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Drawing on the adapted unified theory of acceptance and use of technology (UTAUT2) framework in the bottom of pyramid (BoP) context, this paper examines the number of causal recipes that foster m-health adoption in a developing country (Bangladesh). This paper aims to propose an extended UTAUT2 model along with identifying the necessary and sufficient factors affecting the m-health adoption intention in the BoP market.

The research model was empirically tested, combining two approaches: structural equation modelling (SEM) and fuzzy-set qualitative comparative analysis (fsQCA). Data were collected from 221 housemaids and female security guards who earn around US$6 per day.

The SEM results revealed that while performance expectancy (PE), effort expectancy (EE), social influence (SI), facilitating conditions, perceived cost (PC) and technology anxiety (TA) significantly influence the behavioural intention of BoP markets, hedonic motivation is the non-significant predictor. The fsQCA revealed that the two necessary conditions, PC and SI, can be combined with TA to increase the possibility of the success of m-health adoption in the BoP market.

For practitioners concerned with fostering the m-health adoption intention in BoP markets, the present study, which points out equifinality, recommends integrating the PC and SI in several combinations with PE, EE and TA.

To the best of the authors’ knowledge, no previous studies using the UTAUT2 theory examined the m-health services in the BoP market. This study contributes empirical data to the predominantly theoretical literature by offering a deeper understanding of the inclusion of TA and PC in several combinations with other UTUAT2 factors as predictors for explaining the m-health adoption intention of BoP markets.

In the past, a plethora of studies has investigated the organizational and individual outcomes of high-performance work systems (HPWS). However, less is known about the mechanism through which HPWS impacts employees’ behavior, particularly intrapreneurial behavior (IB). Drawing on the social exchange theory, this study aims to fill this gap by investigating the mediation effect of perceived organizational support (POS) on HPWS-IB linkages.

Data were collected with the help of structured questionnaires from employees working in service industries such as banking and insurance.

HPWS was conceptualized as a higher-order measurement model that includes four lower-order dimensions, namely, information sharing, decision-making participation, job security, training and development. Partial least squares structural equation modeling technique was used to test the hypothesized relationships. Results showed a positive and significant effect of HPWS on IB. Moreover, POS significantly mediated the HPWS-IB link.

Despite an increasing number of studies on the role of human resource management (HRM) practices in enhancing innovation and creativity, there has not been enough research on how HPWS affects IB at the individual level in the presence of POS. Thus, this research is the first of its kind to investigate the mediating role of POS in HPWS-IB linkages in the Malaysian context.

Religion is a system of beliefs that plays a vital role in an individual's personal and work life. Surprisingly, management researchers have not studied this area in a meaningful way. To address this gap in the existing literature, the purpose of this study is to investigate the impact of religiosity on intrapreneurial behaviors of employees.

A quantitative methodology was adopted in this study. A total of 306 responses are collected through a structured questionnaire.

Results showed a positive association between religiosity and intrapreneurial behaviors of employees and a significant mediating effect of perceived organizational support on religiosity-IB linkages

The study presents several implications for researchers and practitioners.

An “IT mindset” significantly influences public sector information technology (IT) adoption in least developed countries (LDCs). The purpose of this paper is to explore the IT mindset concept and its relationship with IT knowledge and intention to explore IT in the workplace.

The research used a mixed-methods approach in two phases. Qualitative work was conducted to formulate the conceptual framework and hypotheses, followed by a survey of 228 public sector officials in Bangladesh to test the hypotheses.

The study showed that an IT mindset can be conceptualised as comprising personal innovativeness with IT and IT beliefs. The IT mindset was significantly related to intention to explore IT use in the workplace and its components were influenced by an individual’s IT skills and IT awareness.

Future research could further explore the IT mindset concept and its antecedents and consequences in LDCs, where it is often related to successful IT adoption, and also in public and private organisations elsewhere.

The study furthers understanding of barriers to IT adoption in LDCs’ public sectors. Building IT knowledge through IT skills and awareness is required to orient mindsets to IT adoption.

Improved efficiency, productivity and transparency in the public sector through IT use have flow-on societal and economic benefits. The paper provides insights into greater facilitation of e-government and IT in the public sector.

The study is theoretically significant because the IT mindset concept has lacked in-depth study and requires clarification of its nature and role.

The purpose of this paper is to test social exchange in the presence of perception about organizational support theory.

Data have been collected through a questionnaire survey at a primary level and were analyzed primarily by smartPLS.

Results show that all relationships among study variables are highly responsive to the perception about organizational support. Nonmonetary rewards create reciprocity of employee performance (EP), but their magnitudes get affected where practioners need to pay specific attention on employee perception about organizational discretionary arrangements.

The sample size for this study was taken only 10 percent from the top ten banking organizations and these organizations were selected from three big cities only including two provincial capitals. Purposive/judgmental sampling technique is being used for the data collection purpose. As moving out from these cities earning opportunities, langue and behaviors are different; so, the results cannot be generalized to the entire country and other industries.

All managers who are intended and assigned for the increase in overall firms’ performances can achieve their targets and goals by focusing on decision-making participation (DMP) through job satisfaction. Further to this, in order to increase the strength of exchange relationship where firms can introduce DMP to increase employees’ performance, perception about organizational support (if it is to be focused) to its workers well-being can yield and induce employees to perform more.

This study ensures researchers not to forget to check the impact of perceived organizational support during a discussion on social exchange and more specifically nonmonetary part of the exchange. This study suggests the way to increase employee outcomes is by focusing on the employee perception about the organizational care about them and involving them in DMP which does not involve any monetary benefits and ultimately managers and organizations can concentrate on these points to have the overall increase in EP, while keeping themselves in limited or available budgets/resources.

The dynamic business environment of all industries is forcing organizations to restructure their organizational philosophy and strategies to gain and maintain competitive advantage. To grapple with this rapidly changing environment, organizations are required to be more intrapreneurial in their operations. However, very few studies have been conducted on knowing the antecedent of intrapreneurship in organizations; thus the purpose of this paper is to fill this gap. This study strived to investigate the association among styles of leadership and intrapreneurial behavior (IB) of employees in the presence of psychological empowerment (PE) as mediator in higher educational institutes in Pakistan.

A deductive approach of logic was taken to formulate and test the hypotheses. A structured questionnaire was developed and sent to 350 Academic staff of Universities in Pakistan, out of which 280 responses were collected. A structured equation modeling technique was utilized to analyze the hypotheses.

Findings revealed a positive impact of transformational leadership (TL) and authentic leadership on IB, while a negative association between transactional leadership and IB was found. Contrary to these results, no significant association was observed between IB and passive- avoidant leadership. In addition, mediation analysis was run using the bootstrapping function of SmartPLS. Results showed that the association among TL, authentic leadership and IB were mediated by PE; however, the association of transactional leadership, passive-avoidant leadership and IB was not mediated by empowerment.

This study contributed to the knowledge domain of leadership as well as intrapreneurship. The study may help practitioners and academicians understand organizational factors such as leadership behavior, which might foster IB.

Ownership structure deals with internal corporate governance mechanism, which plays important role in minimizing conflict of interests between shareholders and management Ownership structure is an important mechanism that influences the value of firm, financing and dividend decisions. This paper aims to examine the impact of the ownership structures, i.e. managerial ownership, institutional ownership on financing and dividend policy.

The authors use panel data of manufacturing firms from both developed and developing countries, and the generalized method of moments (GMM) is applied to analyze the results. The authors collect the data from DataStream for the period of 2010 to 2019.

The authors find that managerial ownership and ownership concentration have significant and positive effects on debt financing, but they have significant and negative effects on dividend policy. Institutional ownership shows a positive impact on financing decisions and dividend policy for sample firms.

This study fills the gap by proving the policy implications for both firms and investors, as managers prefer debt financing, but at the same time try to ignore dividend payment. Therefore, investors may not invest in firms with a higher proportion of managerial ownership and may choose to invest more in institutional ownership, which lowers the agency cost.

The authors examine the impact of credit, liquidity and operational risks on the financial performance of commercial banks of South Asia.

Data are extracted from DataStream of 76 commercial banks of four countries, i.e. Pakistan, India, Bangladesh and Sri Lanka for the period 2009–2018. The generalized method of moments (GMM) is used to analyze the results.

All three risks are significantly associated with financial performance. The authors find that Z-score positively affects the bank performance, whereas the nonperforming loans (NPLs) ratio has a negative impact on financial performance of bank. Liquidity risk analyses show the current and loan-to-deposit (LTD) ratios positively and negatively, respectively, affect financial performance. While operational risk positively affects financial performance. The authors further present the significant effects of joint occurrence of credit and liquidity risks on financial performance.

For managing credit risk, banking management should ensure the policies for granting loans and timely reimbursement of the loan installments from customers. Bank managers should regularly monitor the liquidity position by maintaining the necessary levels of loans and deposits. Management should retain a healthy capital charge to meet operational risks.

Credit, liquidity and operational risks are considered the most important categories of risk which are faced by financial institutions. To the best of the authors’ knowledge, this is the first study which investigates the impact of these risks on banks’ financial performance in selected South Asian countries. The results of this study have relevance and probable generalizability about the impact of risks on the performance of banks in emerging markets.

This study examines the influence of access to finance and social capital on the improvement of the corporate performance of non-listed firms of Southeast Asian countries. Furthermore, this paper also explores the mediating role of firms' access to finance between the association of social capital and the improvement of corporate performance.

This study utilizes the Bank Business Environment and Enterprise Performance Survey from 2015 to 2017. Specifically, the survey was administered by the World Bank. Data were analyzed using structural modeling in Smart-PLS.

The findings show that firms' access to finance and social capital significantly influences the improvement of corporate performance. Additionally, the study’s analysis further reports the mediating role of firms' access to finance between the association of social capital and the improvement of corporate performance.

This study has implications for governments, regulators and policymakers for enhancing access to finance and social capital, and improving corporate performance.

This paper establishes the importance of firms' access to finance and social capital for improving firms' overall performance in the broader context of Southeast Asia.

This study aims to explore the moderating role of cynicism about change in the positive relationship between authentic leadership and employee commitment to change.

This study used an exploratory research design with deductive approach to invite responses of doctors, nurses and para medical staff of public sector district hospitals, set to be privatized, on structured close-ended questionnaires. Data gathered from four hospitals chosen because they were undergoing restructuring that facilitated the testing of our propositions were analyzed through structural equation modeling using AMOS. A total of 271 usable responses (response rate of 65 per cent) were analyzed. Interaction and simple slope tests were applied to test moderating effects.

Results indicate that authentic leadership is positively related to commitment to change. Cynicism about change moderated this positive relationship such that a high level of authentic leadership has a stronger impact on commitment to change when cynicism is low rather than when cynicism is high.

Results show that in Pakistani hospitals undergoing restructuring, leaders who use authentic leadership will have followers who are more committed to enacting the planned changes, but this effect is magnified if followers are not cynical about the change. Thus, regulators of public sector hospitals may benefit from this study by developing authenticity in hospital leaders to mitigate cynicism about and enhance their commitment to change.

This study is the first which has explored relationships among cynicism about change, authentic leadership and commitment to change in a privatization context of Pakistan. Findings should be tested in other cultural contexts to determine generalizability.