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Workplace mistreatment and aggression have become pressing issues in today’s multi-generational workplace. Yet, to date, the issue of investigating the impacts of passive and active types of mistreatment simultaneously on different generations has been widely neglected in the management literature. The purpose of this paper is to empirically explore the resultant effects of active (i.e. workplace tolerance to incivility) and passive (i.e. workplace ostracism) mistreatments on negative emotion and intention to sabotage, a generational perspective.

Data were garnered from bank employees in Nigeria (n=320) and analyzed with the aid of a structural equation modeling technique.

The data reveal that active and passive workplace mistreatments are relevant factors inflicting negative emotions and intention to sabotage, and negative emotions inflict the intention to sabotage. Furthermore, the impact of passive workplace mistreatment on negative emotion is higher among Generations X and Y cohorts, and its impact on the intention to sabotage is higher among Baby Boomers cohorts. The impact of active workplace mistreatment on negative emotion is higher among Generation Y and Baby Boomers cohorts, and its impact on the intention to sabotage is higher among Generations X and Y cohorts.

This paper advances our knowledge concerning the reactional response of employees to workplace mistreatment generation wise. Based on the study findings, theoretical and practical implications are identified and discussed.

Psychological capital (PsyCap) and future time perspective (FTP) are ambassadors of positivity among incumbent employees in organisations. However, remarkably little is known regarding the effectiveness of high-performance work systems (HPWS) in nurturing these constructs. The purpose of this study is to contribute and provide a complete frame of reference linking HPWS to PsyCap and FTP.

A synthesis analysis of existing literature was carried out to formulate managerial and practical propositions.

Drawing on the conservation of resources theory, affective events theory and Job Demands-Resources (JD-R) model, the present study proposes a research framework that links HPWS, FTP and PsyCap, with possible mediation effect of FTP in HPWS–PsyCap relationship and PsyCap in HPWS–FTP relationship.

Although this paper did not test the model empirically, it offers important practical implications in terms of PsyCap and FTP perception development through HPWS practices.

A set of propositions that explain the relationships between the study variables is presented to enrich the understanding with organisation’s HRM practices and its possible impact on employees.

Although there is general agreement that employee participation in decision-making (PDM) has individual and organizational benefits, an important question remains about the possibility that it may also have certain individual and organizational costs as well. This article presents an “episodic process model” that accounts for both the bright and possible dark sides of participation. The model explains how PDM might boost employee hope and self-efficacy, which in turn may lead to two distinct work outcomes–job satisfaction and behavior.

In order to test the model, data (n = 269) were collected from bank employees in two waves. A variance-based structural equation modeling (PLS-SEM) was utilized to analyze the data.

Results from variance-based structural equation modeling (PLS-SEM) show that employee PDM indeed exerts a positive impact on positive psychological resource capacities: hope, self-efficacy and job satisfaction. Hope, in turn, has a positive influence on job satisfaction and a negative influence on job-search behavior. Bias-corrected bootstrapping analysis demonstrated that the relationship between employee PDM and job satisfaction is mediated by hope.

Insights for practitioners in a developing economy and possible areas of future research are highlighted.

The purpose of this paper is to examine the influence of electronic referral (eReferral) marketing and electronic word-of-mouth (eWOM) on brand image and purchase intention, coupled with the moderating effect of gender in the relationship.

Structural equation modeling was applied to examine the interplay between the proposed variables, using a random sample of 308 respondents in Cyprus.

The empirical results suggest the following: eReferral does influence brand image, and the impact is significant with women only; eWOM influences brand image, and the impact is more significant with women than men; eWOM influences purchase intention, and the impact is the same for both genders; brand image influences purchase intention, and the impact is more significant with women than men.

Marketing managers can benefit from these competitive advantage tools. Brand image, awareness and sales volume can be increased by utilizing eWOM or eReferral, depending on the product and/or service functionality as well as gender.

While there is a substantial research stream on eWOM, to the best of the authors’ knowledge no research has differentiated eReferral from eWOM. This paper provides useful insights regarding the two concepts.

Academic success and failure are relevant lifelines for economic success in the knowledge-based economy. The purpose of this paper is to predict the propensity of students’ academic performance using early detection indicators (i.e. age, gender, high school exam scores, region, CGPA) to allow for timely and efficient remediation.

A machine learning approach was used to develop a model based on secondary data obtained from students’ information system in a Nigerian university.

Results revealed that age is not a predictor for academic success (high CGPA); female students are 1.2 times more likely to have high CGPA compared to their male counterparts; students with high JAMB scores are more likely to achieve academic success, high CGPA and vice versa; students from affluent and developed regions are more likely to achieve academic success, high CGPA and vice versa; and students in Years 3 and 4 are more likely to achieve academic success, high CGPA.

This predictive model serves as a classifier and useful strategy to mitigate failure, promote success and better manage resources in tertiary institutions.

The purpose of this paper is to identify and describe the drivers of lean approaches and successful management of wearable technology start-ups. The paper is a descriptive study that employed a case study methodology based on semi-structured interviews with ten start-ups’ managers in Wearable Technology 2017 conference. Participants were selected based on convenience sampling and the pre-set criteria. The current study contributes to this field through the main findings, which suggest that four stages need to be considered by starts-up for a successful market readiness, including the time of entry and overcoming market entry barriers, product attributes, product development process, and commercialization. Finally, findings were categorized in the form of an iterative learning loop model and also, practical strategies and methods were recommended for successfully going through each stage.

Flock leadership theory explores how different collective learning capacities emerge when interacting individuals work through challenges. While research has link other leadership styles with knowledge management systems (KMS), studies examining flock leadership and KMS are largely lacking. This paper aims to investigate the nexus between flock leadership, knowledge content quality, perceived usefulness of KMS, KMS use for sharing and KMS use for retrieval.

Using survey data (n = 442) from health-care establishments in Jordan, the authors apply structural equation modeling (SEM).

The results show the following: flock leadership influences knowledge content quality; knowledge content quality influences perceived usefulness of KMS; perceived usefulness of KMS influences KMS use for sharing and retrieval; and knowledge content quality and perceived usefulness of KMS mediates the link between flock leadership and KMS use for sharing and retrieval.

Existing research considered KMS through a narrow lens, without consideration of the social context (collective capacities) that surrounds knowledge workers. This study responds to call for research concerning the motion that says technical and adaptive capacity are the underlying norm that configures flock behaviors. Implications for research and practice are discussed.

Intelligent tutoring systems (ITS) are a supplemental educational tool that offers great benefits to students and teachers. The systems are designed to focus on an individual’s characteristics, needs and preferences in an effort to improve student outcomes. Despite the potential benefits of such systems, little work has been done to investigate the impact of ITS on users. To provide a more nuanced understanding of the effectiveness of ITS, the purpose of this paper is to explore the role of several ITS parameters (i.e. knowledge, system, service quality and task–technology fit (TTF)) in motivating, satisfying and helping students to improve their learning performance.

Data were obtained from students who used ITS, and a structural equation modeling was deployed to analyze the data.

Data analysis revealed that the quality of knowledge, system and service directly impacted satisfaction and improved TTF for ITS. It was found that TTF and student satisfaction with ITS did not generate higher learning performance. However, student satisfaction with ITS did improve learning motivation and resulted in superior learning performance. Data suggest this is due to students receiving constant and constructive feedback while simultaneously collaborating with their peers and teachers.

This study verifies that there was a need to assess the benefits of ITS. Based on the study’s findings, theoretical and practical implications are proposed.

There is growing interest in innovative online problem-solving models such as crowdsourcing to serve individuals, firms and the society as a whole. Crowdsourcing is the combination of efforts from various sets of individuals who are either volunteering or working part-time for socioeconomic production, basically in the cyber world. This hybrid work model is already in use by businesses and entrepreneurs; some of the platforms include Amazon mechanical Turk, 99designs, Hit RECORD and Design Crowd.

Much has been parleyed and published, and this is primarily because of the efficient socioeconomic potentials crowdsourcing offers.

This paper addressed the following three questions to help have a better understanding of crowdsourcing: who can perform crowdsourcing? why it is relevant to crowdsource in this present proliferated internet age and if there are going to be some changes in the future and the last but not the least what can be done to promote it in the society?

This paper discusses the three W’s and concludes with challenges facing the crowdsourcing work model.

As technology accelerates, the pace of innovation and product and process life cycles have significantly decreased. Firms seek to leverage their employees' efforts, particularly through knowledge-based HR practices and intellectual skills, to attain innovative performances. Despite extensive research, the scope and role of p-shaped skills have yet to be considered; this is an important oversight. Through the lens of a knowledge-based perspective, this study examines the association of knowledge-based HR practices, p-shaped skills and innovative performance.

This paper tested the hypotheses using data obtained from large and SMEs in Riyadh, Saudi. A partial least squares structural equation modeling (PLS-SEM) technique was applied to analyze the data.

The results of the PLS-SEM algorithm suggest that knowledge-based HR practices result in increased p-shaped skills, and p-shaped skills result in increased innovative performance. Accordingly, p-shaped skills mediate the association between knowledge-based HR practices and innovative performances.

This is among the first study to operationalize a p-shaped skills scale. The paper extends its functionality as a predictor for innovative performance and the outcome of knowledge-driven HR practices. This research offers valuable theoretical and practical implications.