Search results

Patriotism is often described as the “love of country” that individuals display in the acclamation of their national community. Despite the prominence of this sentiment in various societies around the world, organizational research on patriotism is largely absent. This omission is surprising because entrepreneurs, human resource (HR) divisions, and firms frequently embrace both patriotism and patriotic organizational practices. These procedures include (among other interventions) national symbol embracing, HR practices targeted toward military members and first responders, the adulation of patriots and celebration of patriotic events, and patriotic-oriented corporate social responsibility (CSR). Here, the authors argue that research on HR management and organization studies will likely be further enhanced with a deeper understanding of the national obligation that can spur employee productivity and loyalty. In an attempt to jumpstart the collective understanding of this phenomenon, the authors explore the antecedents of patriotic organizational practices, namely, the effects of founder orientation, employee dispersion, and firm strategy. It is suggested that HR practices such as these lead to a patriotic organizational image, which in turn impacts investor, customer, and employee responses. Notably, the effect of a patriotic organizational image on firm-related outcomes is largely contingent on how it fits with the patriotic views of other stakeholders, such as investors, customers, and employees. After outlining this model, the authors then present a thought experiment of how this model may appear in action. The authors then discuss ways the field can move forward in studying patriotism in HR management and organizational contexts by outlining several future directions that span multiple levels (i.e., micro and macro). Taken together, in this chapter, the authors introduce a conversation of something quite prevalent and largely unheeded – the patriotic organization.

Leadership research has traditionally focused on formal leadership; however, leaders may emerge in informal settings in self-managed teams, and little is known about who emergent leaders are and what their characteristics are. This study investigates emergent leaders' behaviors, roles, skills, and leadership style, drawing on a multi-method approach.

We first identify emergent leaders using social network analysis and aggregation approaches. Second, we investigate emergent leaders' characteristics using interviews with forty agile team members in five organizations.

Results indicate different roles of emergent leaders (i.e. coach, liaisons), leadership styles (i.e. supportive), skills (i.e. culturally intelligent, strategist), and influencing factors (i.e. personality, technical knowledge, social circle).

We contribute by identifying emergent leaders through multiple identification methods (i.e. network analysis, aggregation), and then through identifying their various characteristics, we contribute to leadership literature as well as idiosyncrasy-credit theory. We also add to agile-leadership theory, showing that multiple informal leaders may emerge within agile teams. Finally, our findings have practical implications for self-managed teams, informal group settings, organizational change professionals, and organizations with horizontal structures.

Competitiveness is an important personality trait that has been studied in various disciplines and has been shown to predict critical work outcomes at the individual level. Despite this, the role of competitiveness in groups and teams has received scant attention amongst organizational researchers. Aiming to promote future research on the role of competitiveness as both an adaptive and maladaptive trait – particularly in the context of work – the authors review competitiveness and its effects on individual and team stress and Well-Being, giving special attention to the processes of cohesion and conflict and situational moderators. The authors illustrate a dynamic multilevel model of individual and team difference factors, competitive processes, and individual and team outcomes to highlight competitiveness as a consequential occupational stressor. Furthermore, the authors discuss the feedback loops that inform the different factors, highlight important avenues for future research, and offer practical solutions for managers to reduce unhealthy competition.

The study aims to critically evaluate the Kochi Water Metro as a model for sustainable urban transportation and extract valuable lessons for policymakers and cities seeking similar initiatives. The study employs a qualitative data-driven approach, utilising a longitudinal case study design, open-ended interview questions, direct observations and qualitative content analysis. The Kochi Water Metro has emerged as a transformative urban mobility initiative, enhancing connectivity while simultaneously reducing congestion on roads. The project's sustainable practices have minimised its carbon footprint, contributing to environmental sustainability. Economic benefits have accrued through increased tourism, employment opportunities and improved local livelihoods. The project's adaptability to local conditions and changing needs further underscores its sustainability. Limited data from the project's early years necessitate further longitudinal analysis. The focus on benefits may overlook potential challenges, warranting broader investigation. Reliance on qualitative data may restrict generalisability. The Kochi Water Metro serves as a beacon for sustainable and equitable transportation solutions. It serves as a blueprint for policymakers, providing practical lessons in project implementation, especially its integration with existing modes enhances overall urban mobility. Policymakers should consider replicating elements such as electric boats and integrated networks, while emphasising environmental sustainability, accessibility and community engagement. The comprehensive evaluation provides valuable insights into the project's tangible impacts and replicable elements. The innovative approach blends sustainable practices, operational resilience and community engagement, serving as a model for cities seeking sustainable, equitable and efficient transportation solutions.

This study aims to assess the use of the Internet of Things (IoT) in retail stores to improve supply chain visibility and integration.

This study employed a qualitative methodology with data collected using semi-structured interviews from a sample selected using purposive sampling. The population consists of 48 employees, of which 6 were selected for the sample as they worked directly with IoT and supply chain issues. Participants were from a SPAR franchise store (Samenwerken Profiteren Allen Regalmatig).

Thematic analysis was used to analyse the transcribed data from the interviews. The themes identified include supply chain visibility, supply chain integration and IoT. The findings indicate that the main IoT used is an organisational-wide system, the SIGMA (SPAR Integrated Goods Management Application) system. Other technologies that aid supply chain visibility and integration are geotags, the internet, WhatsApp social media applications, emails and scanners.

From the findings, this study recommends that IoT systems should be frequently updated to reflect current trends and that IoT systems should enable the integration of small and medium Enterprises (SMEs) suppliers.

The Fourth Industrial Revolution has ushered in new technologies that revolutionise business operations. Among these technologies is the IoT, which has ushered in a new connectivity area. However, there is little research on the use of IoT for supply chain visibility and integration in the South African retail sector. It provides sector-specific insights and recommendations for retailers, which might not be covered in general supply chain management literature.

We examined who is more likely to use flexible work arrangements (FWAs) to alleviate work-family conflict (WFC) and under what conditions the use of FWAs actually reduces WFC.

We tested the model using survey data collected at two time points from 217 employees.

Proactive employees are more likely to use flextime to alleviate WFC (b = −0.03; 95% biased-corrected CI: [−0.12, −0.01]) and this mediation relationship is not moderated by their level of low work-to-nonwork boundary permeability. In addition, only when proactive employees have a low work-to-nonwork boundary permeability does their use of flexplace alleviate WFC (b = −0.07, 95% bias-corrected CI: [−0.1613, −0.0093]).

We expand our understanding of who is more likely to utilize FWAs by identifying that employees with proactive personality are more likely to use flextime and flexplace. We also advance our understanding regarding the conditions whereby FWA use helps employees reduce WFC by identifying the moderating role of work-to-nonwork boundary permeability on the relationships between both flextime and flexplace use on WFC.

The purpose of this study is to investigate and compare the dynamic leverage policies of Islamic and conventional banks within selected Organization of Islamic Cooperation (OIC) countries. The study specifically focuses on the concepts of leverage procyclicality and prospect theory.

To achieve the research objectives, the study uses data from three distinct periods: Crisis I (2007–2009), Crisis II (2011–2012) and Crisis III (2020). The analysis uses dynamic panel-data regression, using the generalized method of moments (GMM) technique.

The research findings indicate that both Islamic and conventional banks demonstrate leverage procyclicality. Interestingly, Islamic banks exhibit weaker leverage procyclicality during normal conditions but display stronger procyclicality during crises compared to their conventional counterparts. The application of prospect theory reveals that both bank types exhibit risk-taking or risk-averse behavior through leverage under certain financial and market performance measures as the first-level domain of the gain-vs-loss condition. Furthermore, during crises (as the second-level domain of the normal-vs-crisis condition), both Islamic and conventional banks experience heightened leverage. Notably, Islamic banks, owing to their lower risk exposure and greater shock resilience, demonstrate lesser risk-taking behavior through leverage than conventional banks, both during periods of underperformance and worsening conditions amid crises. These findings validate the extension of prospect theory's applicability in a two-level domain perspective. The dynamic nature of leverage policy, being procyclical and adhering to prospect theory, also varies following different crises specifically.

The study's limitations include the unequal crisis periods (Crises I, II and III), leading to an imbalanced examination of their effects, certain financial and market performance metrics that fail to corroborate the expected hypotheses and the limited generalizability of findings beyond the selected OIC countries.

Understanding the intricate dynamics and behavioral aspects of leverage policy for both Islamic and conventional banks, particularly during crisis scenarios, proves crucial for reviewing banking regulations, making informed financial decisions and managing risks effectively.

This study enriches the current knowledge by presenting two key points. First, it highlights the dynamic nature of leverage procyclicality in Islamic banks, showing a change from weaker procyclicality in normal conditions to stronger procyclicality during crises compared to conventional banks. Second, it expands the application of prospect theory by introducing a dual-level domain context. Examining the comparative leverage policies of Islamic and conventional banks during different crises within OIC countries provides novel insights into leverage procyclicality and behavioral responses.