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Drawing on the social cognition theory, the purpose of this research is to explore how selected individual and organizational determinants, namely individual academic output (AO) and previous commercialization experience, organizational scientific reputation and entrepreneurial support policies (ESPs) influence their broadly-defined academic entrepreneurial intentions, involving spin-off intention (SOI), patenting and licensing intention (PLI), contract research and consulting intention (CCI) through theory of planned behaviour (TPB) modelling.

The current research constructs the framework by combining reciprocal determinism in the social cognition theory with TPB. To testify the hypotheses, partial least squares structural equational modelling (PLS–SEM) technique with 272 observations from Chinese universities was utilized.

The findings show that academic-related determinants, namely individual AO and organizational reputation (OR), are more likely to influence academic scientists' SOI through TPB modelling, while entrepreneurial-related determinants in terms of individual previous commercialization experience (PCE) and ESPs in higher education organizations are more influential for promoting behavioural intention to all kinds of academic entrepreneurship activities through TPB modelling. The more formal academic entrepreneurship involvement (engaging in creating spin-offs) is better explained through TPB modelling, especially the continuous mediating effects of subjective norms and entrepreneurial attitude and perceived behavioural control are more effective on spin-off activities. In addition, subjective norms are more influential in mediating relationships between individual or organizational antecedents and academic entrepreneurial intentions in the Chinese context.

Combining the social cognition theory and TPB, this study first investigated how individual intentions to engage in broadly-defined academic entrepreneurial activities are promoted through TPB modelling. The results, relating to the divergence of different determinants shaping different academic entrepreneurial intentions through various paths in TPB modelling, will provide insight into university managers and policymakers to improve academic entrepreneurship engagement in the Chinese context.

This paper aims to identify the role of organizational and individual factors in predicting the research performance of academics when job crafting is a mediator variable and organizational culture is a moderating variable.

This study was conducted by collecting responses from academics at five Malaysian research-based universities. The sample size was 273. Standard questionnaires were used to collect the data. The data were analyzed using partial least squares structural equation modeling.

The most significant predictors of research performance were organizational culture, individual effort and professional development, whereby job crafting was most optimally predicted by work engagement and transformational leadership. While organizational culture moderated the relationship between transformational leadership and research performance, the mediating role of job crafting was insignificant between work engagement and research performance.

The findings have important implications for human resource development practitioners (HRD) in terms of improving overall academic research performance. Practical interventions are suggested to assist academics in enhancing their performance. This study highlights how academic performance can be managed more effectively.

The findings extend the HRD literature in higher education and offer a framework that enhances the understanding of the organizational and individual factors that influence academics' research performance within a specific context of research universities in a non-Western context.

Despite widespread acknowledgement that work‐family conflict and career success are salient issues that impact individual wellbeing and organizational effectiveness, there is little research that studies how the two concepts are related. The purpose of this paper is to develop and present a tentative framework for understanding the relationships among antecedents of interrole conflict between work and family and career success.

Drawing on existing theoretical and empirical evidence the paper develops and presents a conceptual framework of the relationships between domain‐specific variables, work‐family conflict, and career success. The paper also presents propositions based on the relationships suggested by the framework.

The framework suggests that individual‐specific variables will be more likely to predict family‐to‐work conflict and perceived career success, while work‐specific variables will be more likely to predict work‐to‐family conflict and perceived career success. It also suggests that such domain‐specific variables influence both work‐family conflict and career success.

Future research should examine empirically the linkages suggested by this framework, along with other domain‐specific and, perhaps, cultural‐specific variables that may explain or predict dimensions of organizational cultures that are most relevant to the types of work‐family conflict and to indicators of career success. The paper suggests that employees and employers would be well advised to identify appropriate strategies for balancing work and non‐work domains in such a way that employees strive to perform work and family roles successfully, and employers ensure that employees have the necessary “infrastucture” and tailored‐made family supportive programs to encourage them to achieve dual‐success: success in family relationships and success in careers.

This paper makes a valuable contribution to both the work‐family conflict and career success literatures by being one of the first to examine the effects of domain‐specific characteristics on the relationships between these important organizational concepts and by revealing that managing work‐family conflict and career decision making is relevant for employees, employers, and career consultants.

In light of the dramatic social transformations occurring in the nature of family and worker demands, nearly all employees today need to make decisions on how to manage work and family roles. Drawing on role theory, we provide a summary framework for understanding individual, family, and organizational influences on the self‐management of work and family roles. Work‐family role synthesis is defined as the strategies an individual uses to manage the enactment of work and caregiving roles. It involves decision‐making choices governing boundary management and role embracement of multiple roles. We present hypotheses and a research agenda for examining antecedents and consequences of employee strategies for managing work and family roles.

The purpose of this paper is to apply social exchange theory to predict the effects of procedural and interpersonal justice on turnover intentions. Specifically, it is predicted that organizational commitment mediates the effects of procedural justice on turnover intentions and that supervisory commitment mediates the effect of interpersonal justice on turnover intentions.

Surveys were administered to 212 call center employees to measure the effects of procedural justice, interpersonal justice, organizational commitment, supervisory commitment and turnover intentions. Mediation effects were tested using Baron and Kenny's methodology.

Support was found for a partial mediation effect of organizational commitment on the effect of procedural justice on turnover intentions; and for a full mediation effect of supervisory commitment on the effect of interpersonal justice on turnover intentions.

Reduction of turnover is a major problem for the call center industry, as considerable resources are spent training new employees. This research suggests that turnover intentions can be reduced by addressing problems with organizational procedures and with the treatment of employees by supervisors.

The findings of this study replicate the mediation effects of organizational commitment on the effect of procedural justice on turnover intentions in call centers. In addition, this is the first study of its kind to show the mediation effects of supervisory commitment on the effect of interpersonal justice on turnover intentions.

This research offered a systematic and comprehensive literature review in analysing current studies on employee ecological behaviour (EEB) strategies and settings to determine various emphasised workplace ecological behaviour areas and contribute a precise mapping for future research.

This systematic literature review method involved 106 peer-reviewed articles published in reputable academic journals (between 2000 and the first quarter of 2021). This study was confined to a review of empirical papers derived from digital databases encompassing the terms ‘Employee green behaviour’, ‘Green behaviour at workplace’, ‘Employee ecological behaviour’, ‘Employee Pro-environmental behaviour’ and ‘Pro-environmental behaviour at workplace’ in the titles.

This study identified relevant journal articles (classified as EEB at work) from the current body of knowledge. Notably, much emphasis was identified on EEB over the past two decades. Overall, most studies employing quantitative approaches in both developed and emerging nations. Notably, ecological behaviour application garnered the most significant attention from scholars among the four focus areas in the literature review: (i) EEB concepts, models, or reviews, (ii) EEB application, (iii) EEB determinants and (iv) EEB outcomes.

Significant literature gaps indicate this field to be a relatively novel phenomenon. Thus, rigorous research on the topic proves necessary to develop a holistic understanding of the subject area.

This study expands the current body of knowledge by providing the first comprehensive systematic review on EEB themes, methods, applications, determinants, contextual focus, outcomes and recommending future research agenda.

This study explores the role of expatriate satisfaction in organizational performance. It also posits that international transfer of knowledge and corporate learning are determinants in the overall satisfaction of expatriate managers. Moreover, as organizations gain international experience, their expatriate managers contribute to the global learning of the firm. This corporate learning provides the tools (e.g. foreign market experience and know‐how) for future expatriate managers and increases the likelihood of positive overseas experiences. Results from 132 expatriates of Fortune 500 firms indicate that satisfaction is significantly related to the performance of the organization as a whole and, further, that this relationship will vary depending on the international orientation of the organization.

This paper aims to examine the impact of demographic, technology, individual and organizational factors on perceived productivity of Egyptian teleworkers.

Data from 199 usable questionnaires are collected and analyzed by means of factor analysis and stepwise linear regression analysis.

The results highlight the crucial role of individual and organizational factors in influencing the perceived productivity of Egyptian teleworkers. In addition to the emergence of job security as a key determinant of perceived teleworking productivity, the role of satisfaction, commitment, work flexibility and management support is also emphasized. Surprisingly, the impact of demographic, attitudes and technological factors are barely observable.

The paper has important implications for managers and practitioners to boost teleworking productivity. Managers must ensure teleworkers' job security, work flexibility, and satisfaction. Also, addressing the efficient use of IT combined with user training should be based on clear understanding of teleworkers' need, knowledge and skills.

The paper is one of the first studies that examine determinants of perceived teleworking productivity. Also, the paper highlights teleworking productivity in an Arab world context, which is barely examined in teleworking research.

Sudden crises, known as environmental jolts, can cripple unprepared organizations. In recent years, financial jolts have led many organizations, particularly government organizations, to respond by furloughing employees. Furloughs can engender various responses in employees that can lead to negative work outcomes for both the employees and the organization. Previous research shows that the implementation of strategic human resource management (SHRM) practices, such as commitment-based systems, can mitigate the negative effects of environmental jolts. Utilizing the knowledge-based view and affective events theory, we propose a multilevel model where SHRM practices moderate employee affective responses to furloughs, which, in turn, drive subsequent employee behavioral outcomes.

Blockchain possesses the potential to disrupt and reshape a plethora of industries in the next decade. However, blockchain adoption rates in technology developed countries, such as Ireland, are relatively low. Motivated by blockchain’s potential to transform sociotechnical systems, the lack of systematic inquiry pertaining to blockchain studies from an information system perspective, the authors propose the following research question: “How do organizational factors influence blockchain adoption in organizations based in a developed country?” Specifically, the purpose of this paper is to elucidate the impact of organizational factors on the adoption of blockchain and the adoption of blockchain in companies based in Ireland.

A comprehensive literature review was conducted, and the methods of qualitative content analysis were used to identify the most important technology–organization–environment (TOE) blockchain adoption factors. Organizational factors are often viewed as the most significant determinants of IT innovation adoption in organizations. Consequently, using a multiple-case study of 20 companies based in Ireland, the authors investigate how the top three organizational factors identified from the blockchain literature affected these companies decision to adopt or not adopt blockchain.

The literature review on blockchain adoption identified specific technological, organizational and environmental factors. Furthermore, the case study findings identified three patterns: top management support and organizational readiness are enablers for blockchain adoption, and large companies are more likely to adopt blockchain than small to medium-sized enterprises (SMEs). The authors explain these patterns by examining the nature of blockchain and the characteristics of Ireland as a developed country. Practical and scientific contributions are also presented.

This study makes several important scientific contributions. First, the findings revealed that top management support and organizational readiness are significant enablers of blockchain adoption. Ireland is recognized as a technology developed country; however, the findings in relation to top management support contradict existing IT adoption literature pertaining to developed countries. Second, previous IT innovation adoption literature suggests that organizations size has a positive influence on a company’s IT innovation adoption process. This study demonstrates that large organizations are more likely to not only adopt blockchain but are also more likely to conduct increased levels of blockchain research and development activities. Finally, and most significantly, the authors identified several patterns, which relate specifically to Ireland as a developed country that influenced the findings. These findings could hold particular relevance to governments and organizations of other developed countries in terms of accelerating blockchain adoption.

The findings about the low level of blockchain awareness and the lack of information pertaining to viable business use cases indicate that the Irish government could play a more significant role in promoting the benefits of blockchain technologies. Further, the findings could also encourage IT providers to formulate enhanced strategies aimed at disseminating information pertaining to blockchain technologies. Second, the positive influence of top management support and organizational readiness, particularly about core competencies, on blockchain adoption suggests that equipping managers with the requisite knowledge and skills will be crucial in adopting these IT innovations. Finally, organizations who adopted blockchain used cloud-based blockchain platforms and tools to overcome the constraints of their initial low levels of organizational readiness.

This is one of the first studies to identify specific TOE blockchain adoption factors. Further, the authors examine how the three most identified organizational adoption factors impact organizations decisions to adopt blockchain. Finally, the authors discuss how the resulting three patterns identified by examining the nature of blockchain and the characteristics of Ireland as a technology developed country.