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The purpose of this paper is to introduce strategy as a factor that explains when franchisors – through the franchisees they select – seek to replicate routines exactly versus allow local adaptation of routines.

Combined archival and survey data from 248 US and Canadian franchisors actively seeking franchisees were used to test hypotheses via structural equation modeling. The robustness of results was comprehensively explored.

As hypothesized, results suggest that franchisors pursuing plural form strategies select franchisees with traits that foster replication, such as prior managerial experience and the desire to become multi-outlet franchisees. Those franchisors pursuing turnkey strategies seek franchisees who exhibit a willingness to experiment and adapt. In contrast to expectations, plural form franchisors were more likely to seek franchisees with local market knowledge.

Strategy influences whether franchisors select franchisees who will replicate versus adapt organizational routines. The authors introduce strategy as a factor affecting the extent to which routines are replicated exactly versus adapted locally. For franchising research, they challenge prior theory by explaining why franchisors invest in franchisee selection rather than waiting for the best franchisees to self-select into franchising.

Abusive supervision research has clearly demonstrated its many negative effects. The present study uses social learning theory to shed light on mechanisms that could potentially alter the negative effect of abusive supervision.

Using a sample of 162 full-time employees, we identify and test two potential variables that we believe may moderate, or soften, the trickle-down negative effects of abusive supervision.

Results demonstrates that coworker support moderates the positive relationship between abusive supervision and coworker incivility such that this relationship is weaker when coworker support is high. In addition, we found that work engagement moderates the positive relationship between coworker incivility and turnover intentions such that this relationship is weaker when engagement is high. Next, we found that coworker incivility mediates the positive relationship between abusive supervision and turnover intentions and that this indirect effect is moderated by both coworker support and work engagement.

We combined three theoretical explanations, social learning theory, contagion effect and the trickle-down perspective, to theoretically argue not only how (through coworker incivility) but when (when coworker support and work engagement are low) abusive supervision impacts turnover intentions. In addition, we extended the research on work engagement by positioning it as a boundary condition. We found that when individuals are engaged in their work, the environment in which they work matters less (because the work matters more).

This paper aims to explore the competitiveness of the sharing economy in emerging markets from the perspective of actual and potential consumers.

It is not surprising that most sharing economy businesses may not follow traditional competitiveness approaches. Consequently, their entry strategies and competitiveness methods might face modern, unique and unexpected challenges vis-à-vis securing sufficient consumer willingness to purchase goods and services.

A novel theoretical research model is developed which posits that people’s willingness to use the sharing economy is negatively related to liabilities of newness and positively related to consumer innovativeness and interpersonal trust. The relationship between cost and willingness to use is likely to vary on a case-by-case basis depending on the nature and extent of substitutes available or, in other words, the novelty or lack thereof embedded in the particular good or service. Other potential determinants are also best viewed as case-specific such as ethical/sustainability concerns, which vary as a function of target consumers’ preferences for ameliorating social and environmental externalities.

Sharing economy businesses have expanded to numerous countries around the world. There is growing evidence to suggest that this diffusion will most likely be maintained. The competitiveness of these businesses in emerging markets may depend on several variables but there is a dearth of literature in this domain which this paper seeks to address while concomitantly highlighting important avenues for future research.

The purpose of this paper is to understand the factors influencing leadership development (LD). It responds to the following question: what are the factors influencing the phenomenon of LD in the Syrian context.

A qualitative research method has been adopted, using face-to-face interviews with leaders in middle and top management.

The findings revealed that there are two types of factor influencing LD: determinant factors to LD and influencing factors on the application of LD.

Research data has been conducted in an unstable environment because of what is called the Arab Spring, so data were collected only from for-profit sector companies that presented more flexibility for participation than state and non-profit sector organisations.

The paper explored two different types of factors influencing LD: factors influencing the application of LD, and factors determining LD. This helps designers of LD programmes and companies operating in Syrian context to differentiate between these two factors.

The study offers data and interpretation on factors influencing LD in a specific context on which foundation further studies in the Middle Eastern context can be developed.

Construction management is enriched in many ways by direct and indirect support of lean construction concept. The objectives of this study are to assess the current level of awareness about lean construction practice, to identify the potential benefits and challenges to implement lean construction in the Bangladeshi construction industry and to prioritize them.

A comprehensive literature review has been done to design a questionnaire for the survey. The final questionnaire has been designed with 27 lean tools, 41 challenges, and seven benefits of implementing lean principles in the construction industry. A total of 164 valid responses have been collected from Bangladeshi construction practitioners involved in different types of construction organizations. The result has been analyzed by Relative Important Index (RII).

The findings revealed 41 challenges to implement lean construction with seven benefits in the Bangladeshi construction industry. The result shows that an appreciable number of respondent familiar with the techniques of lean construction but they don't practice. The findings have also pointed out that the lean construction approach adds a positive impact especially on quality, safety, cost, productivity, and environmental level. The top-ranked challenges to implementing lean construction are: lack of awareness and skill, poor management, traditional culture and attitude of employees, inadequate resources and equipment and nonuse of modern techniques and technologies.

This study reveals real scenario of lean construction in Bangladesh. It contributes to the body of knowledge, as it uncovers for the first time the awareness level, benefits and challenges to implement lean construction with reference to the social, economic and cultural context of Bangladesh. Exploring the findings, the study could help the stakeholders, construction firms, academician, researchers and government to focus their effort and resources on the significantly appropriate issues. Again, the study may be beneficial to developing countries especially in South Asia which share the same socio-economic status with Bangladesh.

The purpose of this paper is to study the effect of two positive organizational factors: the perceived supervisor support (PSS) and the self-efficacy (SE) on nurses' burnout (BO), which concurrently affect the turnover intention (TI) and the mediating role of BO in this relationship.

A cross-sectional survey-based study of a sample of 552 Lebanese registered nurses from 19 Lebanese hospitals was conducted.

The authors’ findings confirm that PSS and SE both reduce the level of BO and the turnover intention significantly. The higher the perceived supervisors' support and the nurses' SE, the less they experience BO. BO has partially mediated the relationship of the PSS and SE on TI. This study reveals that supervisors' support is well perceived by Lebanese nurses, whose s is relatively high, while their levels of BO are considered moderate. However, BO levels vary proportionally with demographic variables, namely age, work experience, gender, marital status and education.

This study provides new evidence on the relationship between PSS, SE and BO and turnover intention of Lebanese nurses. It is unique in studying the role of nurses' SE with regard to BO and TI and improving the quality of nurses' work life. It shows the significance of the supervisors' role in supporting the psychological state of nurses. The context of the study, Lebanon, is also novel as it differs from advanced economies institutionally, culturally and in legal frameworks that govern the employee–supervisor relationships.

The purpose of this paper is to investigate the extent to which the influence of professional commitment on intention to leave a profession is contingent on the combined effect of job search and sportsmanship.

The research is based on a sample of professional employees (N = 327). Moderated moderation was the approach used for testing the hypotheses.

Findings showed that the moderating effect of job search on the relationship between professional commitment and intention to leave a profession is higher at a low level of sportsmanship and lower when sportsmanship is high.

The research indicates that job search does not necessarily constitute a sign of acceleration of intention to leave one’s profession. In the case of professionals expressing a high level of sportsmanship, job search appears more like a precaution.

The purpose of this study is to identify and rank the enablers that promote female empowerment in the health-care sector in the United Arab Emirates (UAE).

This study uses the analytic hierarchy process (AHP) to rank the enablers that promote female empowerment in the health-care sector. The AHP model was developed with 7 criteria and 28 sub-criteria based on previous literature. Data were collected through interviews of 24 female Emirati medical professionals. The respondents were selected from UAE-based public and private health-care units. The data collected were interpreted, and a priority vector was assigned to each criterion and sub-criterion.

It is observed that organizational human resource policies, organizational culture and institutional factors take top priority under the main enablers, and training and development, ethical environment and institutional and legal systems were determined to be the three most important sub-enablers that promote female empowerment in the UAE health-care sector.

The major limitation of this study is that it is conducted only in the UAE. Similar studies should be carried out in other GCC (Gulf Cooperation Council) countries due to the governmental and cultural homogeneity. The study will help policymakers and health-care organizations in the GCC to adopt the best approaches that transform work cultures and realize the potential of investing in female and their contribution to the national economy.

Female empowerment has been a challenging task for the mainstream literature of gender advancement. This study is the first of its kind to propose an AHP model that ranks the enablers that promote female empowerment in the UAE health-care sector.

This study aims to identify and explore experiences, perspectives, barriers and enablers to women’s career progression to management positions in the health-care sector and to assess women’s and men’s perceptions of the policies and practices of the health-care system concerning gender equality and nondiscrimination between women and men.

A cross-sectional survey was conducted among health-care professionals in ten selected hospitals, including physicians, registered nurses/midwives and pharmacists with or without managerial positions.

This study included a total of 2,082 female and 1,100 male health-care professionals. Overall, 70% of women and men reported that opportunities for advancement are based on knowledge and skills in their institution. However, 58.9% of women (p < 0.001) reported that women are more likely to face barriers to career advancement than men do in their workplace. Lack of women in general/line management and discrimination against women by supervisors at the point of promotion were the main barriers to women's career progression, as they were reported by two-thirds of women. The main barrier, as perceived by men (62.3%) was that women have family and domestic responsibilities.

To overcome barriers in women's career progression, there is a need to establish a career planning and capacity-building program for women in the health sector.

Jordanian female health-care professionals face different barriers that affect their career progression, including inequity and discrimination in the workplace, negative views about women’s abilities, lack of qualifications and training, hostile cultural beliefs and family responsibilities.