Industrial and Commercial TrainingTable of Contents for Industrial and Commercial Training. List of articles from the current issue, including Just Accepted (EarlyCite)https://www.emerald.com/insight/publication/issn/0019-7858/vol/56/iss/1?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestIndustrial and Commercial TrainingEmerald Publishing LimitedIndustrial and Commercial TrainingIndustrial and Commercial Traininghttps://www.emerald.com/insight/proxy/containerImg?link=/resource/publication/journal/395b46c50c2eeeefbc2180c8630df2d4/urn:emeraldgroup.com:asset:id:binary:ict.cover.jpghttps://www.emerald.com/insight/publication/issn/0019-7858/vol/56/iss/1?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestHow to unleash innovative work behavior of SMEs workers through clan culture? “Testing the mediating role of knowledge sharing”https://www.emerald.com/insight/content/doi/10.1108/ICT-03-2023-0016/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to examine perceived supervisory support (PSS) and the impact of the antecedents of sharing knowledge, namely, clan culture (CC) as well as trust in innovative work behavior (IWB). This research focuses on small and medium-sized enterprise (SME) employees, especially SMEs located around tourist attractions in Indonesia. Data collection was carried out by distributing questionnaires. The distribution of the questionnaire was carried out in two ways, namely, the offline and online systems via the Google form. Data analysis tool using structural equation modeling. The findings reveal that PSS, knowledge sharing (KS), CC as well as trust are positively related to IWB. In addition, it was also found that KS was proven to mediate CC relationships as well as the trust which had a positive relationship with IWB. The research design uses cross-sectional data. This means that the measurement of variables is based on self-reports and is carried out at one time, which can lead to method bias that can affect the results of the study. Thus, further research is recommended to collect data longitudinally, which will make the findings stronger. Theoretically, this study extends previous research by outlining a set of organizational elements that tend to influence KS behavior and their impact on IWB in the SMEs context. Managers and owners of SMEs need to create a CC because the creation of a family or CC will more easily foster a culture of sharing knowledge within the organization, which will ultimately increase IWB. This study emphasizes that it is not only internal factors within employees that can foster IWB but there are external factors that play an important role in increasing IWB, such as CC, PSS, trust and KS. And to the best of the authors’ knowledge, this is the first study to include all the constructs in one model and the context of SMEs.How to unleash innovative work behavior of SMEs workers through clan culture? “Testing the mediating role of knowledge sharing”
Adriana Madya Marampa, Raden Lestari Garnasih, Eka Pariyanti
Industrial and Commercial Training, Vol. 56, No. 1, pp.1-23

The purpose of this paper is to examine perceived supervisory support (PSS) and the impact of the antecedents of sharing knowledge, namely, clan culture (CC) as well as trust in innovative work behavior (IWB).

This research focuses on small and medium-sized enterprise (SME) employees, especially SMEs located around tourist attractions in Indonesia. Data collection was carried out by distributing questionnaires. The distribution of the questionnaire was carried out in two ways, namely, the offline and online systems via the Google form. Data analysis tool using structural equation modeling.

The findings reveal that PSS, knowledge sharing (KS), CC as well as trust are positively related to IWB. In addition, it was also found that KS was proven to mediate CC relationships as well as the trust which had a positive relationship with IWB.

The research design uses cross-sectional data. This means that the measurement of variables is based on self-reports and is carried out at one time, which can lead to method bias that can affect the results of the study. Thus, further research is recommended to collect data longitudinally, which will make the findings stronger.

Theoretically, this study extends previous research by outlining a set of organizational elements that tend to influence KS behavior and their impact on IWB in the SMEs context.

Managers and owners of SMEs need to create a CC because the creation of a family or CC will more easily foster a culture of sharing knowledge within the organization, which will ultimately increase IWB.

This study emphasizes that it is not only internal factors within employees that can foster IWB but there are external factors that play an important role in increasing IWB, such as CC, PSS, trust and KS. And to the best of the authors’ knowledge, this is the first study to include all the constructs in one model and the context of SMEs.

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How to unleash innovative work behavior of SMEs workers through clan culture? “Testing the mediating role of knowledge sharing”10.1108/ICT-03-2023-0016Industrial and Commercial Training2023-12-18© 2023 Emerald Publishing LimitedAdriana Madya MarampaRaden Lestari GarnasihEka PariyantiIndustrial and Commercial Training5612023-12-1810.1108/ICT-03-2023-0016https://www.emerald.com/insight/content/doi/10.1108/ICT-03-2023-0016/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The impact of job burnout on job satisfaction and intention to change occupation among accountants: the mediating role of psychological well-beinghttps://www.emerald.com/insight/content/doi/10.1108/ICT-06-2023-0040/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to investigate the impact of job burnout on job satisfaction and the intention to change occupation within the accounting profession. It also examines the mediating role of psychological well-being. A descriptive research design was used in this study. Survey data were physically collected from 230 accounting employees in the private sector. Structural equation modeling was used to test the theoretical model. The results showed that job burnout significantly affects psychological well-being and that psychological well-being significantly mediates the relationship between job burnout and job satisfaction, as well as between job burnout and the intention to change occupation. This study has significant implications for accounting organizations, suggesting the adoption of strategies to promote psychological well-being. These initiatives have the potential to enhance job satisfaction and reduce accountants’ intention to change their profession. This study contributes to the existing literature by highlighting the mediating role of psychological well-being in linking job burnout with job satisfaction and the intention to change occupation among accounting professionals.The impact of job burnout on job satisfaction and intention to change occupation among accountants: the mediating role of psychological well-being
Kujtim Hameli, Lum Çollaku, Lekë Ukaj
Industrial and Commercial Training, Vol. 56, No. 1, pp.24-40

This study aims to investigate the impact of job burnout on job satisfaction and the intention to change occupation within the accounting profession. It also examines the mediating role of psychological well-being.

A descriptive research design was used in this study. Survey data were physically collected from 230 accounting employees in the private sector. Structural equation modeling was used to test the theoretical model.

The results showed that job burnout significantly affects psychological well-being and that psychological well-being significantly mediates the relationship between job burnout and job satisfaction, as well as between job burnout and the intention to change occupation.

This study has significant implications for accounting organizations, suggesting the adoption of strategies to promote psychological well-being. These initiatives have the potential to enhance job satisfaction and reduce accountants’ intention to change their profession.

This study contributes to the existing literature by highlighting the mediating role of psychological well-being in linking job burnout with job satisfaction and the intention to change occupation among accounting professionals.

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The impact of job burnout on job satisfaction and intention to change occupation among accountants: the mediating role of psychological well-being10.1108/ICT-06-2023-0040Industrial and Commercial Training2024-01-25© 2024 Emerald Publishing LimitedKujtim HameliLum ÇollakuLekë UkajIndustrial and Commercial Training5612024-01-2510.1108/ICT-06-2023-0040https://www.emerald.com/insight/content/doi/10.1108/ICT-06-2023-0040/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Faculty engagement, quality of work-life, organizational commitment and spiritual leadership – examining the mediation and moderation effectshttps://www.emerald.com/insight/content/doi/10.1108/ICT-03-2023-0018/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestBased on positive organizational scholarship, this study aims to examine the role of faculty engagement in mediating the relationship between quality of work-life (QWL) and organizational commitment. The paper also analyses how spiritual leadership moderates the relationship between QWL and faculty engagement. The data was collected through structured questionnaires from undergraduate and postgraduate teachers working in various business schools across major cities in India. The sample was selected through the snowball sampling technique. The sample size was 486, and analysis was done through the structural equation modelling approach using the bootstrapping method. Findings indicate that faculty engagement mediates the relationship between QWL and organizational commitment among teachers. Furthermore, results show that educational institutions that practice spiritual leadership support higher positive psychological and emotional states of engagement. The paper provides an integrated model of engagement, commitment and QWL through a study of mediation and moderation effects and adds value to the psychology and workplace spirituality literature. There is the future scope for further generalizations of the model in different geographical contexts to analyse the influence of other leadership styles. Furthermore, it would help educational institutions to design QWL strategies for engaging teachers psychologically, emotionally and cognitively by accelerating employees’ positive emotions and behaviours. Finally, the paper shows implications for developing the QWL strategies to create a committed and engaged workforce through spiritual leadership. The paper contributes to the academic literature by investigating interrelationships among variables from a positive organizational scholarship perspective. The paper would help practitioners to comprehend the importance of spiritual leadership in educational institutions.Faculty engagement, quality of work-life, organizational commitment and spiritual leadership – examining the mediation and moderation effects
Asha Binu Raj, A.K. Subramani, N. Akbar Jan
Industrial and Commercial Training, Vol. 56, No. 1, pp.41-52

Based on positive organizational scholarship, this study aims to examine the role of faculty engagement in mediating the relationship between quality of work-life (QWL) and organizational commitment. The paper also analyses how spiritual leadership moderates the relationship between QWL and faculty engagement.

The data was collected through structured questionnaires from undergraduate and postgraduate teachers working in various business schools across major cities in India. The sample was selected through the snowball sampling technique. The sample size was 486, and analysis was done through the structural equation modelling approach using the bootstrapping method.

Findings indicate that faculty engagement mediates the relationship between QWL and organizational commitment among teachers. Furthermore, results show that educational institutions that practice spiritual leadership support higher positive psychological and emotional states of engagement.

The paper provides an integrated model of engagement, commitment and QWL through a study of mediation and moderation effects and adds value to the psychology and workplace spirituality literature. There is the future scope for further generalizations of the model in different geographical contexts to analyse the influence of other leadership styles.

Furthermore, it would help educational institutions to design QWL strategies for engaging teachers psychologically, emotionally and cognitively by accelerating employees’ positive emotions and behaviours. Finally, the paper shows implications for developing the QWL strategies to create a committed and engaged workforce through spiritual leadership.

The paper contributes to the academic literature by investigating interrelationships among variables from a positive organizational scholarship perspective. The paper would help practitioners to comprehend the importance of spiritual leadership in educational institutions.

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Faculty engagement, quality of work-life, organizational commitment and spiritual leadership – examining the mediation and moderation effects10.1108/ICT-03-2023-0018Industrial and Commercial Training2024-01-29© 2024 Emerald Publishing LimitedAsha Binu RajA.K. SubramaniN. Akbar JanIndustrial and Commercial Training5612024-01-2910.1108/ICT-03-2023-0018https://www.emerald.com/insight/content/doi/10.1108/ICT-03-2023-0018/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
The impacts of a high commitment work system on well-being: the mediating role of organization support and employee work-life balancehttps://www.emerald.com/insight/content/doi/10.1108/ICT-11-2022-0084/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to examine the effect of a high commitment work system (HCWS) on employee well-being and the mediating role of organizational support and work–life balance. Using structural equation modeling (SEM) for analysis, a quantitative approach was adopted to collect data from the 235 employees from the public sector in the United Arab Emirates (UAE). Results show that HCWSs have a significant influence on organizational support and employee work–life balance. Therefore, there is a significant positive effect on employee well-being. The consequence of HCWS on well-being is not mediated by organizational support. Organization and work–life balance do not support the idea of reducing the negative effects of high-commitment work systems on well-being. There is a significant influence of work–life balance on employee behaviors to have well-being. Managers can devise a strategy to involve the employees to join participating in decision-making. The research advances knowledge of how HCWS improves employee well-being and emphasizes the significance of organizational support in the environment of public organizations. Organizations are expecting to develop new strategies that help employees engage with their environment and increase their confidence. In this perspective, the present study has identified a crucial key factor of HCWS affecting of organization support and employee work–life balance, which can help propelling employees well-being. The research expands the knowledge of the organizational and cultural elements that influence employee behavior and performance in this setting by evaluating the effects of HCWS on employee well-being in the UAE.The impacts of a high commitment work system on well-being: the mediating role of organization support and employee work-life balance
Badreya Alzadjali, Syed Zamberi Ahmad
Industrial and Commercial Training, Vol. 56, No. 1, pp.53-77

This study aims to examine the effect of a high commitment work system (HCWS) on employee well-being and the mediating role of organizational support and work–life balance.

Using structural equation modeling (SEM) for analysis, a quantitative approach was adopted to collect data from the 235 employees from the public sector in the United Arab Emirates (UAE).

Results show that HCWSs have a significant influence on organizational support and employee work–life balance. Therefore, there is a significant positive effect on employee well-being. The consequence of HCWS on well-being is not mediated by organizational support. Organization and work–life balance do not support the idea of reducing the negative effects of high-commitment work systems on well-being. There is a significant influence of work–life balance on employee behaviors to have well-being.

Managers can devise a strategy to involve the employees to join participating in decision-making. The research advances knowledge of how HCWS improves employee well-being and emphasizes the significance of organizational support in the environment of public organizations. Organizations are expecting to develop new strategies that help employees engage with their environment and increase their confidence. In this perspective, the present study has identified a crucial key factor of HCWS affecting of organization support and employee work–life balance, which can help propelling employees well-being. The research expands the knowledge of the organizational and cultural elements that influence employee behavior and performance in this setting by evaluating the effects of HCWS on employee well-being in the UAE.

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The impacts of a high commitment work system on well-being: the mediating role of organization support and employee work-life balance10.1108/ICT-11-2022-0084Industrial and Commercial Training2024-02-15© 2024 Emerald Publishing LimitedBadreya AlzadjaliSyed Zamberi AhmadIndustrial and Commercial Training5612024-02-1510.1108/ICT-11-2022-0084https://www.emerald.com/insight/content/doi/10.1108/ICT-11-2022-0084/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Bridging the skills gap divide in manufacturing: perspectives from industry leadershttps://www.emerald.com/insight/content/doi/10.1108/ICT-10-2023-0075/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study is to investigate manufacturing industry leaders’ perspectives on the prevailing skills gap in the current Illinois workforce. The insights gained hold significant importance for the emerging generation of workers, helping them discern the essential proficiencies and plan their educational and career paths in response. Guided by Becker’s (1962) human capital theory (HCT) framework, a qualitative study was conducted to identify the skills gap and explore the perspectives of manufacturing industry leaders. Fourteen industry leaders participated in this study, representing various occupational industries. The findings underscore the prominence of the skills gap as perceived by manufacturing industry leaders, with notable aspects including limited durable skills and difficulty transitioning from content-based knowledge to practical skills. The findings of this study can offer insights to researchers, scholars and practitioners in the field of human resource development, as well as to leaders in the manufacturing industry who aim to address the skills gap. Furthermore, this research can inform policy decisions and assist higher education institutions in preparing students for careers in the industry.Bridging the skills gap divide in manufacturing: perspectives from industry leaders
Ahmed Al-Asfour, Yuening Zhao
Industrial and Commercial Training, Vol. 56, No. 1, pp.78-90

The purpose of this study is to investigate manufacturing industry leaders’ perspectives on the prevailing skills gap in the current Illinois workforce. The insights gained hold significant importance for the emerging generation of workers, helping them discern the essential proficiencies and plan their educational and career paths in response.

Guided by Becker’s (1962) human capital theory (HCT) framework, a qualitative study was conducted to identify the skills gap and explore the perspectives of manufacturing industry leaders. Fourteen industry leaders participated in this study, representing various occupational industries.

The findings underscore the prominence of the skills gap as perceived by manufacturing industry leaders, with notable aspects including limited durable skills and difficulty transitioning from content-based knowledge to practical skills.

The findings of this study can offer insights to researchers, scholars and practitioners in the field of human resource development, as well as to leaders in the manufacturing industry who aim to address the skills gap. Furthermore, this research can inform policy decisions and assist higher education institutions in preparing students for careers in the industry.

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Bridging the skills gap divide in manufacturing: perspectives from industry leaders10.1108/ICT-10-2023-0075Industrial and Commercial Training2024-02-09© 2024 Emerald Publishing LimitedAhmed Al-AsfourYuening ZhaoIndustrial and Commercial Training5612024-02-0910.1108/ICT-10-2023-0075https://www.emerald.com/insight/content/doi/10.1108/ICT-10-2023-0075/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited