify and assess the factors that influence the work performance of employees in the service sector of Mauritius during the post-COVID-19 period. Factors like emotional labour, burnout, job satisfaction and psychological health of employees have been identified as those potential factors influencing the work performance of employees. This study adopts the survey-based approach for data collection. Employees from the service sector were targeted, that is, those who have direct contact with the customers. A response rate of 197 was recorded. The partial least square structural equation modelling has been used to run the data analysis. Ten hypotheses were proposed, and four hypotheses were accepted. Job satisfaction appears to positively influence the work performance of employees in the service sector. Emotional labour, burnout and psychological health of employees appeared not to significantly affect the work performance of employees. From a practical perspective, the author recommends that employers need to provide more support in terms of employee counselling, more job rotation for the employees to avoid burnout. Other support mechanisms as a supportive supervisor/manager where the employees can voice their concerns. It is also recommended that employers should have a more humane way to handle their human resources despite they are having the pressure to maximise profits. Employers need to understand that commercialisation of emotions demand a lot of emotional pressure on the employees and job re-design might be a solution to provide employees with more autonomy in the workplace. The level of flexibility also needs to be reviewed and employees should be more trusted. This study acknowledges that a lot of research has been done in identifying and assessing factors that significantly impact employees’ work performance. Nevertheless, this study brings together two theories, namely, the social exchange theory and the psychological contract theory to better understand the relationship between the variables. This study also brings a methodological contribution with second-order factor analysis of factors like emotional labour and burnout which enabled better assessment and understanding of the factors and their effect on work performance. Some practical recommendations have also been made.An assessment of the impact of emotional labour and burnout on the employees’ work performance
Soujata Rughoobur-Seetah
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this study is to identify and assess the factors that influence the work performance of employees in the service sector of Mauritius during the post-COVID-19 period. Factors like emotional labour, burnout, job satisfaction and psychological health of employees have been identified as those potential factors influencing the work performance of employees.

This study adopts the survey-based approach for data collection. Employees from the service sector were targeted, that is, those who have direct contact with the customers. A response rate of 197 was recorded. The partial least square structural equation modelling has been used to run the data analysis.

Ten hypotheses were proposed, and four hypotheses were accepted. Job satisfaction appears to positively influence the work performance of employees in the service sector. Emotional labour, burnout and psychological health of employees appeared not to significantly affect the work performance of employees.

From a practical perspective, the author recommends that employers need to provide more support in terms of employee counselling, more job rotation for the employees to avoid burnout. Other support mechanisms as a supportive supervisor/manager where the employees can voice their concerns. It is also recommended that employers should have a more humane way to handle their human resources despite they are having the pressure to maximise profits. Employers need to understand that commercialisation of emotions demand a lot of emotional pressure on the employees and job re-design might be a solution to provide employees with more autonomy in the workplace. The level of flexibility also needs to be reviewed and employees should be more trusted.

This study acknowledges that a lot of research has been done in identifying and assessing factors that significantly impact employees’ work performance. Nevertheless, this study brings together two theories, namely, the social exchange theory and the psychological contract theory to better understand the relationship between the variables. This study also brings a methodological contribution with second-order factor analysis of factors like emotional labour and burnout which enabled better assessment and understanding of the factors and their effect on work performance. Some practical recommendations have also been made.

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An assessment of the impact of emotional labour and burnout on the employees’ work performance10.1108/IJOA-09-2022-3429International Journal of Organizational Analysis2023-08-23© 2023 Emerald Publishing LimitedSoujata Rughoobur-SeetahInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-08-2310.1108/IJOA-09-2022-3429https://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2022-3429/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Counting on strengths: harnessing character strengths to stimulate innovative work behaviourhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2023-3959/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestProposing a strengths-based perspective for innovative work behaviour (IWB), the purpose of this paper is to explore character strengths (CS) as antecedents to IWB. Extending the literature and operating in the framework of positive organisational behaviour, this paper considers creative self-efficacy a crucial link between CS and IWB. The role of growth mindset and learning organisation in facilitating IWB, presented as a conceptual model, contributes to the theory in this field, aiding in developing an overarching theory to understand IWB. A narrative literature review was performed on the CS, IWB and positive organisational behaviour literature to adapt theories and develop propositions for the conceptual model. This paper develops a conceptual framework proposing direct relationships between CS and IWB. This study posits creative self-efficacy (CSE) as the mediator between this relationship and growth mindset, learning organisation as the moderators for the link between CS and CSE and CSE and IWB. The paper presents a conceptual framework focusing on the positive personality traits of employees, precisely their CS. This study explores how leveraging these strengths can enhance their capacity for IWB. The suggested model also prompts additional research in understanding IWB. To the best of the authors’ knowledge, the conceptual framework proposed is the first to explore the diverse individual differences factors and the role of contextual facilitation in enhancing employees’ IWB. This study contributes to the growing field of positive organisational behaviour and assists HR managers in tapping into employees’ internal resources. This paper’s theoretical and practical discourse can inspire future research and encourage a strengths-based view of workplace processes.Counting on strengths: harnessing character strengths to stimulate innovative work behaviour
Gayathri Janapati, V. Vijayalakshmi
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Proposing a strengths-based perspective for innovative work behaviour (IWB), the purpose of this paper is to explore character strengths (CS) as antecedents to IWB. Extending the literature and operating in the framework of positive organisational behaviour, this paper considers creative self-efficacy a crucial link between CS and IWB. The role of growth mindset and learning organisation in facilitating IWB, presented as a conceptual model, contributes to the theory in this field, aiding in developing an overarching theory to understand IWB.

A narrative literature review was performed on the CS, IWB and positive organisational behaviour literature to adapt theories and develop propositions for the conceptual model.

This paper develops a conceptual framework proposing direct relationships between CS and IWB. This study posits creative self-efficacy (CSE) as the mediator between this relationship and growth mindset, learning organisation as the moderators for the link between CS and CSE and CSE and IWB.

The paper presents a conceptual framework focusing on the positive personality traits of employees, precisely their CS. This study explores how leveraging these strengths can enhance their capacity for IWB. The suggested model also prompts additional research in understanding IWB.

To the best of the authors’ knowledge, the conceptual framework proposed is the first to explore the diverse individual differences factors and the role of contextual facilitation in enhancing employees’ IWB. This study contributes to the growing field of positive organisational behaviour and assists HR managers in tapping into employees’ internal resources. This paper’s theoretical and practical discourse can inspire future research and encourage a strengths-based view of workplace processes.

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Counting on strengths: harnessing character strengths to stimulate innovative work behaviour10.1108/IJOA-09-2023-3959International Journal of Organizational Analysis2024-01-30© 2024 Emerald Publishing LimitedGayathri JanapatiV. VijayalakshmiInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-01-3010.1108/IJOA-09-2023-3959https://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2023-3959/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Tolerating newcomers by hazinghttps://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2023-3969/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to explore how experienced nurses relate to hazing and uncover the underlying limits of tolerance for newcomers. Data were collected through eight qualitative focus group interviews (n = 35) and analysed using reflexive thematic coding. The analysis revealed three themes in the limits of experienced nurses’ tolerance of newcomers: “Don’t be sensitive”, “Prove your respectability” and “Accept your inequality of rights”. The paper challenges existing perspectives on hazing motivation since tolerating newcomers is motivated by defending the status quo against threatening and challenging newcomers.Tolerating newcomers by hazing
Anette Kaagaard Kristensen
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to explore how experienced nurses relate to hazing and uncover the underlying limits of tolerance for newcomers.

Data were collected through eight qualitative focus group interviews (n = 35) and analysed using reflexive thematic coding.

The analysis revealed three themes in the limits of experienced nurses’ tolerance of newcomers: “Don’t be sensitive”, “Prove your respectability” and “Accept your inequality of rights”.

The paper challenges existing perspectives on hazing motivation since tolerating newcomers is motivated by defending the status quo against threatening and challenging newcomers.

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Tolerating newcomers by hazing10.1108/IJOA-09-2023-3969International Journal of Organizational Analysis2024-01-08© 2023 Emerald Publishing LimitedAnette Kaagaard KristensenInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-01-0810.1108/IJOA-09-2023-3969https://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2023-3969/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The Incas have no end: women artisans in Peru and the continuity of their entrepreneurial activityhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2023-3974/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThrough focusing on the Peruvian context, this paper aims to identify the main determinants of the continuity of entrepreneurial activity among women artisans. The empirical sample comprises semi-structured interviews with 28 women artisans in Peru during their participation in a fair organized by the Peruvian Ministry of Culture in Lima (Peru). Thematic analysis was subsequently used to determine the main ideas in the transcripts from the interviews conducted. The findings empirically identified the following job-related (number of work hours, perceived income, future of artisanal jobs), functional (availability and relevance of workstations, the necessity to travel) and socio-cultural determinants (government support, perceived recognition, level of affiliation with Peruvian traditions) as the main drivers of the continuity of entrepreneurial activities among women artisans. This paper contributes by filling a gap in the literature on women entrepreneurship and artisan entrepreneurship in which empirical studies of Latin American women artisans continuing with their entrepreneurial activities have been limited so far.The Incas have no end: women artisans in Peru and the continuity of their entrepreneurial activity
Mohamed Mousa, Beatrice Avolio, Valentín Molina-Moreno
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Through focusing on the Peruvian context, this paper aims to identify the main determinants of the continuity of entrepreneurial activity among women artisans.

The empirical sample comprises semi-structured interviews with 28 women artisans in Peru during their participation in a fair organized by the Peruvian Ministry of Culture in Lima (Peru). Thematic analysis was subsequently used to determine the main ideas in the transcripts from the interviews conducted.

The findings empirically identified the following job-related (number of work hours, perceived income, future of artisanal jobs), functional (availability and relevance of workstations, the necessity to travel) and socio-cultural determinants (government support, perceived recognition, level of affiliation with Peruvian traditions) as the main drivers of the continuity of entrepreneurial activities among women artisans.

This paper contributes by filling a gap in the literature on women entrepreneurship and artisan entrepreneurship in which empirical studies of Latin American women artisans continuing with their entrepreneurial activities have been limited so far.

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The Incas have no end: women artisans in Peru and the continuity of their entrepreneurial activity10.1108/IJOA-09-2023-3974International Journal of Organizational Analysis2024-02-27© 2024 Emerald Publishing LimitedMohamed MousaBeatrice AvolioValentín Molina-MorenoInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-2710.1108/IJOA-09-2023-3974https://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2023-3974/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Workplace bullying, burnout and turnover intentions among Portuguese employeeshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2023-3980/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to broaden the understanding of the mechanisms through which workplace bullying might affect employees’ intention to leave the organisation, as well as the mediating role of burnout in the relationship between workplace bullying and turnover intention. The sample included 884 employees from different Portuguese organisations operating in the tertiary sector and industry. This study uses structural equation modelling to evaluate the hypothesised model. The results suggest that workplace bullying causes high levels of burnout in victims and increases their turnover intentions. The results further suggest that burnout fully mediates the effect of workplace bullying on turnover intentions. Organisations should work to reduce these problems in workplace environments, focusing on HRM models that prevent the precursors of workplace bullying, particularly those associated with low determination of HR practices and the emphasis on employee participation. Implementing workplace ethical guidelines as part of an annual action plan can contribute to cultivating organisational cultures that reject any form of devaluation of human worth within the organisation. There is little knowledge on the mediating role of burnout in the relationship between workplace bullying and turnover intention. This study answers the call for further empirical research from those who have argued that more information is needed and contributes to the growing debate on this topic and its effects on Portuguese employees. This study seeks to fill these gaps by developing a model of workplace bullying and its consequences and exploring burnout’s potential mediating role.Workplace bullying, burnout and turnover intentions among Portuguese employees
Neuza Ribeiro, Daniel Gomes, Gabriela Pedro Gomes, Atiat Ullah, Ana Suzete Dias Semedo, Sharda Singh
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to broaden the understanding of the mechanisms through which workplace bullying might affect employees’ intention to leave the organisation, as well as the mediating role of burnout in the relationship between workplace bullying and turnover intention.

The sample included 884 employees from different Portuguese organisations operating in the tertiary sector and industry. This study uses structural equation modelling to evaluate the hypothesised model.

The results suggest that workplace bullying causes high levels of burnout in victims and increases their turnover intentions. The results further suggest that burnout fully mediates the effect of workplace bullying on turnover intentions.

Organisations should work to reduce these problems in workplace environments, focusing on HRM models that prevent the precursors of workplace bullying, particularly those associated with low determination of HR practices and the emphasis on employee participation. Implementing workplace ethical guidelines as part of an annual action plan can contribute to cultivating organisational cultures that reject any form of devaluation of human worth within the organisation.

There is little knowledge on the mediating role of burnout in the relationship between workplace bullying and turnover intention. This study answers the call for further empirical research from those who have argued that more information is needed and contributes to the growing debate on this topic and its effects on Portuguese employees. This study seeks to fill these gaps by developing a model of workplace bullying and its consequences and exploring burnout’s potential mediating role.

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Workplace bullying, burnout and turnover intentions among Portuguese employees10.1108/IJOA-09-2023-3980International Journal of Organizational Analysis2024-02-05© 2024 Emerald Publishing LimitedNeuza RibeiroDaniel GomesGabriela Pedro GomesAtiat UllahAna Suzete Dias SemedoSharda SinghInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-0510.1108/IJOA-09-2023-3980https://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2023-3980/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Measuring counterproductive work behavior in telework settings: development and validation of the counterproductive [tele]work behavior scale (CTwBS)https://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2023-3987/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestAlthough (tele)work is increasingly being adopted and employees’ behavior is recognized to be key for organizational outcomes (e.g. performance), the current literature on counterproductive work behaviors (CWB) in telework settings is fragmented, and a valid measurement instrument is lacking. This study aims to address this gap and starts by presenting a review of the current literature on counterproductive work behavior in flexible work arrangements (i.e. telework). Based on this study, eight categories of work behavior that appear to be frequent under telework settings were identified. Next, four studies aimed at developing and validating a measurement instrument that captures employee counterproductive work behavior when teleworking: the counterproductive [tele]work behavior scale (CTwBS). In Study 1, the CTwBS was created, and in Study 2, its factorial validity was examined (N = 350). In Study 3, using a sample of teleworkers (N = 289), the convergent and discriminant validity of the CTwBS was tested using self-ratings of (positive and negative) affect, attitudes toward telework and frequency of CWB in general. In Study 4, a daily-diary study across five workdays (N = 232 × 5 = 1,160) examined the criterion validity of the CTwBS. The results indicated that the CTwBS is a valid and reliable instrument for capturing employee counterproductive work behavior in telework settings. Theoretical and practical implications are discussed. To the best of the authors’ knowledge, CTwBS is the first measure aimed at assessing counterproductive work behavior in telework settings.Measuring counterproductive work behavior in telework settings: development and validation of the counterproductive [tele]work behavior scale (CTwBS)
Ana Junça Silva, Sara Martins
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Although (tele)work is increasingly being adopted and employees’ behavior is recognized to be key for organizational outcomes (e.g. performance), the current literature on counterproductive work behaviors (CWB) in telework settings is fragmented, and a valid measurement instrument is lacking. This study aims to address this gap and starts by presenting a review of the current literature on counterproductive work behavior in flexible work arrangements (i.e. telework). Based on this study, eight categories of work behavior that appear to be frequent under telework settings were identified.

Next, four studies aimed at developing and validating a measurement instrument that captures employee counterproductive work behavior when teleworking: the counterproductive [tele]work behavior scale (CTwBS).

In Study 1, the CTwBS was created, and in Study 2, its factorial validity was examined (N = 350). In Study 3, using a sample of teleworkers (N = 289), the convergent and discriminant validity of the CTwBS was tested using self-ratings of (positive and negative) affect, attitudes toward telework and frequency of CWB in general. In Study 4, a daily-diary study across five workdays (N = 232 × 5 = 1,160) examined the criterion validity of the CTwBS.

The results indicated that the CTwBS is a valid and reliable instrument for capturing employee counterproductive work behavior in telework settings. Theoretical and practical implications are discussed.

To the best of the authors’ knowledge, CTwBS is the first measure aimed at assessing counterproductive work behavior in telework settings.

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Measuring counterproductive work behavior in telework settings: development and validation of the counterproductive [tele]work behavior scale (CTwBS)10.1108/IJOA-09-2023-3987International Journal of Organizational Analysis2023-12-01© 2023 Emerald Publishing LimitedAna Junça SilvaSara MartinsInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-12-0110.1108/IJOA-09-2023-3987https://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2023-3987/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
CSR, brand image and WOM: a multiple mediation analysishttps://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2023-3991/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to examine the role of corporate social responsibility (CSR) in forming a brand image and word of mouth (WOM) in the hotel industry in India. This study proposed a framework for examining the influence of CSR activities on self-congruence and the brand attitudes and indirect effects on consumer brand image and WOM in the hospitality industry in India. A self-administered questionnaire is used to collect the data from the hotel guests staying in four five-star hotels in the Delhi NCR. The structural equation modelling was used for the empirical data analysis using AMOS 23.0. The findings suggest that CSR, directly and indirectly, influences the brand image and WOM. The present study confirms CSR’s indirect effects on brand image and WOM. The findings from this study will help companies design customer-driven, socially responsible activities. In the context of hotels, a mechanism based on social exchange suggests that CSR activities signal to consumers that the hotel supports society’s well-being; thus, the customers feel obliged to reciprocate the action by having a positive WOM and brand image. Therefore, hotel firms benefit from their socially responsible activities by having a positive attitude, self-congruence and WOM.CSR, brand image and WOM: a multiple mediation analysis
Mobin Fatma, Imran Khan
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to examine the role of corporate social responsibility (CSR) in forming a brand image and word of mouth (WOM) in the hotel industry in India. This study proposed a framework for examining the influence of CSR activities on self-congruence and the brand attitudes and indirect effects on consumer brand image and WOM in the hospitality industry in India.

A self-administered questionnaire is used to collect the data from the hotel guests staying in four five-star hotels in the Delhi NCR. The structural equation modelling was used for the empirical data analysis using AMOS 23.0.

The findings suggest that CSR, directly and indirectly, influences the brand image and WOM. The present study confirms CSR’s indirect effects on brand image and WOM.

The findings from this study will help companies design customer-driven, socially responsible activities. In the context of hotels, a mechanism based on social exchange suggests that CSR activities signal to consumers that the hotel supports society’s well-being; thus, the customers feel obliged to reciprocate the action by having a positive WOM and brand image. Therefore, hotel firms benefit from their socially responsible activities by having a positive attitude, self-congruence and WOM.

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CSR, brand image and WOM: a multiple mediation analysis10.1108/IJOA-09-2023-3991International Journal of Organizational Analysis2024-02-16© 2024 Emerald Publishing LimitedMobin FatmaImran KhanInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-1610.1108/IJOA-09-2023-3991https://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2023-3991/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Is someone listening to me? The effect of employees’ perception of managers’ virtual listening behaviour on turnover behaviour in the high-tech sector during the Covid-19 pandemichttps://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2023-3997/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to examine whether information technology (IT) managers’ virtual listening, as rated by their high-tech employees, affected turnover behaviour beyond a new constellation of variables, some of which have never been researched as antecedents of turnover behaviour, particularly during a pandemic or crisis. Namely, the main aim, among others, is to answer the research question: does IT employees’ perception of the quality of their supervisors’ virtual listening in the pandemic and crisis era, when employees and managers work remotely, will negatively affect turnover behaviour? If yes, in which constellation of antecedents the virtual listening effecting on turnover behaviour? Logistic regression analysis was conducted to test the hypotheses via SPSS 26 and PROCESS (Model 6). The variance inflation factor was calculated to test multicollinearity. Interaction was tested using the Hayes and Preacher PROCESS macro model. The researchers also used the J-N technique test (Johnson–Neyman via process). The supplemental analysis used also PROCESS MACRO (IBM Corp., Armonk, NY, USA, 2023) Model 4 and Bootstrap test. The findings show that perceptions of supervisors’ virtual listening quality as rated by their employees moderated the relationship between organisational deviance as a type of organisational misbehaviour (OMB) and turnover behaviour and had the strongest effect on turnover behaviour beyond other key predictors (organisational deviance as a type of misbehaviour, turnover intention, job satisfaction, embeddedness and alternatives in the labour market). Alternatives to current work moderated the association between the perception of managers’ virtual listening behaviour as rated by their employees and turnover behaviour. Specifically, when alternatives in the labour market were high or medium, the perceived quality of managers’ virtual listening reduced turnover behaviour. Finally, the perception of the IT employees supervisors’ virtual listening moderated the relationship between organisational deviance and turnover intention among high-tech employees. Evaluating supervisor listening in the high-tech firm may have value in terms of its relationship to outcomes such as retaining employees, turnover intention and especially turnover behaviour. The effect on turnover behaviour and of that new constellation of antecedents on turnover behaviour when people work remotely was not researched yet and important for the post COVID-19 era. Additionally, in contrast to most studies of turnover, this study also focus on the positive aspects of turnover and especially turnover behaviour to organisations in general and especially to high-tech firm and not just the negative aspect as was researched until now. Another contribution is the finding that when employees perceived their managers’ virtual listening quality as high, the effect of deviance as a type of OMB on turnover behaviour was positive. Namely, the listening as a moderator and turnover assisted in making the organisation cleaner from inappropriate behaviour. Additionally, when alternatives in the labour market are high or medium, perceived quality of virtual listening of managers as rated by their employees can reduce turnover behaviour. This virtual listening–turnover relationship and the moderator of alternatives to current work had not previously been found in the turnover literature and this is also significant a contribution to the turnover and withdrawal literature.Is someone listening to me? The effect of employees’ perception of managers’ virtual listening behaviour on turnover behaviour in the high-tech sector during the Covid-19 pandemic
Limor Kessler Ladelsky, Thomas William Lee
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to examine whether information technology (IT) managers’ virtual listening, as rated by their high-tech employees, affected turnover behaviour beyond a new constellation of variables, some of which have never been researched as antecedents of turnover behaviour, particularly during a pandemic or crisis. Namely, the main aim, among others, is to answer the research question: does IT employees’ perception of the quality of their supervisors’ virtual listening in the pandemic and crisis era, when employees and managers work remotely, will negatively affect turnover behaviour? If yes, in which constellation of antecedents the virtual listening effecting on turnover behaviour?

Logistic regression analysis was conducted to test the hypotheses via SPSS 26 and PROCESS (Model 6). The variance inflation factor was calculated to test multicollinearity. Interaction was tested using the Hayes and Preacher PROCESS macro model. The researchers also used the J-N technique test (Johnson–Neyman via process). The supplemental analysis used also PROCESS MACRO (IBM Corp., Armonk, NY, USA, 2023) Model 4 and Bootstrap test.

The findings show that perceptions of supervisors’ virtual listening quality as rated by their employees moderated the relationship between organisational deviance as a type of organisational misbehaviour (OMB) and turnover behaviour and had the strongest effect on turnover behaviour beyond other key predictors (organisational deviance as a type of misbehaviour, turnover intention, job satisfaction, embeddedness and alternatives in the labour market). Alternatives to current work moderated the association between the perception of managers’ virtual listening behaviour as rated by their employees and turnover behaviour. Specifically, when alternatives in the labour market were high or medium, the perceived quality of managers’ virtual listening reduced turnover behaviour. Finally, the perception of the IT employees supervisors’ virtual listening moderated the relationship between organisational deviance and turnover intention among high-tech employees.

Evaluating supervisor listening in the high-tech firm may have value in terms of its relationship to outcomes such as retaining employees, turnover intention and especially turnover behaviour. The effect on turnover behaviour and of that new constellation of antecedents on turnover behaviour when people work remotely was not researched yet and important for the post COVID-19 era. Additionally, in contrast to most studies of turnover, this study also focus on the positive aspects of turnover and especially turnover behaviour to organisations in general and especially to high-tech firm and not just the negative aspect as was researched until now. Another contribution is the finding that when employees perceived their managers’ virtual listening quality as high, the effect of deviance as a type of OMB on turnover behaviour was positive. Namely, the listening as a moderator and turnover assisted in making the organisation cleaner from inappropriate behaviour. Additionally, when alternatives in the labour market are high or medium, perceived quality of virtual listening of managers as rated by their employees can reduce turnover behaviour. This virtual listening–turnover relationship and the moderator of alternatives to current work had not previously been found in the turnover literature and this is also significant a contribution to the turnover and withdrawal literature.

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Is someone listening to me? The effect of employees’ perception of managers’ virtual listening behaviour on turnover behaviour in the high-tech sector during the Covid-19 pandemic10.1108/IJOA-09-2023-3997International Journal of Organizational Analysis2023-12-08© 2023 Emerald Publishing LimitedLimor Kessler LadelskyThomas William LeeInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-12-0810.1108/IJOA-09-2023-3997https://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2023-3997/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Does leading with inclusiveness promote innovative behaviours? Examining the role of work engagement and psychological safetyhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2023-4003/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestAlthough the development of public organisations and the continual enhancement of public services depend on the creative behaviour of public employees, it is uncertain from earlier studies how and when inclusive leadership (IL) affects innovative behaviours (IB). This study aims to resolve the inconsistency in the literature by applying social exchange theory to examine the effect of inclusive leadership on employees’ innovative behaviour, while also examining the mediating role of work engagement and the moderating effect of psychological safety within this relationship. The research model’s analysis draws from a data set of 200 employee–supervisor dyads. Data was collected from employees across diverse public sector organisations in the United Arab Emirates (UAE). The results demonstrate that IL indirectly (via WE) and directly has a positive influence on employees’ IBs. This influence is enhanced when employees feel safe and do not have to be concerned about negative consequences. Our study highlights a less-explored sector, unveiling the motivations behind IB among public sector employees. Moreover, this study provides valuable insights within a non-Western context, offering a unique perspective on the intricate relationship between IL, PS, employee engagement and IBs in the UAE public sector.Does leading with inclusiveness promote innovative behaviours? Examining the role of work engagement and psychological safety
Ohoud AlMunthiri, Shaker Bani Melhem, Faridahwati Mohd Shamsudin, Shaikha Ali Al-Naqbi
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Although the development of public organisations and the continual enhancement of public services depend on the creative behaviour of public employees, it is uncertain from earlier studies how and when inclusive leadership (IL) affects innovative behaviours (IB). This study aims to resolve the inconsistency in the literature by applying social exchange theory to examine the effect of inclusive leadership on employees’ innovative behaviour, while also examining the mediating role of work engagement and the moderating effect of psychological safety within this relationship.

The research model’s analysis draws from a data set of 200 employee–supervisor dyads. Data was collected from employees across diverse public sector organisations in the United Arab Emirates (UAE).

The results demonstrate that IL indirectly (via WE) and directly has a positive influence on employees’ IBs. This influence is enhanced when employees feel safe and do not have to be concerned about negative consequences.

Our study highlights a less-explored sector, unveiling the motivations behind IB among public sector employees. Moreover, this study provides valuable insights within a non-Western context, offering a unique perspective on the intricate relationship between IL, PS, employee engagement and IBs in the UAE public sector.

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Does leading with inclusiveness promote innovative behaviours? Examining the role of work engagement and psychological safety10.1108/IJOA-09-2023-4003International Journal of Organizational Analysis2024-02-15© 2024 Emerald Publishing LimitedOhoud AlMunthiriShaker Bani MelhemFaridahwati Mohd ShamsudinShaikha Ali Al-NaqbiInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-1510.1108/IJOA-09-2023-4003https://www.emerald.com/insight/content/doi/10.1108/IJOA-09-2023-4003/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Middle of the road: the effects of political ideology on social status perceptions of and by political moderates in organisationshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2022-3443/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDrawing on research in the social psychology and political science literatures, this research aims to examine how political moderates perceive, and are perceived by, their co-workers with differing political ideologies in an organisational context, with a focus on the perceptions of social status. To test the hypotheses regarding the social status perceptions of and by political moderates in the workplace, the authors conducted an online experiment in which working adults read a hypothetical workplace scenario and then assessed the social status of a co-worker based on the political ideology of that co-worker. The results largely supported the two hypothesised asymmetries of social perceptions of and by political moderates in an organisational context. Specifically, political moderates were perceived to have higher social status by their moderate and conservative co-workers than by their liberal co-workers. In addition, political moderates perceived moderate co-workers to have higher social status than conservative ones. This research investigates the influence of political ideology on social status perceptions in organisations by focusing on the previously underexamined political moderates. The findings illustrate the importance of political moderates, who tend to espouse a moderate level of resistance to social change, in the process of developing a functional hierarchy and balancing change and stability in organisations.Middle of the road: the effects of political ideology on social status perceptions of and by political moderates in organisations
Teng Zhang, Andrew T. Soderberg
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Drawing on research in the social psychology and political science literatures, this research aims to examine how political moderates perceive, and are perceived by, their co-workers with differing political ideologies in an organisational context, with a focus on the perceptions of social status.

To test the hypotheses regarding the social status perceptions of and by political moderates in the workplace, the authors conducted an online experiment in which working adults read a hypothetical workplace scenario and then assessed the social status of a co-worker based on the political ideology of that co-worker.

The results largely supported the two hypothesised asymmetries of social perceptions of and by political moderates in an organisational context. Specifically, political moderates were perceived to have higher social status by their moderate and conservative co-workers than by their liberal co-workers. In addition, political moderates perceived moderate co-workers to have higher social status than conservative ones.

This research investigates the influence of political ideology on social status perceptions in organisations by focusing on the previously underexamined political moderates. The findings illustrate the importance of political moderates, who tend to espouse a moderate level of resistance to social change, in the process of developing a functional hierarchy and balancing change and stability in organisations.

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Middle of the road: the effects of political ideology on social status perceptions of and by political moderates in organisations10.1108/IJOA-10-2022-3443International Journal of Organizational Analysis2023-06-26© 2023 Emerald Publishing LimitedTeng ZhangAndrew T. SoderbergInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-06-2610.1108/IJOA-10-2022-3443https://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2022-3443/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
If I feel valued, I am committed to change: role of workplace dignity and perceived supervisor supporthttps://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2022-3448/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to examine the effect of perceived supervisor support (PSS) and workplace dignity (WPD) on employees' affective commitment to change (ACC). It also investigates PSS as an antecedent of WPD and WPD as a mediator between PSS and ACC. To examine the proposed relationships, data was collected from employees of an Indian public sector company undergoing many change initiatives at the time of the study. The hypotheses were tested using the structural equation model. The findings indicate the direct effect of PSS and WPD on employees' ACC, and WPD does mediate between PSS and ACC. The results also suggest PSS works as an antecedent of WPD. The findings suggest how organizations can enhance employees’ ACC by creating a positive context involving supervisor support and experience of WPD. The findings contribute to ACC literature by highlighting the role of WPD and PSS. This is one of the few quantitative studies which examines the antecedent and consequences of WPD.If I feel valued, I am committed to change: role of workplace dignity and perceived supervisor support
Bindu Gupta, Priyanka Sihag, Rakesh Singh Pangtey
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to examine the effect of perceived supervisor support (PSS) and workplace dignity (WPD) on employees' affective commitment to change (ACC). It also investigates PSS as an antecedent of WPD and WPD as a mediator between PSS and ACC.

To examine the proposed relationships, data was collected from employees of an Indian public sector company undergoing many change initiatives at the time of the study. The hypotheses were tested using the structural equation model.

The findings indicate the direct effect of PSS and WPD on employees' ACC, and WPD does mediate between PSS and ACC. The results also suggest PSS works as an antecedent of WPD.

The findings suggest how organizations can enhance employees’ ACC by creating a positive context involving supervisor support and experience of WPD.

The findings contribute to ACC literature by highlighting the role of WPD and PSS. This is one of the few quantitative studies which examines the antecedent and consequences of WPD.

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If I feel valued, I am committed to change: role of workplace dignity and perceived supervisor support10.1108/IJOA-10-2022-3448International Journal of Organizational Analysis2023-07-13© 2023 Emerald Publishing LimitedBindu GuptaPriyanka SihagRakesh Singh PangteyInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-07-1310.1108/IJOA-10-2022-3448https://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2022-3448/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The inconspicuous benefits of a crisis in shifting perceptions of country image and local goods in Jordanhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2022-3464/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this research is to explore the influence of the pandemic on manoeuvring consumption decisions towards goods and encouraging the trial of local food goods in a developing country, Jordan; primarily by taking an internal look into country image from a local perspective. Given the lack of studies analysing the impact of crises on consumption decisions, this research highlights the hidden benefits of the pandemic in shifting the perceptions of local food goods among Jordanian consumers. This study adopts an exploratory approach to obtain rich, descriptive data to aid in the understanding of the shift in country image perceptions after the COVID-19 crisis and associated influences on purchase intentions. Using a qualitative open-ended approach eliminates the boundaries of closed-end methods of experimental research. Due to the nature of the phenomena being explored in this research, this study adopts the approach of responsive interviews with 26 participants. Findings indicate that participants’ perceptions of country image and local goods and their consumption changed responding to COVID-19 for different reasons, creating new norms and perceptions of country image and local food goods. The findings precisely indicate a shift from negative to positive perceptions of country image and local food goods due to the pandemic. Results reveal that there are inconspicuous benefits associated with the role of the pandemic in shifting perceptions of country image and local food goods in Jordan. Consumers’ perceptions and consumption decisions continue reciprocally to respond to and reflect on the COVID-19 crisis. Adjusting to the new normal is now the focus of research to understand the variance in consumption decisions across the world, including in emerging markets such as Jordan. Results also extend research on cue theory, as crisis seems to have a moderating role in the extent of influence cue theory has on perceptions of goods. Assisting local brands in improving their marketing strategies, by identifying the barriers that hinder the “desire to try” phase among Jordanian consumers. To the best of the authors’ knowledge, this study is unique and first of its kind, as it investigates perceptions of Jordanian consumers of their country’s image and whether the perceptual change in their country image would also stimulate a shift of perceptions in local food goods concerning the COVID-19 crisis. The results provide new insights into understanding consumer behaviour and preferences in crises; and the inconspicuous benefits that a crisis may have on local goods.The inconspicuous benefits of a crisis in shifting perceptions of country image and local goods in Jordan
Nadine Khair, Bushra Mahadin, Leen Adel Gammoh, Arwa Al-Twal
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this research is to explore the influence of the pandemic on manoeuvring consumption decisions towards goods and encouraging the trial of local food goods in a developing country, Jordan; primarily by taking an internal look into country image from a local perspective. Given the lack of studies analysing the impact of crises on consumption decisions, this research highlights the hidden benefits of the pandemic in shifting the perceptions of local food goods among Jordanian consumers.

This study adopts an exploratory approach to obtain rich, descriptive data to aid in the understanding of the shift in country image perceptions after the COVID-19 crisis and associated influences on purchase intentions. Using a qualitative open-ended approach eliminates the boundaries of closed-end methods of experimental research. Due to the nature of the phenomena being explored in this research, this study adopts the approach of responsive interviews with 26 participants.

Findings indicate that participants’ perceptions of country image and local goods and their consumption changed responding to COVID-19 for different reasons, creating new norms and perceptions of country image and local food goods. The findings precisely indicate a shift from negative to positive perceptions of country image and local food goods due to the pandemic. Results reveal that there are inconspicuous benefits associated with the role of the pandemic in shifting perceptions of country image and local food goods in Jordan.

Consumers’ perceptions and consumption decisions continue reciprocally to respond to and reflect on the COVID-19 crisis. Adjusting to the new normal is now the focus of research to understand the variance in consumption decisions across the world, including in emerging markets such as Jordan. Results also extend research on cue theory, as crisis seems to have a moderating role in the extent of influence cue theory has on perceptions of goods.

Assisting local brands in improving their marketing strategies, by identifying the barriers that hinder the “desire to try” phase among Jordanian consumers.

To the best of the authors’ knowledge, this study is unique and first of its kind, as it investigates perceptions of Jordanian consumers of their country’s image and whether the perceptual change in their country image would also stimulate a shift of perceptions in local food goods concerning the COVID-19 crisis. The results provide new insights into understanding consumer behaviour and preferences in crises; and the inconspicuous benefits that a crisis may have on local goods.

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The inconspicuous benefits of a crisis in shifting perceptions of country image and local goods in Jordan10.1108/IJOA-10-2022-3464International Journal of Organizational Analysis2023-07-05© 2023 Emerald Publishing LimitedNadine KhairBushra MahadinLeen Adel GammohArwa Al-TwalInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-07-0510.1108/IJOA-10-2022-3464https://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2022-3464/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
A study of “organizational identification” during 1965–2022: a bibliometric analysishttps://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2023-4025/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to examine the evolution of organizational identification (OI) research over the past five decades and its journey through various lenses, such as the collaborative network of authors, organizations and countries. The conceptual and intellectual structure of the construct is analysed via keywords and co-citation pattern mapping. OI research is rising in popularity, with 118 papers published in 2019, 168 papers in 2020 and 15 publications till February 2021 in the Scopus database. The Scopus database is used to retrieve 55 years of OI studies published between 1965 and 2021. The free bibliometric tools Biblioshiny and VOSviewer are used to analyse 1,034 journal papers. The result showed that R. Van Dick is the most influential author and the USA is the most involved country in OI research. As per the findings, the Journal of Organizational Behaviour published most of OI research and “corporate social responsibility” and “organizational commitment” seem to be the most used keywords alongside OI. This study will be highly beneficial to OI researchers making their understanding about the construct better. It will also encourage social psychologists to understand the construct utility in workplace social welfare programmes. The research could also help governments and funding bodies to evaluate grant requests. Furthermore, researchers from countries with the lowest proportion of OI studies would be encouraged to spend more time and effort in this area. It will offer insight into international marketing and how individuals and stakeholders perceive and connect with an organization globally. To the best of the authors’ knowledge, this study is one of the important research studies carried out in the domain of OI in the international context. This is also one of the few studies which is spread out across different disciplinary areas including international marketing and management. The success of this paper can open avenues and influence future researchers to study in the OI and related cross-disciplinary areas of international management.A study of “organizational identification” during 1965–2022: a bibliometric analysis
Swati Chaudhary, Aditi Gupta, Apoorva A., Ranjan Chaudhuri, Vijay Pereira, Sheshadri Chatterjee, Sumana Chaudhuri
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to examine the evolution of organizational identification (OI) research over the past five decades and its journey through various lenses, such as the collaborative network of authors, organizations and countries. The conceptual and intellectual structure of the construct is analysed via keywords and co-citation pattern mapping.

OI research is rising in popularity, with 118 papers published in 2019, 168 papers in 2020 and 15 publications till February 2021 in the Scopus database. The Scopus database is used to retrieve 55 years of OI studies published between 1965 and 2021. The free bibliometric tools Biblioshiny and VOSviewer are used to analyse 1,034 journal papers.

The result showed that R. Van Dick is the most influential author and the USA is the most involved country in OI research. As per the findings, the Journal of Organizational Behaviour published most of OI research and “corporate social responsibility” and “organizational commitment” seem to be the most used keywords alongside OI.

This study will be highly beneficial to OI researchers making their understanding about the construct better. It will also encourage social psychologists to understand the construct utility in workplace social welfare programmes. The research could also help governments and funding bodies to evaluate grant requests. Furthermore, researchers from countries with the lowest proportion of OI studies would be encouraged to spend more time and effort in this area. It will offer insight into international marketing and how individuals and stakeholders perceive and connect with an organization globally.

To the best of the authors’ knowledge, this study is one of the important research studies carried out in the domain of OI in the international context. This is also one of the few studies which is spread out across different disciplinary areas including international marketing and management. The success of this paper can open avenues and influence future researchers to study in the OI and related cross-disciplinary areas of international management.

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A study of “organizational identification” during 1965–2022: a bibliometric analysis10.1108/IJOA-10-2023-4025International Journal of Organizational Analysis2024-02-05© 2024 Emerald Publishing LimitedSwati ChaudharyAditi GuptaApoorva A.Ranjan ChaudhuriVijay PereiraSheshadri ChatterjeeSumana ChaudhuriInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-0510.1108/IJOA-10-2023-4025https://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2023-4025/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Age is just a number, but with number comes prejudice: exploring workplace ageism and charting directionshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2023-4030/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestAgeism has deleteriously influenced individuals and society for nearly half a century. Despite receiving increased attention, it remains under-researched regarding how it might be reduced in the workplace. Even though its prevalence and allure, review studies on workplace ageism (WA) are also scarce, and thus a review is warranted. To fill the preceding void, this study will systematically review the existing literature on WA using data from the past four decades. This study identified the various antecedents and the intervention mechanism through which WA may be reduced. Additionally, through reviews, the authors advance the research by offering promising avenues for future research. This review contributes to human resources managers and will inspire future scholars to delve deeper into combating age discrimination, stereotypes and bias toward employees in workplaces.Age is just a number, but with number comes prejudice: exploring workplace ageism and charting directions
Amitabh Anand, Liji James, Aparna Varma, Manoranjan Dhal
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Ageism has deleteriously influenced individuals and society for nearly half a century. Despite receiving increased attention, it remains under-researched regarding how it might be reduced in the workplace. Even though its prevalence and allure, review studies on workplace ageism (WA) are also scarce, and thus a review is warranted.

To fill the preceding void, this study will systematically review the existing literature on WA using data from the past four decades.

This study identified the various antecedents and the intervention mechanism through which WA may be reduced. Additionally, through reviews, the authors advance the research by offering promising avenues for future research.

This review contributes to human resources managers and will inspire future scholars to delve deeper into combating age discrimination, stereotypes and bias toward employees in workplaces.

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Age is just a number, but with number comes prejudice: exploring workplace ageism and charting directions10.1108/IJOA-10-2023-4030International Journal of Organizational Analysis2024-02-12© 2024 Emerald Publishing LimitedAmitabh AnandLiji JamesAparna VarmaManoranjan DhalInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-1210.1108/IJOA-10-2023-4030https://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2023-4030/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Revisiting workaholism: lived experiences and new insightshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2023-4035/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestWhile worker well-being is increasingly recognised as a performance driver and marker of socially responsible organisations, workaholism is ubiquitous and remains poorly understood. This study aims to uncover workaholism precursors, dynamics and trajectories, and explains how organisations can manage its emergence and impact. Fifteen semi-structured interviews were conducted with a diverse sample of self-identified workaholics in New Zealand and analysed through interpretivist phenomenological analysis. This study contributes to the workaholism literature by elucidating how the work–identity link is formed and maintained, the psychophysiological experiences and worldviews of workaholics and the role families, organisations and culture play in workaholism. The findings also elucidate the relationship between workaholism, work addiction and engagement. The authors outline how leaders and organisations can detect and manage workaholism risk factors and understand its trajectories to develop healthy workplaces. The retrospective experiential accounts obtained from a diverse sample of workaholics enabled the identification of workaholism precursors, including some previously undetected in the literature, their complex interrelations with environmental factors and workaholism trajectories.Revisiting workaholism: lived experiences and new insights
Jack Hassell, Joana Kuntz, Sarah Wright
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

While worker well-being is increasingly recognised as a performance driver and marker of socially responsible organisations, workaholism is ubiquitous and remains poorly understood. This study aims to uncover workaholism precursors, dynamics and trajectories, and explains how organisations can manage its emergence and impact.

Fifteen semi-structured interviews were conducted with a diverse sample of self-identified workaholics in New Zealand and analysed through interpretivist phenomenological analysis.

This study contributes to the workaholism literature by elucidating how the work–identity link is formed and maintained, the psychophysiological experiences and worldviews of workaholics and the role families, organisations and culture play in workaholism. The findings also elucidate the relationship between workaholism, work addiction and engagement.

The authors outline how leaders and organisations can detect and manage workaholism risk factors and understand its trajectories to develop healthy workplaces.

The retrospective experiential accounts obtained from a diverse sample of workaholics enabled the identification of workaholism precursors, including some previously undetected in the literature, their complex interrelations with environmental factors and workaholism trajectories.

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Revisiting workaholism: lived experiences and new insights10.1108/IJOA-10-2023-4035International Journal of Organizational Analysis2024-02-06© 2024 Emerald Publishing LimitedJack HassellJoana KuntzSarah WrightInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-0610.1108/IJOA-10-2023-4035https://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2023-4035/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Investigating the effects of off-the-job embeddedness on turnover intentions: does affective commitment play a role?https://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2023-4044/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestWhile much attention has been given to work-related factors influencing turnover intention through affective commitment, little focus has been directed to non-work factors affecting the service industry. Hence, this study aims to investigate the impact of links, fit and sacrifice, representing off-the-job embeddedness in the community, on turnover intention in the hospitality industry of Ghana: Sub-Sahara Africa using the theory of conservation of resources (COR) and social exchange. The model has been extended to include affective commitment as the mediating mechanism. A multi-wave technique was used to collect data through a questionnaire from 341 full-time frontline hospitality employees in Ghana. The responses were analysed using AMOS software structural equation modelling. The findings show that links, fit and sacrifice significantly influence employees’ turnover intentions. Moreover, it has been observed that affective commitment decreased the negative relationship and partly mediated the main relationship between the dimensions of off-the-job embeddedness and turnover intention. The study’s results and academic, practical implications and limitations are discussed for future research. This study emphasises the theory of COR to demystify community factors employees deem as valued resources, which lighten up their commitment to their organisation and decrease their intent to leave.Investigating the effects of off-the-job embeddedness on turnover intentions: does affective commitment play a role?
Anthony Frank Obeng, Samuel Awuni Azinga, John Bentil, Florence Y.A. Ellis, Rosemary Boateng Coffie
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

While much attention has been given to work-related factors influencing turnover intention through affective commitment, little focus has been directed to non-work factors affecting the service industry. Hence, this study aims to investigate the impact of links, fit and sacrifice, representing off-the-job embeddedness in the community, on turnover intention in the hospitality industry of Ghana: Sub-Sahara Africa using the theory of conservation of resources (COR) and social exchange. The model has been extended to include affective commitment as the mediating mechanism.

A multi-wave technique was used to collect data through a questionnaire from 341 full-time frontline hospitality employees in Ghana. The responses were analysed using AMOS software structural equation modelling.

The findings show that links, fit and sacrifice significantly influence employees’ turnover intentions. Moreover, it has been observed that affective commitment decreased the negative relationship and partly mediated the main relationship between the dimensions of off-the-job embeddedness and turnover intention.

The study’s results and academic, practical implications and limitations are discussed for future research.

This study emphasises the theory of COR to demystify community factors employees deem as valued resources, which lighten up their commitment to their organisation and decrease their intent to leave.

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Investigating the effects of off-the-job embeddedness on turnover intentions: does affective commitment play a role?10.1108/IJOA-10-2023-4044International Journal of Organizational Analysis2024-03-29© 2024 Emerald Publishing LimitedAnthony Frank ObengSamuel Awuni AzingaJohn BentilFlorence Y.A. EllisRosemary Boateng CoffieInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-03-2910.1108/IJOA-10-2023-4044https://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2023-4044/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Green human resource management and green performance in the wine industry: the mediating role of employee well-beinghttps://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2023-4051/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to focus on analysing the impact of green human resource management (GHRM) on the green performance (GP) of Spanish wineries, as well as the mediating effect of employee well-being (EW) on this linkage. In addition, age, size and membership in a protected designation of origin are introduced as control variables to increase the precision of the cause-effect relationships examined. The study proposes a conceptual model based on previous studies, which is tested using structural equations partial least squares structural equation modelling with data collected from 196 Spanish wineries between September 2022 and January 2023. The findings of the research reveal the existence of a positive and significant relationship between the GHRM development and the GP of Spanish wineries, as well as the partial mediation of EW in this association. The uniqueness and significance of this study can be attributed to several crucial factors. First, it enhances the understanding and knowledge regarding the advantages associated with GHRM development. Second, no prior research has conducted a comprehensive study on GHRM as a catalyst for GP within the context of Spanish wineries. Third, to the best of the authors’ knowledge, no previous study has analyzed the mediating role of EW as a mediator in the relationship between GHRM and GP of wineries.Green human resource management and green performance in the wine industry: the mediating role of employee well-being
Javier Martínez Falcó, Eduardo Sánchez-García, Bartolomé Marco-Lajara, Luis A Millán-Tudela
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to focus on analysing the impact of green human resource management (GHRM) on the green performance (GP) of Spanish wineries, as well as the mediating effect of employee well-being (EW) on this linkage. In addition, age, size and membership in a protected designation of origin are introduced as control variables to increase the precision of the cause-effect relationships examined.

The study proposes a conceptual model based on previous studies, which is tested using structural equations partial least squares structural equation modelling with data collected from 196 Spanish wineries between September 2022 and January 2023.

The findings of the research reveal the existence of a positive and significant relationship between the GHRM development and the GP of Spanish wineries, as well as the partial mediation of EW in this association.

The uniqueness and significance of this study can be attributed to several crucial factors. First, it enhances the understanding and knowledge regarding the advantages associated with GHRM development. Second, no prior research has conducted a comprehensive study on GHRM as a catalyst for GP within the context of Spanish wineries. Third, to the best of the authors’ knowledge, no previous study has analyzed the mediating role of EW as a mediator in the relationship between GHRM and GP of wineries.

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Green human resource management and green performance in the wine industry: the mediating role of employee well-being10.1108/IJOA-10-2023-4051International Journal of Organizational Analysis2024-02-28© 2024 Emerald Publishing LimitedJavier Martínez FalcóEduardo Sánchez-GarcíaBartolomé Marco-LajaraLuis A Millán-TudelaInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-2810.1108/IJOA-10-2023-4051https://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2023-4051/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Understanding the acceptance of business intelligence from healthcare professionals’ perspective: an empirical study of healthcare organizationshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2023-4063/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDue to its ability to support well-informed decision-making, business intelligence (BI) has grown in popularity among executives across a range of industries. However, given the volume of data collected in health-care organizations, there is a lack of exploration concerning its implementation. Consequently, this research paper aims to investigate the key factors affecting the acceptance and use of BI in healthcare organizations. Leveraging the theoretical lens of the “unified theory of acceptance and use of technology” (UTAUT), a study framework was proposed and integrated with three context-related factors, including “rational decision-making culture” (RDC), “perceived threat to professional autonomy” (PTA) and “medical–legal risk” (MLR). The variables in the study framework were categorized as follows: information systems (IS) perspective; organizational perspective; and user perspective. In Jordan, 434 healthcare professionals participated in a cross-sectional online survey that was used to collect data. The findings of the “structural equation modeling” revealed that professionals’ behavioral intentions toward using BI systems were significantly affected by performance expectancy, social influence, facilitating conditions, MLR, RDC and PTA. Also, an insignificant effect of PTA on PE was found based on the results of statistical analysis. These variables explained 68% of the variance (R2) in the individuals’ intentions to use BI-based health-care systems. To promote the acceptance and use of BI technology in health-care settings, developers, designers, service providers and decision-makers will find this study to have a number of practical implications. Additionally, it will support the development of effective strategies and BI-based health-care systems based on these study results, attracting the interest of many users. To the best of the author’s knowledge, this is one of the first studies that integrates the UTAUT model with three contextual factors (RDC, PTA and MLR) in addition to examining the suggested framework in a developing nation (Jordan). This study is one of the few in which the users’ acceptance behavior of BI systems was investigated in a health-care setting. More specifically, to the best of the author’s knowledge, this is the first study that reveals the critical antecedents of individuals’ intention to accept BI for health-care purposes in the Jordanian context.Understanding the acceptance of business intelligence from healthcare professionals’ perspective: an empirical study of healthcare organizations
Abeer F. Alkhwaldi
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Due to its ability to support well-informed decision-making, business intelligence (BI) has grown in popularity among executives across a range of industries. However, given the volume of data collected in health-care organizations, there is a lack of exploration concerning its implementation. Consequently, this research paper aims to investigate the key factors affecting the acceptance and use of BI in healthcare organizations.

Leveraging the theoretical lens of the “unified theory of acceptance and use of technology” (UTAUT), a study framework was proposed and integrated with three context-related factors, including “rational decision-making culture” (RDC), “perceived threat to professional autonomy” (PTA) and “medical–legal risk” (MLR). The variables in the study framework were categorized as follows: information systems (IS) perspective; organizational perspective; and user perspective. In Jordan, 434 healthcare professionals participated in a cross-sectional online survey that was used to collect data.

The findings of the “structural equation modeling” revealed that professionals’ behavioral intentions toward using BI systems were significantly affected by performance expectancy, social influence, facilitating conditions, MLR, RDC and PTA. Also, an insignificant effect of PTA on PE was found based on the results of statistical analysis. These variables explained 68% of the variance (R2) in the individuals’ intentions to use BI-based health-care systems.

To promote the acceptance and use of BI technology in health-care settings, developers, designers, service providers and decision-makers will find this study to have a number of practical implications. Additionally, it will support the development of effective strategies and BI-based health-care systems based on these study results, attracting the interest of many users.

To the best of the author’s knowledge, this is one of the first studies that integrates the UTAUT model with three contextual factors (RDC, PTA and MLR) in addition to examining the suggested framework in a developing nation (Jordan). This study is one of the few in which the users’ acceptance behavior of BI systems was investigated in a health-care setting. More specifically, to the best of the author’s knowledge, this is the first study that reveals the critical antecedents of individuals’ intention to accept BI for health-care purposes in the Jordanian context.

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Understanding the acceptance of business intelligence from healthcare professionals’ perspective: an empirical study of healthcare organizations10.1108/IJOA-10-2023-4063International Journal of Organizational Analysis2024-01-10© 2023 Emerald Publishing LimitedAbeer F. AlkhwaldiInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-01-1010.1108/IJOA-10-2023-4063https://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2023-4063/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Deciphering HR challenges for organizational ambidexterity: a study on energy sector in Indiahttps://www.emerald.com/insight/content/doi/10.1108/IJOA-11-2022-3481/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestFrom the lens of organizational ambidexterity, the energy sector companies in India are confronted with numerous human resources (HR) challenges as they explore new avenues in the renewable sector while exploiting non-renewable (conventional) resources. This study aims to decode these challenges and identifies key competencies to address these. Data were gathered and analysed using a sequential mixed methodology (qualitative and quantitative) in three phases. In Phase 1, a focused group discussion with eight senior management employees was carried out to identify the HR challenges and competencies required for meeting those challenges. The themes derived from this were used in designing the questionnaire for use in Phase 2 to capture the perceptual differences between HR and Line managers on these challenges. The identified competencies by senior management were prioritized using the analytical hierarchy process in Phase 3. The study provides insight into the HR challenges in the pursuit of organizational ambidexterity by energy sector companies in India. Also, key competencies to deal with these challenges have been prescribed. While previous studies have identified generic HR challenges in this domain, the present study is unique in decoding the HR challenges as these organizations are simultaneously exploring and exploiting energy sources for achieving excellence in the Indian context.Deciphering HR challenges for organizational ambidexterity: a study on energy sector in India
Itilekha Dash, Jaya Gupta, Jamini Ranjan Meher
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

From the lens of organizational ambidexterity, the energy sector companies in India are confronted with numerous human resources (HR) challenges as they explore new avenues in the renewable sector while exploiting non-renewable (conventional) resources. This study aims to decode these challenges and identifies key competencies to address these.

Data were gathered and analysed using a sequential mixed methodology (qualitative and quantitative) in three phases. In Phase 1, a focused group discussion with eight senior management employees was carried out to identify the HR challenges and competencies required for meeting those challenges. The themes derived from this were used in designing the questionnaire for use in Phase 2 to capture the perceptual differences between HR and Line managers on these challenges. The identified competencies by senior management were prioritized using the analytical hierarchy process in Phase 3.

The study provides insight into the HR challenges in the pursuit of organizational ambidexterity by energy sector companies in India. Also, key competencies to deal with these challenges have been prescribed.

While previous studies have identified generic HR challenges in this domain, the present study is unique in decoding the HR challenges as these organizations are simultaneously exploring and exploiting energy sources for achieving excellence in the Indian context.

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Deciphering HR challenges for organizational ambidexterity: a study on energy sector in India10.1108/IJOA-11-2022-3481International Journal of Organizational Analysis2023-07-24© 2023 Emerald Publishing LimitedItilekha DashJaya GuptaJamini Ranjan MeherInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-07-2410.1108/IJOA-11-2022-3481https://www.emerald.com/insight/content/doi/10.1108/IJOA-11-2022-3481/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Audit committee characteristics as determinants of non-audit fees in UK FTSE 350 companieshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-11-2022-3488/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to examine trends in audit committee characteristics of companies and associates characteristics subject to major change with a fee-based proxy for audit committee effectiveness. The research adopts an empirical approach. Using descriptive and inferential statistics, observations for 253 Financial Times Stock Exchange 350 companies’ audit committee characteristics gathered from annual reports at the beginning and end of a five-year period are evaluated against averaged non-audit fees (NAF) as a proportion of total audit fees. Audit committee composition shows an increased incidence of female membership and of members with previous audit experience. The increase in members with previous audit experience is more marked where this is gained with the incumbent auditor. An increase is also shown in chief financial officers with previous audit experience. Previous audit experience is associated with reduced NAF as a proportion of total fees. This is marked where audit experience has been gained with the incumbent auditor. These results suggest that the benefits of financial expertise gained from audit experience outweigh impairments to independence due to social ties. Nevertheless, other studies indicate concerns about independence are still well-founded. This paper’s original contribution is to evaluate the potential effect of previous audit experience on those involved in audit committees in light of concerns raised in the literature and by regulators that external auditor independence should be maintained. The innovative fee-based proxy for audit committee effectiveness facilitates an evaluation as to which influence prevails.Audit committee characteristics as determinants of non-audit fees in UK FTSE 350 companies
Mandy Jayne Wigglesworth, Moade Shubita, Alan Combs
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to examine trends in audit committee characteristics of companies and associates characteristics subject to major change with a fee-based proxy for audit committee effectiveness.

The research adopts an empirical approach. Using descriptive and inferential statistics, observations for 253 Financial Times Stock Exchange 350 companies’ audit committee characteristics gathered from annual reports at the beginning and end of a five-year period are evaluated against averaged non-audit fees (NAF) as a proportion of total audit fees.

Audit committee composition shows an increased incidence of female membership and of members with previous audit experience. The increase in members with previous audit experience is more marked where this is gained with the incumbent auditor. An increase is also shown in chief financial officers with previous audit experience. Previous audit experience is associated with reduced NAF as a proportion of total fees. This is marked where audit experience has been gained with the incumbent auditor. These results suggest that the benefits of financial expertise gained from audit experience outweigh impairments to independence due to social ties. Nevertheless, other studies indicate concerns about independence are still well-founded.

This paper’s original contribution is to evaluate the potential effect of previous audit experience on those involved in audit committees in light of concerns raised in the literature and by regulators that external auditor independence should be maintained. The innovative fee-based proxy for audit committee effectiveness facilitates an evaluation as to which influence prevails.

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Audit committee characteristics as determinants of non-audit fees in UK FTSE 350 companies10.1108/IJOA-11-2022-3488International Journal of Organizational Analysis2023-10-24© 2023 Emerald Publishing LimitedMandy Jayne WigglesworthMoade ShubitaAlan CombsInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-10-2410.1108/IJOA-11-2022-3488https://www.emerald.com/insight/content/doi/10.1108/IJOA-11-2022-3488/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Influence of power imbalance and actual vulnerability on trust formationhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-11-2022-3499/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestLeveraging Emerson’s theory of power and motivated reasoning, this study aims to explore how the net power of an individual and actual, instead of perceived, vulnerability results in asymmetric trust and distrust development in a dyadic relationship. Based on extant literature and gaps in the literature, this conceptual paper hypothesises and proposes trust formation based on power dynamics and vulnerability. This research extends the knowledge base by exploring the role of actual vulnerability over perceived vulnerability in trust formation and distrust formation. The research propositions imply that the dyadic trust formation process is not rational, and trust itself is not symmetrical but asymmetrical. The net power possessed by one individual over the other drives trust. Net power balance determines the actual vulnerability of the focal individual, and then the individual, through motivated reasoning, trusts or distrusts another individual. Scholars, going forward, could explore how trust formation varies at group and firm levels. Extant literature has not explored the role of power imbalance in determining actual (versus perceived) vulnerability that influences trust formation between parties. The conceptual paper fills this gap.Influence of power imbalance and actual vulnerability on trust formation
Arpita Agnihotri, Carolyn M. Callahan, Saurabh Bhattacharya
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Leveraging Emerson’s theory of power and motivated reasoning, this study aims to explore how the net power of an individual and actual, instead of perceived, vulnerability results in asymmetric trust and distrust development in a dyadic relationship.

Based on extant literature and gaps in the literature, this conceptual paper hypothesises and proposes trust formation based on power dynamics and vulnerability.

This research extends the knowledge base by exploring the role of actual vulnerability over perceived vulnerability in trust formation and distrust formation.

The research propositions imply that the dyadic trust formation process is not rational, and trust itself is not symmetrical but asymmetrical. The net power possessed by one individual over the other drives trust. Net power balance determines the actual vulnerability of the focal individual, and then the individual, through motivated reasoning, trusts or distrusts another individual. Scholars, going forward, could explore how trust formation varies at group and firm levels.

Extant literature has not explored the role of power imbalance in determining actual (versus perceived) vulnerability that influences trust formation between parties. The conceptual paper fills this gap.

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Influence of power imbalance and actual vulnerability on trust formation10.1108/IJOA-11-2022-3499International Journal of Organizational Analysis2023-06-16© 2023 Emerald Publishing LimitedArpita AgnihotriCarolyn M. CallahanSaurabh BhattacharyaInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-06-1610.1108/IJOA-11-2022-3499https://www.emerald.com/insight/content/doi/10.1108/IJOA-11-2022-3499/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Do the management process and organizational behavior modification enhance an ethical environment and organizational trust in the U.S. and Brazil?https://www.emerald.com/insight/content/doi/10.1108/IJOA-11-2023-4072/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study is to determine whether the implementation of a performance management system comprising some traditional management practices (management process and organizational behavior modification) lead to an ethical organizational environment and improved employee performance. A structural model is theorized and assessed using data from samples of full-time employees in the USA and Brazil. Partial least squares–structural equation modeling is used. The findings of this study suggest that management process and organizational behavior modification directly and positively impact the ethical environment, and the ethical environment directly and positively impacts employee performance. The management process and organizational behavior modification indirectly impact employee performance through an ethical environment. Although this theorized model was tested and provided significant results for implementing the management practices suggested, it is strongly recommended that other random data samples be used to analyze the theorized model and assess to reconfirm the results. In addition, incorporating the ethical environment construct within a larger model that includes other potential antecedents, such as management principles, and other potential outcomes, such as organizational commitment, job satisfaction and workplace optimism, is recommended. This study provides management practitioners with empirical evidence that implementing a performance management system consisting of the management process and organizational behavior modification will enhance both the ethical environment and organizational trust, which, in turn, will lead to improved individual employee performance. Based on the theoretically and statistically supported framework, managers can improve the performance of their subordinates. The results further support the assertions that managers must implement the management process along with organizational behavior modifications to improve employee performance through an ethical environment and organizational trust The general conclusion from this study is that good management practices in the form of the management process and organizational behavior modification are inherently ethical. Furthermore, when implemented and consistently maintained by managers, these practices will result in an organizational environment that supports ethical behavior and engenders a high level of trust. The results of this study demonstrate a significant contribution to the existing literature, in that good management is tied, in fact, directly to ethics and trust. The results provide evidence that good management in the form of the management process and organizational behavior modification yields both a positive ethical environment and improved employee performance. Practitioners are provided with evidence that reaffirms the need to define expectations for employees and to provide the necessary resources and positive reinforcement to fulfill the expectations. This study is one of the first to directly assess the impact of traditional management practices on an ethical environment.Do the management process and organizational behavior modification enhance an ethical environment and organizational trust in the U.S. and Brazil?
Cameron Sumlin, Mauro J. J. De Oliveira, Richard Conde, Kenneth W. Green
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this study is to determine whether the implementation of a performance management system comprising some traditional management practices (management process and organizational behavior modification) lead to an ethical organizational environment and improved employee performance.

A structural model is theorized and assessed using data from samples of full-time employees in the USA and Brazil. Partial least squares–structural equation modeling is used.

The findings of this study suggest that management process and organizational behavior modification directly and positively impact the ethical environment, and the ethical environment directly and positively impacts employee performance. The management process and organizational behavior modification indirectly impact employee performance through an ethical environment.

Although this theorized model was tested and provided significant results for implementing the management practices suggested, it is strongly recommended that other random data samples be used to analyze the theorized model and assess to reconfirm the results. In addition, incorporating the ethical environment construct within a larger model that includes other potential antecedents, such as management principles, and other potential outcomes, such as organizational commitment, job satisfaction and workplace optimism, is recommended.

This study provides management practitioners with empirical evidence that implementing a performance management system consisting of the management process and organizational behavior modification will enhance both the ethical environment and organizational trust, which, in turn, will lead to improved individual employee performance. Based on the theoretically and statistically supported framework, managers can improve the performance of their subordinates. The results further support the assertions that managers must implement the management process along with organizational behavior modifications to improve employee performance through an ethical environment and organizational trust

The general conclusion from this study is that good management practices in the form of the management process and organizational behavior modification are inherently ethical. Furthermore, when implemented and consistently maintained by managers, these practices will result in an organizational environment that supports ethical behavior and engenders a high level of trust. The results of this study demonstrate a significant contribution to the existing literature, in that good management is tied, in fact, directly to ethics and trust.

The results provide evidence that good management in the form of the management process and organizational behavior modification yields both a positive ethical environment and improved employee performance. Practitioners are provided with evidence that reaffirms the need to define expectations for employees and to provide the necessary resources and positive reinforcement to fulfill the expectations. This study is one of the first to directly assess the impact of traditional management practices on an ethical environment.

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Do the management process and organizational behavior modification enhance an ethical environment and organizational trust in the U.S. and Brazil?10.1108/IJOA-11-2023-4072International Journal of Organizational Analysis2024-02-15© 2024 Emerald Publishing LimitedCameron SumlinMauro J. J. De OliveiraRichard CondeKenneth W. GreenInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-1510.1108/IJOA-11-2023-4072https://www.emerald.com/insight/content/doi/10.1108/IJOA-11-2023-4072/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Nexus among blockchain technology adoption and firm performance: perspective from mediating and moderating effectshttps://www.emerald.com/insight/content/doi/10.1108/IJOA-11-2023-4076/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to examine the relationship between blockchain technology (BCT) adoption and firm performance (FIP) mediated by cyber-security risk management (CSRM) in the context of Vietnam, a developing country. Besides, the mediating effect of risk-taking tendency (RTT) has been considered in the BCT–CSRM nexus. Data is collected using a survey questionnaire of Vietnamese financial firms through strict screening steps to ensure the representativeness of the population. The ending pattern of 449 responses has been used for analysis. The findings of partial least squares structural equation modeling demonstrated that CSRM has a positive effect on FIP and acts as a mediator in the BCT–FIP nexus. Furthermore, RTT moderates the relationship between BCT and CSRM significantly. This study introduces the attractive attributes of applying BCT to CSRM. Accordingly, managers should rely on BCT and take advantage of it to improve investment resources, business activities and functional areas to enhance their firm's CSRM. Especially, managers should pay attention to enhancing their RTT, which improves FIP. This study supplements the previous literature in the context of CSRM by indicating favorable effects of BCT and RTT. Additionally, this study identifies the effectiveness of RTT as well as its moderating role. Ultimately, this paper has been managed as a pioneering empirical study that integrates BCT, RTT and CSRM in the same model in a developing country, specifically Vietnam.Nexus among blockchain technology adoption and firm performance: perspective from mediating and moderating effects
Malik Muneer Abu Afifa, Tho Hoang Nguyen, Lien Thuy Le Nguyen, Thuy Hong Thi Tran, Nhan Thanh Dao
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to examine the relationship between blockchain technology (BCT) adoption and firm performance (FIP) mediated by cyber-security risk management (CSRM) in the context of Vietnam, a developing country. Besides, the mediating effect of risk-taking tendency (RTT) has been considered in the BCT–CSRM nexus.

Data is collected using a survey questionnaire of Vietnamese financial firms through strict screening steps to ensure the representativeness of the population. The ending pattern of 449 responses has been used for analysis.

The findings of partial least squares structural equation modeling demonstrated that CSRM has a positive effect on FIP and acts as a mediator in the BCT–FIP nexus. Furthermore, RTT moderates the relationship between BCT and CSRM significantly.

This study introduces the attractive attributes of applying BCT to CSRM. Accordingly, managers should rely on BCT and take advantage of it to improve investment resources, business activities and functional areas to enhance their firm's CSRM. Especially, managers should pay attention to enhancing their RTT, which improves FIP.

This study supplements the previous literature in the context of CSRM by indicating favorable effects of BCT and RTT. Additionally, this study identifies the effectiveness of RTT as well as its moderating role. Ultimately, this paper has been managed as a pioneering empirical study that integrates BCT, RTT and CSRM in the same model in a developing country, specifically Vietnam.

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Nexus among blockchain technology adoption and firm performance: perspective from mediating and moderating effects10.1108/IJOA-11-2023-4076International Journal of Organizational Analysis2024-01-31© 2024 Emerald Publishing LimitedMalik Muneer Abu AfifaTho Hoang NguyenLien Thuy Le NguyenThuy Hong Thi TranNhan Thanh DaoInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-01-3110.1108/IJOA-11-2023-4076https://www.emerald.com/insight/content/doi/10.1108/IJOA-11-2023-4076/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Drama and organisational culture: an exploration of Aristotle’s “Poetics” as a conceptual dramatic framework in the design of organisational culturehttps://www.emerald.com/insight/content/doi/10.1108/IJOA-11-2023-4077/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe paper draws extensively from Aristotle’s Poetics, a classical work on the aesthetics of drama. Drawing from symbolic and thematic elements from folklore and mythology, this paper aims to illustrate how the Poetics can be referenced as an allegorical device in the design of culture-building strategies and interventions. This exploratory paper examines Aristotle’s “Poetics” and the range of creative expression this literature provides as a conceptual design framework for the development of a culture map in creating a distinctive organisational mythology. The Poetics articulates an Aristotelian perspective on theatre which infuses itself as a new language in offering structural and archetypical plot devices in the development of an organisational narrative. Findings from this explorative study can provide a creative roadmap to culture practitioners and leaders, to be used as a determining reference point in developing culture maps and change management interventions. Poetics has its detractors, notably Bertolt Brecht and Augusto Boal. Boal examines how Poetics promotes a narrative that suppresses free thinking and encourages a cult of feudal personality, therefore encouraging industrial and cultural oppression, which he rebelled against through the development of his “Theatre of the Oppressed”. This new kind of theatre discarded the Aristotelian model of thinking. Ideas proposed in the Poetics may also lend verisimilitude to the propagation of obsessive consumerism through the definitive symbolism it offers in the development of institutionalised personality cults. The Poetics as a creatively driven reflexive study provides a forward movement in the study of culture design templates. Its definitive allegorical devices and metaphors act as action principles through which an enterprise culture and its value system can be examined and developed.Drama and organisational culture: an exploration of Aristotle’s “Poetics” as a conceptual dramatic framework in the design of organisational culture
Anil D’souza
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The paper draws extensively from Aristotle’s Poetics, a classical work on the aesthetics of drama. Drawing from symbolic and thematic elements from folklore and mythology, this paper aims to illustrate how the Poetics can be referenced as an allegorical device in the design of culture-building strategies and interventions.

This exploratory paper examines Aristotle’s “Poetics” and the range of creative expression this literature provides as a conceptual design framework for the development of a culture map in creating a distinctive organisational mythology. The Poetics articulates an Aristotelian perspective on theatre which infuses itself as a new language in offering structural and archetypical plot devices in the development of an organisational narrative.

Findings from this explorative study can provide a creative roadmap to culture practitioners and leaders, to be used as a determining reference point in developing culture maps and change management interventions.

Poetics has its detractors, notably Bertolt Brecht and Augusto Boal. Boal examines how Poetics promotes a narrative that suppresses free thinking and encourages a cult of feudal personality, therefore encouraging industrial and cultural oppression, which he rebelled against through the development of his “Theatre of the Oppressed”. This new kind of theatre discarded the Aristotelian model of thinking. Ideas proposed in the Poetics may also lend verisimilitude to the propagation of obsessive consumerism through the definitive symbolism it offers in the development of institutionalised personality cults.

The Poetics as a creatively driven reflexive study provides a forward movement in the study of culture design templates. Its definitive allegorical devices and metaphors act as action principles through which an enterprise culture and its value system can be examined and developed.

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Drama and organisational culture: an exploration of Aristotle’s “Poetics” as a conceptual dramatic framework in the design of organisational culture10.1108/IJOA-11-2023-4077International Journal of Organizational Analysis2024-02-15© 2024 Emerald Publishing LimitedAnil D’souzaInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-1510.1108/IJOA-11-2023-4077https://www.emerald.com/insight/content/doi/10.1108/IJOA-11-2023-4077/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
The dilemma of work-family balance for the dual-career couples with child/children: qualitative evidence from Bangladesh based on Family Systems Theoryhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-11-2023-4096/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this qualitative study is to identify and highlight the challenges faced by the dual-career couples with one or multiple child/children in maintaining their work–family balance based on family systems theory. The author purposely selected 26 families (52 participants) in Bangladesh where both husbands and wives work on a full-time basis having one or multiple child/children. The author used focus group discussion (FGD) technique to identify the challenges encountered by them. After summarising the FGD results, the study identified several challenges faced by those dual-career couples, such as inability to differentiate between professional and family lives, lack of quality time for partners/children, challenges to raise children, lack of childcare centres and lack of professionalism of care workers; and tension and anxiety for their child/children while at offices. The author expects the results of this qualitative study to be conductive as groundwork for upcoming research studies concerning dual-career couples with child/children. The author also hopes that such results will assist the human resource managers in efficiently crafting and executing some policies regarding dual-career couples with one or multiple child/children.The dilemma of work-family balance for the dual-career couples with child/children: qualitative evidence from Bangladesh based on Family Systems Theory
Md Sajjad Hosain
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this qualitative study is to identify and highlight the challenges faced by the dual-career couples with one or multiple child/children in maintaining their work–family balance based on family systems theory.

The author purposely selected 26 families (52 participants) in Bangladesh where both husbands and wives work on a full-time basis having one or multiple child/children. The author used focus group discussion (FGD) technique to identify the challenges encountered by them.

After summarising the FGD results, the study identified several challenges faced by those dual-career couples, such as inability to differentiate between professional and family lives, lack of quality time for partners/children, challenges to raise children, lack of childcare centres and lack of professionalism of care workers; and tension and anxiety for their child/children while at offices.

The author expects the results of this qualitative study to be conductive as groundwork for upcoming research studies concerning dual-career couples with child/children. The author also hopes that such results will assist the human resource managers in efficiently crafting and executing some policies regarding dual-career couples with one or multiple child/children.

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The dilemma of work-family balance for the dual-career couples with child/children: qualitative evidence from Bangladesh based on Family Systems Theory10.1108/IJOA-11-2023-4096International Journal of Organizational Analysis2024-02-27© 2024 Emerald Publishing LimitedMd Sajjad HosainInternational Journal of Organizational Analysisahead-of-printahead-of-print2024-02-2710.1108/IJOA-11-2023-4096https://www.emerald.com/insight/content/doi/10.1108/IJOA-11-2023-4096/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Implications of orality for management practices in Iran: an application of Walter Ong’s theoryhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-12-2022-3519/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to analyze the implications of orality for management practices in a developing country such as Iran. This paper relies on the seminal theory of Walter Ong (1982) and a leading line of anthropological research to analyze the implications of orality/literacy for management practices in Iran. The authors first define orality and literacy as distinct modes of communication and examine their conceptual properties. Then, the authors draw on the existing literature to analyze the five main management functions impacted by orality. The analyses suggest that the predominance of orality in Iran is associated with a wide range of management practices, including short-term or unstructured planning, spontaneous decision-making, fluid organizational structure, the prevalence of interpersonal relations, authoritarian and traditional leadership and behavior-based controlling mechanisms. While most studies have focused on the impacts of cultural dimensions and economic variables, this paper offers a novel approach to analyzing management practices. More specifically, the paper suggests that in addition to the implications of cultural dimensions and economic variables, the mode of communication, namely, orality/literacy, could have significant implications for management practices.Implications of orality for management practices in Iran: an application of Walter Ong’s theory
Hamid Yeganeh
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to analyze the implications of orality for management practices in a developing country such as Iran.

This paper relies on the seminal theory of Walter Ong (1982) and a leading line of anthropological research to analyze the implications of orality/literacy for management practices in Iran. The authors first define orality and literacy as distinct modes of communication and examine their conceptual properties. Then, the authors draw on the existing literature to analyze the five main management functions impacted by orality.

The analyses suggest that the predominance of orality in Iran is associated with a wide range of management practices, including short-term or unstructured planning, spontaneous decision-making, fluid organizational structure, the prevalence of interpersonal relations, authoritarian and traditional leadership and behavior-based controlling mechanisms.

While most studies have focused on the impacts of cultural dimensions and economic variables, this paper offers a novel approach to analyzing management practices. More specifically, the paper suggests that in addition to the implications of cultural dimensions and economic variables, the mode of communication, namely, orality/literacy, could have significant implications for management practices.

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Implications of orality for management practices in Iran: an application of Walter Ong’s theory10.1108/IJOA-12-2022-3519International Journal of Organizational Analysis2023-06-06© 2023 Emerald Publishing LimitedHamid YeganehInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-06-0610.1108/IJOA-12-2022-3519https://www.emerald.com/insight/content/doi/10.1108/IJOA-12-2022-3519/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Effect of personality styles on positive and negative innovation: the mediating role of emotional intelligence and abusive supervision using the structured equation modelhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-12-2022-3530/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestFollowing the theory of emotional events, this paper aims to use the bright triad and the dark tetrad as representations to investigate the role of positive and negative personality patterns in achieving positive and negative innovation. The study also examines the mediating role of emotional intelligence and abusive supervision and the interactive role of emotional exhaustion in understanding the relationship between positive and negative personality patterns and positive and negative innovation. To test the hypotheses of the study model, a set of questionnaires was distributed to a sample of 500 medical officers working in different departments of public hospitals in southern Iraq. The data were analysed using the structured equation model. The results of the current study confirm previous studies on emotional intelligence because the bright triad negatively associates with negative innovation and positively associates with positive innovation. Meanwhile, the dark tetrad positively associates with negative innovation through abusive supervision, and that emotional exhaustion reinforces the negative side and weakens the positive side of the relationships. This study contributes to the literature by emphasising that the values represented by the bright triad have a strong readiness to show positive innovation and immunity to negative influence caused by abusive supervision. Meanwhile, the negative emotions of the dark tetrad pattern result in negative patterns because they correlate with negative innovation and the avoidance of positive behaviour, which is escalated by abusive supervision.Effect of personality styles on positive and negative innovation: the mediating role of emotional intelligence and abusive supervision using the structured equation model
Krar Muhsin Thajil, Hadi Al-Abrrow
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Following the theory of emotional events, this paper aims to use the bright triad and the dark tetrad as representations to investigate the role of positive and negative personality patterns in achieving positive and negative innovation. The study also examines the mediating role of emotional intelligence and abusive supervision and the interactive role of emotional exhaustion in understanding the relationship between positive and negative personality patterns and positive and negative innovation.

To test the hypotheses of the study model, a set of questionnaires was distributed to a sample of 500 medical officers working in different departments of public hospitals in southern Iraq. The data were analysed using the structured equation model.

The results of the current study confirm previous studies on emotional intelligence because the bright triad negatively associates with negative innovation and positively associates with positive innovation. Meanwhile, the dark tetrad positively associates with negative innovation through abusive supervision, and that emotional exhaustion reinforces the negative side and weakens the positive side of the relationships.

This study contributes to the literature by emphasising that the values represented by the bright triad have a strong readiness to show positive innovation and immunity to negative influence caused by abusive supervision. Meanwhile, the negative emotions of the dark tetrad pattern result in negative patterns because they correlate with negative innovation and the avoidance of positive behaviour, which is escalated by abusive supervision.

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Effect of personality styles on positive and negative innovation: the mediating role of emotional intelligence and abusive supervision using the structured equation model10.1108/IJOA-12-2022-3530International Journal of Organizational Analysis2023-05-16© 2023 Emerald Publishing LimitedKrar Muhsin ThajilHadi Al-AbrrowInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-05-1610.1108/IJOA-12-2022-3530https://www.emerald.com/insight/content/doi/10.1108/IJOA-12-2022-3530/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Trust as a key element for quality communication and information management: insights into developing safe cyber-organisational sustainabilityhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-12-2022-3532/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestIn recent years, issues like untrusted or questionable sources of information are indisputably rampant in the digital era. The quality of information is now found to be challenging with its kind of issues, crisis and also clarity in which it requires to have a strategic scenario and practice to enhance quality assurance in order to creating safe cyber-spaces. The initiative to organise information at the organisational stage has widely emerged on the cyberspace. This paper aims to examine the insights of the element of trust in quality communication and information management to drive key performance indicator to support organisational sustainability. This approach is likely to play a significant role in enhancing critical inquiry in to issue of trust in information to ensure untainted integrity and quality assurance of the source of the information. The preparation of this paper used a systematic literature review according to four phases, namely, identification, assessment or examination, extraction and interpretation. This approach was selected to advance critical inquiry into the most current topic on the trust for quality of information as way of strategic communication management to achieve safe cyber-organisational sustainability. The process was made through the various sources of peer-reviewed articles including journals, book chapters, books and conference proceedings. The literature review was carried out through the search for keywords such as trust in information, strategic communication and safe cyber-organisational sustainability. The results revealed that the trust in quality of information with its wide range of initiatives could be enhanced as an initial attempt to embrace comprehensive approach in establishing strategic communication to ensure organisational sustainability and quality assurance of safe cyber space. The result further indicated three points, which follows development of virtual interaction with information management for safe cyberspace, enhancing continued predictability assessment in digital information process and practice and developing trust in information and quality of communication for organisational sustainability. This paper is expected to give an insightful value in contributing to quality measurement of the strategic communication to promote trust in quality of information. Hence, the design to expand strategic management to support digital social connections in the cyber space. As a result, the profound contribution would also lead to enhancement of organisational sustainability in the digital era, amid technological trends. The need to develop an approach to strengthen the trust in information in the digital cyberspace should focus on providing insights into the quality of information, authenticity and integrity to develop quality assurance for social connection. The awareness raising process in consolidating the trust in information has to start with exploring early social interaction in the digital age. This approach provides quality assurance to linking digital connection to develop trust in the quality of information. This would enable feedback to ensure accessibility and accuracy of quality of information dealing with critical elements relating to organisational sustainability. The entire awareness in expanding the trust as information quality indicator has to be started with exploring the early social interaction in the digital age, to achieve quality basis on linking the digital connection as an attempt to build the information quality. This would give a feedback in ensuring the accessibility and accuracy of information quality together with dealing with an ultimate element to lead to the organisational longevity.Trust as a key element for quality communication and information management: insights into developing safe cyber-organisational sustainability
Miftachul Huda
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

In recent years, issues like untrusted or questionable sources of information are indisputably rampant in the digital era. The quality of information is now found to be challenging with its kind of issues, crisis and also clarity in which it requires to have a strategic scenario and practice to enhance quality assurance in order to creating safe cyber-spaces. The initiative to organise information at the organisational stage has widely emerged on the cyberspace. This paper aims to examine the insights of the element of trust in quality communication and information management to drive key performance indicator to support organisational sustainability. This approach is likely to play a significant role in enhancing critical inquiry in to issue of trust in information to ensure untainted integrity and quality assurance of the source of the information.

The preparation of this paper used a systematic literature review according to four phases, namely, identification, assessment or examination, extraction and interpretation. This approach was selected to advance critical inquiry into the most current topic on the trust for quality of information as way of strategic communication management to achieve safe cyber-organisational sustainability. The process was made through the various sources of peer-reviewed articles including journals, book chapters, books and conference proceedings. The literature review was carried out through the search for keywords such as trust in information, strategic communication and safe cyber-organisational sustainability.

The results revealed that the trust in quality of information with its wide range of initiatives could be enhanced as an initial attempt to embrace comprehensive approach in establishing strategic communication to ensure organisational sustainability and quality assurance of safe cyber space. The result further indicated three points, which follows development of virtual interaction with information management for safe cyberspace, enhancing continued predictability assessment in digital information process and practice and developing trust in information and quality of communication for organisational sustainability.

This paper is expected to give an insightful value in contributing to quality measurement of the strategic communication to promote trust in quality of information. Hence, the design to expand strategic management to support digital social connections in the cyber space. As a result, the profound contribution would also lead to enhancement of organisational sustainability in the digital era, amid technological trends.

The need to develop an approach to strengthen the trust in information in the digital cyberspace should focus on providing insights into the quality of information, authenticity and integrity to develop quality assurance for social connection. The awareness raising process in consolidating the trust in information has to start with exploring early social interaction in the digital age. This approach provides quality assurance to linking digital connection to develop trust in the quality of information. This would enable feedback to ensure accessibility and accuracy of quality of information dealing with critical elements relating to organisational sustainability.

The entire awareness in expanding the trust as information quality indicator has to be started with exploring the early social interaction in the digital age, to achieve quality basis on linking the digital connection as an attempt to build the information quality. This would give a feedback in ensuring the accessibility and accuracy of information quality together with dealing with an ultimate element to lead to the organisational longevity.

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Trust as a key element for quality communication and information management: insights into developing safe cyber-organisational sustainability10.1108/IJOA-12-2022-3532International Journal of Organizational Analysis2023-09-18© 2023 Emerald Publishing LimitedMiftachul HudaInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-09-1810.1108/IJOA-12-2022-3532https://www.emerald.com/insight/content/doi/10.1108/IJOA-12-2022-3532/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Thinking styles and conflict management: a gamified empirical studyhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-12-2022-3538/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestIndividual differences cause many differences in human behaviour, and the first source of these differences is personality. In various organisations, employees are encouraged to manage conflict through conflict management styles. The way people think can be an essential factor in their ability to conflict management. Difficult employees are individuals who constantly use problematic communication styles to express their feelings and thoughts to direct the behaviour of others. This empirical study aims to investigate the effect of thinking styles on individuals’ conflict management in dealing with difficult personalities. To achieve the research purpose, a gamified situation was designed, and a survey was performed in laboratory settings and on an online platform. At first, participants’ reactions were measured in the simulated conflict management situation dealing with difficult personalities; subsequently, the dominant thinking style of participants was measured by the rational-experiential inventory (REI) and the cognitive reflection test. At the end, participants answered a series of demographic questions. The collected data were then analysed by regression analysis. Based on the findings of this study, the rational thinking measured by the REI40 has a significant and positive effect on the performance of individuals in conflict management with difficult personalities in an organisational context; in other words, rational thinking leads to better performance in conflict management than experiential thinking. The value of this article lies in the direct study of the impact of thinking styles on conflict management, which was done by focusing on difficult organisational personalities. Also, using gamification in research design is another research initiative.Thinking styles and conflict management: a gamified empirical study
Rosa Hendijani, Mohammad Milad Ahmadi
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

Individual differences cause many differences in human behaviour, and the first source of these differences is personality. In various organisations, employees are encouraged to manage conflict through conflict management styles. The way people think can be an essential factor in their ability to conflict management. Difficult employees are individuals who constantly use problematic communication styles to express their feelings and thoughts to direct the behaviour of others. This empirical study aims to investigate the effect of thinking styles on individuals’ conflict management in dealing with difficult personalities.

To achieve the research purpose, a gamified situation was designed, and a survey was performed in laboratory settings and on an online platform. At first, participants’ reactions were measured in the simulated conflict management situation dealing with difficult personalities; subsequently, the dominant thinking style of participants was measured by the rational-experiential inventory (REI) and the cognitive reflection test. At the end, participants answered a series of demographic questions.

The collected data were then analysed by regression analysis. Based on the findings of this study, the rational thinking measured by the REI40 has a significant and positive effect on the performance of individuals in conflict management with difficult personalities in an organisational context; in other words, rational thinking leads to better performance in conflict management than experiential thinking.

The value of this article lies in the direct study of the impact of thinking styles on conflict management, which was done by focusing on difficult organisational personalities. Also, using gamification in research design is another research initiative.

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Thinking styles and conflict management: a gamified empirical study10.1108/IJOA-12-2022-3538International Journal of Organizational Analysis2023-06-14© 2023 Emerald Publishing LimitedRosa HendijaniMohammad Milad AhmadiInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-06-1410.1108/IJOA-12-2022-3538https://www.emerald.com/insight/content/doi/10.1108/IJOA-12-2022-3538/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Looking at the bright side of workplace politics through the lens of social capitalhttps://www.emerald.com/insight/content/doi/10.1108/IJOA-12-2022-3554/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to challenge the older perspective on the nature of workplace politics and its disruptive role in organizations. In particular, this paper references the positive aspect of meaningful relationship building that is promoted by workplace politics and how the very politicking becomes a necessary tool for generating and maintaining social capital within the organizational boundaries. The paper relies on presenting author’s viewpoint on positive workplace politics and its intertwined relationship with social capital. In the process of politicking, the relationships built, the networks established and maintained and the social capital acquired are of immense value. To thwart the negative effects of organizational politics such as disengagement from work, intentions to quit, low job satisfaction, etc., we must look into the multidimensional nature of politics and the value that social capital adds to it. The positive side of politics has long been in the shadows of its pronounced negative side. The paper presents the ground work for exploring the many colours of organizational politics and also delve into the factors that can thwart the negative effects of politics that may be experienced by the employees. The paper contends that workplace politics is not just responsible for the disruptive and unwanted behaviours but is rather an important source of the positive and productive interpersonal relationships that are often useful in accomplishing individual and organizational goals.Looking at the bright side of workplace politics through the lens of social capital
Swati Tripathi
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to challenge the older perspective on the nature of workplace politics and its disruptive role in organizations. In particular, this paper references the positive aspect of meaningful relationship building that is promoted by workplace politics and how the very politicking becomes a necessary tool for generating and maintaining social capital within the organizational boundaries.

The paper relies on presenting author’s viewpoint on positive workplace politics and its intertwined relationship with social capital.

In the process of politicking, the relationships built, the networks established and maintained and the social capital acquired are of immense value. To thwart the negative effects of organizational politics such as disengagement from work, intentions to quit, low job satisfaction, etc., we must look into the multidimensional nature of politics and the value that social capital adds to it.

The positive side of politics has long been in the shadows of its pronounced negative side. The paper presents the ground work for exploring the many colours of organizational politics and also delve into the factors that can thwart the negative effects of politics that may be experienced by the employees.

The paper contends that workplace politics is not just responsible for the disruptive and unwanted behaviours but is rather an important source of the positive and productive interpersonal relationships that are often useful in accomplishing individual and organizational goals.

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Looking at the bright side of workplace politics through the lens of social capital10.1108/IJOA-12-2022-3554International Journal of Organizational Analysis2023-08-28© 2023 Emerald Publishing LimitedSwati TripathiInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-08-2810.1108/IJOA-12-2022-3554https://www.emerald.com/insight/content/doi/10.1108/IJOA-12-2022-3554/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Digital labour: a systematic literature review and bibliometric analysishttps://www.emerald.com/insight/content/doi/10.1108/IJOA-12-2022-3558/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to conduct a systematic literature review and bibliometric analysis on the topic of digital labour. The study also identifies the future research directions for the topic. In total, 118 research papers were identified and reviewed from 11 established research databases and A*, A and B category journals from the ABDC journal list. The papers covered a timespan between 2006 and 2023. Bibliometric analysis was conducted to identify key research hotspots. The emergent themes and associated sub-themes related to digital labour were identified from the literature. The paper found three significant themes that include digital labour platform, gig economy and productivity. This study also acts as a platform to initiate further research in this field for academicians, scholars, industry practitioners and policymakers. The future research scope in the topic is also presented. The present study is unique in its nature as it approaches the topic of digital labour from all relevant perspectives.Digital labour: a systematic literature review and bibliometric analysis
Vishal Goel, Balakrishnan R. Unny, Samik Shome, Yuvika Gupta
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to conduct a systematic literature review and bibliometric analysis on the topic of digital labour. The study also identifies the future research directions for the topic.

In total, 118 research papers were identified and reviewed from 11 established research databases and A*, A and B category journals from the ABDC journal list. The papers covered a timespan between 2006 and 2023. Bibliometric analysis was conducted to identify key research hotspots.

The emergent themes and associated sub-themes related to digital labour were identified from the literature. The paper found three significant themes that include digital labour platform, gig economy and productivity. This study also acts as a platform to initiate further research in this field for academicians, scholars, industry practitioners and policymakers. The future research scope in the topic is also presented.

The present study is unique in its nature as it approaches the topic of digital labour from all relevant perspectives.

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Digital labour: a systematic literature review and bibliometric analysis10.1108/IJOA-12-2022-3558International Journal of Organizational Analysis2023-06-28© 2023 Emerald Publishing LimitedVishal GoelBalakrishnan R. UnnySamik ShomeYuvika GuptaInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-06-2810.1108/IJOA-12-2022-3558https://www.emerald.com/insight/content/doi/10.1108/IJOA-12-2022-3558/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Examination of the relationship of depression and leader support within organizational commitment and culturehttps://www.emerald.com/insight/content/doi/10.1108/IJOA-12-2022-3560/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to analyze the relationship of the organization and whether employees in the companies operating in the textile sector receive leadership support when they experience depression. Data were obtained from personnel working in textile companies in organized industrial zones located within five provinces: Istanbul, Ankara, Bursa, Izmir and Antalya (defined as industrial cities of Turkey). The reason for choosing these companies was related to the question of whether the mental state of the personnel may have had an impact on the success of the company, especially as the textile industry works with more manpower and knowledge due to the nature of the job. The moderation relationship of leadership support to the relationship of this situation on organizational culture and organizational commitment was analyzed using the SmartPLS program. As a result of the analyzes, it was determined that the depression of the employees weakens the organizational commitment, thereby leading to a negative relationship within the organizational culture. But, with leadership support, the organizational commitment increases and the organizational culture is positively affected. As the research was conducted in companies in the textile sector in Istanbul, this limitation should be taken into account in future research. In addition, as data is collected from white-collar employees in the administrative staff position (the sample group), this situation should also be taken into account. Considering the questions asked in the questionnaire, it is recommended that future research be conducted on blue-collar workers. It can be concluded that the leadership role is an important factor for organizations to prevent employees from being depressed and employees should receive positive support to ensure organizational commitment. At the same time, it can be concluded that the organizational culture is positively affected if the depression of the employees has decreased. The research is an original study in terms of investigating the relationship of depression status to the leadership support of employees working in textile companies in an environment where competition is consistently intense.Examination of the relationship of depression and leader support within organizational commitment and culture
Fatma Sonmez Cakir, Irem Kucukoglu, Zafer Adıguzel
International Journal of Organizational Analysis, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to analyze the relationship of the organization and whether employees in the companies operating in the textile sector receive leadership support when they experience depression.

Data were obtained from personnel working in textile companies in organized industrial zones located within five provinces: Istanbul, Ankara, Bursa, Izmir and Antalya (defined as industrial cities of Turkey). The reason for choosing these companies was related to the question of whether the mental state of the personnel may have had an impact on the success of the company, especially as the textile industry works with more manpower and knowledge due to the nature of the job. The moderation relationship of leadership support to the relationship of this situation on organizational culture and organizational commitment was analyzed using the SmartPLS program.

As a result of the analyzes, it was determined that the depression of the employees weakens the organizational commitment, thereby leading to a negative relationship within the organizational culture. But, with leadership support, the organizational commitment increases and the organizational culture is positively affected.

As the research was conducted in companies in the textile sector in Istanbul, this limitation should be taken into account in future research. In addition, as data is collected from white-collar employees in the administrative staff position (the sample group), this situation should also be taken into account. Considering the questions asked in the questionnaire, it is recommended that future research be conducted on blue-collar workers.

It can be concluded that the leadership role is an important factor for organizations to prevent employees from being depressed and employees should receive positive support to ensure organizational commitment. At the same time, it can be concluded that the organizational culture is positively affected if the depression of the employees has decreased.

The research is an original study in terms of investigating the relationship of depression status to the leadership support of employees working in textile companies in an environment where competition is consistently intense.

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Examination of the relationship of depression and leader support within organizational commitment and culture10.1108/IJOA-12-2022-3560International Journal of Organizational Analysis2023-09-27© 2023 Emerald Publishing LimitedFatma Sonmez CakirIrem KucukogluZafer AdıguzelInternational Journal of Organizational Analysisahead-of-printahead-of-print2023-09-2710.1108/IJOA-12-2022-3560https://www.emerald.com/insight/content/doi/10.1108/IJOA-12-2022-3560/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited