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The paper aims to gain an insight into behavioural characteristics of Islamic banks and how they influence the risk‐taking decisions of Islamic banks in financial markets within the prospect theory context.

The study employs review and application of prospect theory in Islamic banking industry across the globe, making use of 99 Islamic banks across 14 countries.

Empirical evidence shows that Islamic banks located above target risk level tend to show risk‐adverse behaviour, while banks below target risk level inclined towards risk‐seeking attitude. Results also highlighted that banks which have higher loans to total asset ratio tend to take on lower risk.

Islamic bank regulators will be better prepared to monitor the Islamic banking system if they understand risk‐taking behaviour of Islamic bank managers. The findings will provide more effective bank regulatory oversight, thus preventing Islamic bank failures in future.

Since there are relatively few studies conducted in risk‐taking behaviour of Islamic banks, specifically global Islamic banking, this study will broaden the scope of the literature by providing novel empirical evidence on risk‐taking practice of Islamic banks worldwide.

There are two objectives in this study. First, testing the relationship between person-organization fit (P-O fit) and person-job fit (P-J fit) on turnover intentions. Second, examining the moderating role of kinship on the relationship between P-O fit and P-J fit on turnover intentions.

This research was conducted at private universities in Lampung with a total of 282 respondents. The analytical method used to test the research hypothesis was moderated regression analysis (MRA)

There are five proposed hypotheses, and all of them are supported. The findings of this study reveal that P-O fit and P-J fit are predictors that are negatively related to turnover intentions. Furthermore, kinship moderates the relationship between P-O fit and P-J fit on turnover intentions.

This study adds to the literature on turnover intentions in universities and underscores some important advances and contributions in developing a human resource management theory related to social capital. Based on the findings of this study, organizations are expected to pay more attention to P-O fit, P-J fit and kinship to reduce the level of turnover intentions. Employers are expected to choose people who match the organization's values and work and create interpersonal relationships between them to reduce turnover intentions, which mean the findings extend the theory of attraction-selection-attrition (ASA), social exchange and social capital. These findings provide theoretical and pragmatic insights for human resource management practitioners and relevant stakeholders.

Practically, the concepts of P-O fit and P-J fit are important to be considered by the leadership because creating a suitable environment for employees will trigger positive behaviors. Leaders must find the right people for the environment and the right environment for the employees. Furthermore, this study has implications for a relational approach to overcoming turnover intentions in the workplace. The relational approach is in the form of kinship. Organizations that encourage opportunities for social interaction among members can reduce employee turnover and tend to create positive social capital.

In social practice, kinship connects people in an organization. The existence of kinship in an organization helps academicians get relational and emotional support from coworkers and superiors so that they will feel a family relationship that may not be found in other organizations, which eventually reduces turnover intentions.

The originality of this study lies in investigating the moderating role of kinship on the relationship between P-O fit and turnover intentions. Kinship in this study is different from research in general. “Kinship” here is based on a kinship perspective because of the peculiarities of Asian culture, especially in Indonesia, namely kinship without blood relations and marriage.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

International Engineering, Procurement and Construction (IEPC) projects deliver complex and critical infrastructure and construction projects. However, these projects face multiple challenges, especially in foreign construction markets, to the main contractors. The purpose of this article is to develop a tool for effective implementation of project management services for these international projects through upskilling and incorporate local expertise. Accordingly, the employment of a Native Project Management Consultant (NPMC) by the main contractor is proposed and investigated.

A three-stage research method was employed for triangulation of knowledge. Initially, a comprehensive literature review was carried out to examine the theoretical foundations of the study. The concepts were further explored through a survey and expert interviews. The study was performed in Iran as the host nation of multiple IEPC projects.

It was found that NPMC involvement has a significant contribution to the success of nearly all project management areas in IEPC projects. However, quality, schedule and budget management were the top-ranked areas. The study combines the results of previous studies with the interviews and questionnaire to create a tool designed to capture strategy actions and detailed activities designed to build capabilities in IEPC teams through the involvement of NPMCs.

A practical tool is developed which aims to enhance NPMC integration into IEPC projects. The tool is in-line with the project management concept of work-breakdown structure; which is understandable by project stakeholders.

The employment of NPMCs, and their potential role in IEPC projects has not been formally investigated and guidelines for such collaborations do not exist. The current study provides a platform for regulating such facilitators and enhancing project success.

The study aims to shed light on the concepts most addressed in scientific research, which blockchain topics are of most interest, how relevant are these tools for academia, and how relevant are they?

The authors have developed a bibliometric study of scientific publications on blockchain made since 2016. For the analysis, the VOSViewer software version 1.6.19 has been used, which allows a statistical analysis of scientific publications on the subject.

The study manifest the relevance of Initial Coin Offering, growth of research interest in this field and the relevance of blockchain technology in the development of entrepreneurial projects.

This study provides a complete and updated picture of the scientific research on blockchain for the subsequent transfer of knowledge to the business world.

The purpose of this paper is to synthesize the fragmented literature on organizational citizenship behavior (OCB), leader–member exchange (LMX), learning, innovative work behavior (IWB) and employee performance across different countries, disciplines and organizations, thereby broadening the literature breath and making gap identification comprehensive. Second, it provides information on how much studies have been concentrated on Africa with the goal of provoking scholarly work in a unique cultural setting on the interrelatedness of these concepts.

Relevant literature search was undertaken using key search terms, “employee performance,” “OCB,” “LMX,” “IWB,” “individual learning” and “team learning.”

The findings show positive relationships between the behaviors and employee performance. They also reveal an interesting diversity in the study across multidisciplinary fields holding both cultural and contextual significance for academia and practitioners.

The limitation of literature to peer-reviewed journals from the authors’ university library might have missed important information not in this domain. Further studies must make use of additional search terms and engines excluded from this study to provide a more comprehensive analysis.

The paper has important managerial implications for practitioners. The analysis can support the understanding of employee performance from a broader and more diverse view points; and help in providing insight into real-life opportunities, constraints and solutions in enhancing performance management.

This systematic literature review highlights important knowledge gaps which need to be explored especially in the African and Ghanaian contexts.