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This study applies a decision support tool to prioritize the various drivers that influence employee suggestion schemes (ESSs) in both public and private organizations based in the Gulf Cooperation Council (GCC) countries for better organizational performance.

Using theories of organizational creativity, an analytic hierarchy process (AHP) model was developed with 5 criteria and 24 sub-criteria. Data were collected from executives (n = 48) from both public and private organizations in the GCC. Later, the data were interpreted with a priority vector assigned to each criterion and sub-criterion.

The results indicate that leaders/management support, individual traits and organization culture are the key drivers that influence employees' involvement in an ESS.

The study is limited to a small sample size, and data were collected only in three GCC countries. The study provides insights into ESS in the context of developing countries and is a relevant contribution to both theory and practice. The results will be of interest to businesses and academics for improving understanding on the various enablers of successful employee participation programme implementation and subsequent increase in organizational performance in the GCC.

The novelty of this study is that it resolves the lack of empirical research in the Middle East countries/GCC. The transition phase of knowledge-based economies highlights the significance of innovation and creativity through active employee participation to improve business results. The study attempts to prioritise both individual- and organizational-level drivers for promoting ESS by leveraging theories of creativity in alignment with the GCC National Innovation Agenda. This study can be generalized from the GCC context due to homogeneity in organizational governance and cultural aspects.

This study aims to identify and prioritize Green human resource management (GHRM) practices from the policymaker’s perspective in the United Arab Emirates (UAE)-based manufacturing and service sectors to facilitate sustainable environmental performance.

Drawing upon the ability–motivation–opportunity (AMO) and corporate environmentalism theory, this study uses the analytic hierarchy process (AHP), a multi-criteria decision-making model, to rank the most influential enablers of GHRM practices. Data were collected from 24 C-suite executives of UAE-based manufacturing and service units.

Top management orientation for Green, Green organizational culture and Green corporate strategic planning were the most critical enablers that promote GHRM practices in the UAE’s manufacturing and service firms. Past research has mostly overlooked the strategic variables and focused only on organizational level antecedents based on HR bundles of practices.

Data were collected only from UAE firms, hence limiting its generalizability. The study shall help organizations operating in emerging countries adopt the best GHRM practices toward Green goal agendas.

This research provides an AHP framework that can be used to conceptualize and prioritize GHRM practices, which aids in a firm’s Green decision-making and transition toward sustainable Green growth. This study furthers understanding of GHRM practices play out at the various levels-of-analysis within organizations to present a comprehensive paucity of integrative and multi-level studies over recent years. The study may be relevant for other organizations in other national contexts with similar governance homogeneity.

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.

The purpose of this study is identifying and ranking the various antecedents or enablers that will enhance performance through employee suggestion schemes (ESSs) in various sector-specific businesses based in the United Arab Emirates (UAE), an emerging Arab country.

This study employs the analytic hierarchy process (AHP) to prioritize the factors affecting ESS. The AHP model was developed with five criteria and 24 subcriteria based on the interactional theory of organizational creativity. Data were collected through interviews with 27 top-level managers and industry experts from nine government agencies, nine semigovernment agencies, and nine privately owned UAE-based businesses.

The findings show that leadership support and management style, individual attributes, and corporate strategy are the most important factors that influence performance through ESS.

The research model had limited dimensions and the findings cannot be generalized. To generalize the findings, the study should be carried out in other GCC countries because of homogeneity in the political, organizational, and sociocultural context. The outcome of the study provides both organizational and managerial implications for the better organizational performance through ESS.

Past studies on ESS have neglected the construct of individual characteristics of employees that generate novel ideas. This paper addresses the gap of sector-specific studies by considering that individual attributes of creative people as individuals are the heart of innovation, along with contextual factors that could help organizations to transform innovative engines through ESS. The originality of this research stems from a reliable and valid framework that can be subsequently used for driving performance through ESS. This study is a relevant contribution to both the academic literature and practical implications.

After studying this case, the students should be able to: explain the importance of employee engagement; illustrate the role of the participatory management style in an organizational context; discuss why managers may use engagement practices to operate effectively in businesses to lead change and innovation; identify the critical success factors, barriers and outcomes of employee involvement in driving high performance; and discuss the dilemma faced by the managers in the emerging economies while driving the momentum of excellence in the long run.

This is a real case about a leading health-care service company located in the Middle East. The health-care organization’s name is changed to NOVA for reasons of confidentiality. The NOVA is an independent, public joint stock company created to meet the curative needs of the public health-care system in Middle East. The company introduced the Employee Suggestion Scheme named Minara in 2011 in a Federal Government decree, introducing innovation as a major pillar of management in 2013 with intent to encourage organizations build innovative solutions and pioneer initiatives and apply it effectively in services, processes and programmes. Making the Minara programme work in line with the national health agenda, Ms. Fatima who headed the Excellence and Innovation Department took the initiative of accelerating the innovative Programme (Minara). The case data were collected based on both primary and secondary sources. Although the case is based on the real data, it has been ammonised. The case describes the transformation of the innovation process at NOVA through the employee engagement programme (Minara) in meeting the disruptive challenges. This case addresses the challenges faced by the Excellence and Innovation manager who used effective employee engagement practices through the Employee Suggestion Programme in a creative way to bring about innovation in the health-care sector. The case outlines the dilemma faced by the Excellence and Innovation manager in bringing about innovation through the Employee involvement programme in the emerging economic scenario. The case will focus on the analysis of the different aspects of the issues pertaining to employee engagement, employee motivation and the framing of empowerment strategies to bring about innovation and continuous improvement through an effective employee suggestion programme. The case is intended to give budding managers an insight into innovation and employee engagement practices that impact performance in the organization.

This case will be suitable to be used in Human Resource Management and Management of Change and Innovation course at undergraduate and Master’s level.

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Recent trends in total quality management (TQM) argue in favor of incorporating environmental concerns into TQM and considering external stakeholders. The aim of this study is to bring environmental consciousness in the soft TQM dimension of human resource management (HRM) and assess its interrelationship with stakeholder integration towards achieving a competitive advantage.

An empirical study was conducted in the transportation sector, specifically targeting managers in Greek shipping companies involved in global cargo transport and vessel operations. A structured questionnaire was administered, yielding 109 responses. The collected data were analyzed using partial least squares structural equation modeling.

The findings reveal the positive effect of both green HRM (GHRM) and stakeholder integration on the innovation differentiation advantage and market differentiation advantage of shipping companies. Results confirm the complementary (partial) mediating effect of GHRM in the relationship between stakeholder integration and both types of competitive advantage.

The primary limitation resides in data collection exclusively from shipping companies in Greece. A longitudinal approach would be beneficial for examining how the relationship between variables changes over time.

The findings of the study could assist shipping managers in their decisions to allocate resources for developing GHRM practices and for involving stakeholders in organizational practices to overcome competition.

This study contributes to the discourse on TQM by empirically investigating the combined impact of GHRM and stakeholder integration on competitive advantage – an aspect that has been relatively overlooked in existing literature.

The purpose of this study is to identify and assess the role of predictors to women’s economic empowerment (WEE). Moreover, the mediating role of digital banking usage (DBU) between financial literacy (FL) and WEE is empirically tested. The study also examines the moderation effect of educational level (EL) and employment sector (ES) on WEE.

Using a mixed-method approach, a comprehensive questionnaire was used to collect data of 482 women working in the formal ESs of Delhi-NCR. Partial least square structural equation modeling using SmartPLS-4 was used to test the explanatory and predictive power of the proposed model. This was followed by semi-structured interviews to collect qualitative data from 14 respondents.

The results present the following important findings: first, DBU, FL, women’s agency (WA) and workplace human resource policies (HR) significantly impact WEE, whereas government support (GS) and FL significantly impact DBU; second, DBU significantly mediates the relationship between FL and WEE; and third, ES significantly moderates the relationship between DBU and WEE.

This research also shares significant findings for practitioners and organizations by holistically identifying factors affecting WEE. These findings apply to both the human resource department of the employment sectors and the management of the banking sector.

The present study adds value to the scarce literature on the impact of DBU on WEE and highlights the mediating role of DBU along with the moderation effect of EL and ES. The study model incorporates novel constructs that impact WEE and offers new insights to various stakeholders in enhancing WEE. In addition, qualitative method was used to complement the quantitative findings.

Women’s economic empowerment (WEE) has emerged as a key component at national and international policy-making agendas. The purpose of this paper is to examine and validate the antecedents of WEE for urban working women.

This study used a descriptive and exploratory research design. A total of 286 responses from women working in the formal sector of Delhi-NCR were collected through self-administered questionnaires on a five-point Likert scale using non-probability quota sampling technique. The sample was controlled for the employment sector, that is, healthcare, education and information technology. Exploratory factor analysis has been performed in the first step to test the data’s dimensionality with the goal of producing a set of items that reflect the meaning of the relative construct. Thereafter, confirmatory factor analysis has been used for data analysis.

Digital banking usage (DBU) has been identified as the most significant contributor to WEE.

Besides digital banking, government support has also emerged as a key indicator of WEE, necessitating a government policy review to improve WEE. Research findings indicate that, if WEE initiatives are to reach their full potential, they must individually address the extracted factors. This study offers a new framework for understanding and enhancing WEE for urban working women in India.

To the best of the authors’ knowledge, this study is the first of its kind to use factor analysis to explore the multi-dimensionality of WEE using the novel dimensions of DBU, women’s agency and government support, in addition to the established variables of financial literacy, social norms and workplace human resource policies.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

The findings show that top management orientation for Green, Green organizational culture and Green organizational planning are ranked as the most important enablers in promoting GHRM practices in organizations.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

This paper aims to investigate the impact of situational factors and internal psychological states on employees’ decisions to perform voluntary pro-environmental behavior. This study used a model combining the theory of planned behavior, norm activation model and comprehensive action determination model. This stud also explored the moderating role of habit (HAB) on the relationship between intention and actual voluntary pro-environmental behavior.

Data were collected through three waves of time-lagged survey questionnaires from 519 employees of public organizations in Abu Dhabi, United Arab Emirates.

Employees’ perceptions of corporate social responsibility (CSR) had a significant impact on intention to perform voluntary pro-environmental behavior, as did all other variables except perceived behavioral control. HABs related to pro-environmental behavior enhanced the relationship between intention and actual behavior.

The main factors influencing employees’ voluntary pro-environmental behavioral intentions were perceived CSR, personal moral norms, organizational citizenship behaviors toward the environment and attitude. Public organization planners, managers and practitioners can use these findings to improve their organization’s environmental performance, leveraging nonmandated actions.

Employees can achieve a better work–life balance in organizations with flexible CSR policies and which sponsor social activities to improve public well-being and individuals’ life quality. Positive sense-making of corporate social activity helps employees develop social interactions with stakeholders, increasing their involvement in society and decreasing work stress.

This study sheds light on the factors influencing employees’ voluntary pro-environmental behavior. To the best of the authors’ knowledge, this is the first study of its kind to combine these three models to explain the variables affecting intent to perform voluntary pro-environmental behavior in the workplace.