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Leadership for learning emerged as an integrated leadership framework; however, attempts to establish an empirical measurement model have been limited. Critically, not much is known about how much teachers' beliefs (e.g. self-efficacy) can mediate leadership for learning impact on teacher behaviors. This study establishes a leadership for learning measurement model and examines whether teacher self-efficacy mediates the effect of leadership for learning tasks on teacher collaboration, instructional quality, intention to leave current schools and their confidence in equitable teaching practice.

Drawing on the most recent 2018 Teaching and Learning International Survey (TALIS), the study employed a structural equation modeling mediation approach.

Results suggested that teacher self-efficacy statistically significantly mediated 16 out of 20 of the relationships between leadership for learning task domains and teacher outcomes. Especially, in explaining the variance in instructional quality and teacher confidence in implementing equitable teaching practices, considerable proportions of the predictive power of leadership for learning tasks were accounted for (i.e. mediated) by teacher self-efficacy.

School-wide efforts to craft the school vision for learning must be coupled with enhancing teacher self-efficacy. Critically, leadership efforts may fall short of implementing equitable teaching practice and quality instruction without addressing teacher confidence in their ability in instruction, classroom management and student engagement.

This study is the first of its kind to evidence teacher self-efficacy mediates leadership for learning practice impact on teacher behaviors.

The main goal of the article is to determine the mediating role of HRM outcomes in the relationships between staffing the organization and company performance results and to establish whether there are any identifiable regularity in this scope in the pre-pandemic and pandemic period in the HQs and foreign subsidiaries of MNCs.

The empirical research included 200 MNCs headquartered in Central Europe. To capture the actual relations between the variables under study the raw data in the variables were adjusted with the efficiency index (EI). The Partial Least Squares Structural Equation Modeling (PLS-SEM) was used to verify the research hypotheses and assess the mediating effects.

The research findings show that, with the exception of the HQs in the pandemic period, when staffing had a negative effect on the company performance results in quality, in other cases it had a positive effect on results in HRM, finance, innovativeness and quality, both in the pre-pandemic and pandemic period, although this effect was not always statistically significant. Furthermore, the company's performance results in HRM mediate positively the relationships between staffing and the other three categories of company performance results, regardless of the organizational level (HQs' or subsidiaries') and time period under consideration. Additionally, during the pandemic, the company's performance results in HRM mediate the relationships between staffing and the other company's performance results stronger than in the pre-pandemic time.

In addition to confirming the results of some other studies, the article also provides new knowledge. It determines the mediating role of HRM outcomes in the relationship between staffing and company performance results in finance, innovativeness and quality. Moreover, it identifies certain regularities in the four studied contexts, which is a novelty in this type of research. It also uses an innovative approach to including employee KPIs as the efficiency index in analyzing the relationships between the variables under study.

The UAE has set an ambitious target to become one of the most sustainable countries in the world. In addition, the country's infrastructure is playing a pivotal role in terms of electric vehicle (EV) usability with regard to its roads, power generation capacity, availability of charging stations and the drive towards customer adoption. The readiness for EVs in the UAE is assessed in this study as part of its development towards its sustainable target. This research aims to study EV readiness among the UAE car users from a sustainability perspective.

The proposed methodology follows with a comprehensive literature review to identify the various drivers of EV readiness and their contribution to sustainability. A list of hypotheses was developed based on the identified drivers to EV readiness. A questionnaire survey was designed to validate the hypothesis, and data were collected from consumers in the UAE. In total, 140 complete responses were received across different consumers and the results were studied using partial least square based structural equation modeling (PLS-SEM) method.

An initial framework for EV readiness was developed, and analyses of the variables that are driving the relationships was done. The analysis confirmed that quality of service, power quality and infrastructure are positively linked to EV readiness in the UAE. However, the role of blockchain as a moderator to enhance the relationship between power quality, infrastructure and sustainability is not significant, indicating blockchain adoption in the UAE is still nascent in nature. However, its adoption has some potential to save energy.

The research is limited to the UAE region in terms of sample collection and respondents' profile. Further, research on EV readiness seemed to be early at present and therefore this research on EV readiness and its associated variables could set future research directions.

Logistics industry and automotive industries will benefit from the outcomes of the study especially while operating in the UAE. Also, the research recommends EV makers to understand the relationship between quality of service, power quality, infrastructure, EV readiness and sustainability in order to move towards a more sustainable transportation future.

Smart device use for work during family time is a growing issue of concern and is likely exacerbated by the COVID-19 pandemic. The authors test a broad range of well-being outcomes (job anxiety, job depression and insomnia) to extend the literature. Work–family conflict was included as a mediator with age as a moderator.

The study uses representative data from 422 New Zealand employees across a wide range of occupations, sectors, and industries from late 2020. Confirmatory factor analysis (CFA) of the data was used and moderated mediation analysis was conducted.

Overall, hypotheses were supported, with mWork positively influencing work–family and family–work conflict, and all well-being outcomes. Work–family and family–work conflict acted as mediators and age interacted with mWork leading to more conflict for older workers. Finally, moderated mediation effects were supported with age acting as a boundary condition, whereby the indirect effect of mWork on well-being outcomes increases as age increases.

The findings highlight the danger of using mobile devices to work in family time and highlight the additional risks for older workers.

The mWork literature has a limited focus on well-being outcomes, and the New Zealand data provides insights from a largely underrepresented population in the literature. Further, the use of age as a moderator of mWork towards well-being outcomes provides further originality.

The purpose of this paper is to advance our understanding of international crisis mediation by introducing and examining the nested insider-partial mediator (NIPM) concept, a nuanced perspective on IPM behavior. This study challenges the traditional view of effective mediators as external, unbiased entities by delving into the behavior and contribution of mediators who are deeply embedded in the conflict environment, such as South Korea’s unique position in navigating the US–DPRK crisis in 2017–2018. By analyzing South Korea’s dual role as mediator and negotiator and its employment of both nondirective and directive mediation strategies, the paper demonstrates the potential effectiveness of NIPMs in managing complex biases and contributing to de-escalation in intense crisis scenarios.

This paper uses a focused single-case study approach to analyze South Korea’s role as an NIPM. Using a process-tracing methodology, it examines how contextual factors such as relationships, interests and inherent biases influenced South Korea’s mediation strategies in this complex geopolitical scenario. Empirical evidence was retrieved from public sources, including official statements and press interviews, providing an empirical foundation for understanding NIPM behavior. This approach facilitates a detailed study of South Korea’s unique mediation role within the intricate dynamics of the Korean Peninsula conflict.

The study’s findings illustrate the pivotal role NIPMs can play in complex international conflicts, underlining the significant potential of NIPMs in crisis prevention. The findings highlight South Korea’s adept navigation through intricate geopolitical dynamics, leveraging its unique insider position and established relationships with both the USA and North Korea. This behavior was instrumental in mitigating a potentially explosive situation, steering the crisis toward negotiation and de-escalation. The research underscores the effectiveness of the NIPM framework in understanding the nuanced behavior of mediators who are deeply integrated into multi-level conflicts, influenced by their connections, interests and inherent biases.

This research not only broadens the theoretical framework of insider-partial mediation by introducing the concept of NIPM, but also has practical implications for policymakers and practitioners in leveraging regional mediation strategies for international crisis mitigation. The study underscores the importance of mediators’ deep-rooted connections, biases and vested interests in influencing their mediation tactics, thus offering a comprehensive understanding of the multifaceted nature of international mediation in complex geopolitical conflicts.

The purpose of this paper is to examine whether employee outcomes of employee performance and job satisfaction mediate and enhance the effect of e-HRM usage on organizational performance.

Data were collected through a survey involving 35 organizations using e-HRM systems. A partially mixed sequential dominant status explanatory design was used for the study. A stratified convenience sampling technique was used for the quantitative phase of the study. A purposive sampling technique was employed for the qualitative phase. A structural equation modelling technique with the use of the process macro approach was used to analyse collected data.

There is a positive relationship between e-HRM usage and employee outcomes. Employee performance and job satisfaction mediate the effect of e-HRM usage on organizational performance. Employee performance and job satisfaction are contextual variables that characterize effective e-HRM configurations.

Organizations should invest in employee outcomes in order to maximize the potential of e-HRM. The e-HRM configurations characterized by a multiplicity of dimensions are more likely to add to organizational value creation. The deployment of e-HRM systems should be preceded by high levels of employee performance and job satisfaction, for organizational success.

The study contributes to a growing body of knowledge on dimensions, which characterize effective e-HRM configurations, yielding organizational success. Employee performance and job satisfaction should be added to the characteristics of effective e-HRM configurations.

The present research aims to empirically test the “Barriers to abusive supervision model” to find how employee-related (core self-evaluations) and situational factors (perceived job dependency) make an employee trapped in the spiral of supervisory abuse. In addition, the work–family spillover lens is used to explain how employees' retaliation is targeted at their families in response to abuse from their bosses.

The current study has employed a three-wave longitudinal moderated mediation design and analysed data from 265 employees working in the hospitality industry of Pakistan.

The results of this study have shown that low core-self evaluations put employees in a spiral of supervisory abuse and they instil aggression towards their families. This association is further strengthened when employees are dependent on their job.

This study is one of the first to use the “Barriers to Abusive supervision” model to answer who and in which conditions tend to trap in the spiral of abuse and integrate the work-to-family interface model for elaborating the outcomes to the family domain.

This study aimed to develop an in-depth understanding of the outcomes of servant leadership at the team and organizational levels. It reviews the relationship between servant leadership and its team- and organizational-level outcomes, and examines the mediation and moderation effect of the relationship. It further identifies the mechanism by which servant leadership is beneficial to the organization.

A systematic literature review is conducted, focused on 52 articles published between 2012 and 2022. Content analysis and descriptive analysis were used to respond to the research questions.

A new conceptual model was developed to better understand the outcomes, mediators and moderators of servant leadership at team and organization level.

Future research should further explore outcomes of servant leadership at team and organizational levels and test how mediators affect the relationship between servant leadership and associated outcomes.

This study provides a framework for leaders on how servant leadership contributes to teams and organizations, and how a leader applies servant leadership.

This systematic review presents a new model that builds on existing research into servant leadership and its impact on team and organizational levels completed in the past decade. To date, there have been no reviews of servant leadership that focus only on outcomes at the team and organizational levels using a widely recognized database.

The purpose of this study is to propose a research model based on the stimulus-organism-response (S-O-R) model to explore whether gamification and personalization as environmental stimuli to learners’ learning engagement (LE) can affect their learning persistence (LP) in massive open online courses (MOOCs) and, in turn, their learning outcomes in MOOCs.

Sample data for this study were collected from learners who had experience in taking gamified MOOCs provided by the MOOCs platform launched by a well-known university in Taiwan, and 331 usable questionnaires were analyzed using structural equation modeling.

This study demonstrated that learners’ perceived gamification and personalization in MOOCs positively influenced their cognitive LE and emotional LE elicited by MOOCs, which jointly explained their LP in MOOCs and, in turn, enhanced their learning outcomes. The results support all proposed hypotheses and the research model, respectively, explaining 82.3% and 65.1% of the variance in learners’ LP in MOOCs and learning outcomes.

This study uses the S-O-R model as a theoretical base to construct learners’ learning outcomes in MOOCs as a series of the psychological process, which is influenced by gamification and personalization. Noteworthily, while the S-O-R model has been extensively used in prior studies, there is a dearth of evidence on the antecedents of learners’ learning outcomes in the context of MOOCs, which is very scarce in the S-O-R view. Hence, this study enriches the research for MOOCs adoption and learning outcomes into an invaluable context.

Relying on the principles of the social exchange theory, the current study is aimed at investigating the impact of team-member exchange relationships (TMX) among school management team (SMT) members on school outcomes (organizational citizenship behavior [OCB], job satisfaction and innovation) via the mediating role of leader-member exchange (LMX) relationships between principals and SMTs.

Data were collected from multiple sources in 86 elementary and junior high schools to avoid one-source bias: 86 principals, 357 SMT members and 683 schoolteachers who were not members of the management teams.

The results revealed a positive relationship between TMX and teachers' job satisfaction and OCB, but no significant link between TMX and innovation. LMX partially mediated the relationship between TMX and OCB and between TMX and teachers' job satisfaction. Full mediation was found in TMX-innovation relationship.

The findings carry a message for school principals and policymakers regarding the importance of developing and maintaining high-quality horizontal and vertical exchange relationships among the SMT members for their positive influence on school outcomes.

To the best of the authors' knowledge, this is the first study to examine the link between TMX and LMX as a team phenomenon, and specifically in the educational setting. The finding that there is a positive link between the two constructs may imply that SMTs contribute to school success not only directly by exhibiting high-quality TMX but also indirectly through the high-quality LMX.