Search results

Drawing on stakeholder theory and contingency theory, this study empirically investigates the relationship between responsible leadership (RL) and each dimension of triple-bottom-line (TBL) performance. Moreover, we tested the mediating effect of corporate reputation (CR) and innovation between RL and TBL performance.

Perceptual data were collected from 227 senior-level Pakistani managers using a questionnaire survey. Structural equation modeling (SEM) was used to test the direct and mediating effect hypotheses.

The results revealed that RL significantly and positively affects each dimension of TBL performance. Further, innovation mediated the relationship between RL and each dimension of TBL performance. However, CR did not mediate the relationship between RL and environmental performance.

This is maiden study to empirically investigate the effect of RL on meso-level outcome. Further, this study would be among the few ones to use TBL as a measure of corporate performance. Moreover, it will be the first study to test the mediating role of CR and innovation in the above-mentioned relationship and will also validate contingency theory.

This study aims to investigate the effect of healthy food advertising (HFA) in preventing obesity (measured using the healthy eating attitude and perceived self-regulatory success) through the meta-cognitive role of consumer wisdom (CW). The meta-cognitive role of CW to better promote healthy eating attitude and behavior is relevant and underexplored.

Data were collected from 310 young consumers through an online survey. Reliability and validity were established using confirmatory factor analysis, and hypotheses were analyzed through structural equation modeling using MPlus V8.3.

The results reveal that HFA has a positive influence on all dimensions of CW: responsibility, purpose, perspective, reasoning and sustainability. All dimensions but one augment a positive healthy eating attitude, but only responsibility and sustainability enhance consumers’ self-regulatory success. The findings show that HFA does not directly prevent obesity, but CW mediates the relationship between that advertising and obesity prevention. These findings show that CW establishes a mindful connection between HFA and obesity control.

This research extends the theory of CW in the context of healthful eating and contributes significantly to the advertising, hospitality and obesity literature.

This study also has implications for multiple stakeholders, including consumers, restaurant operators, hospitality managers, brand managers, the government and society in general.

To the best of the authors’ knowledge, this study marks the first attempt to investigate the role of CW in preventing obesity. It is also the first study to examine the relationships of HFA with CW and a healthful attitude toward eating.

The purpose of this study is to investigate the impact of enterprise social media (ESM) use on two trust dimensions – affect-based trust (ABT) and cognition-based trust (CBT) – as mediators in the relationship between ESM use and knowledge sharing. In the first stage of the proposed model, the authors also consider transparent communication (TC) and personal blogging with colleagues (PBC) during work and non-work hours as moderators that reshape trust levels and subsequently promote knowledge sharing within the organisation.

The authors collected the data in three waves from employees in China, the world’s largest market for social media. Five companies, including three information technology companies and two software companies, were targeted for data collection. Initially, a total of 403 ESM users were recruited, but the final sample in the final round was reduced to N = 292. The authors used Mplus (v8.5) to calculate direct path coefficients and indirect moderated-mediation effects.

The use of ESM promotes ABT and CBT, thereby improving knowledge sharing. ABT and CBT both fully mediate the effect of ESM use on knowledge sharing. However, the research reveals paradoxical findings regarding moderation. For example, on the one hand, TC negatively moderates the association between ESM use and ABT, thereby reducing knowledge sharing in the workplace. On the other hand, TC strengthens the relationship between the use of ESM and CBT, thereby increasing knowledge sharing. These contradictory findings indicate that TC functions as a double-edged sword; thus, the effective use of ESM in the workplace requires managers’ intervention. Finally, the analysis reveals that the moderating role of PBC strengthens the association between ESM use and both ABT and CBT, thereby increasing knowledge sharing.

While stakeholders have expressed concern regarding the adverse impacts of workplace ESM adoption on employee performance, the authors provide a broad, novel perspective on the potential of ESM use to enhance knowledge sharing via trust (i.e. ABT and CBT). To the best of the authors’ knowledge, this is the first study to offer a comparative view of trust dimensions, such as ABT and CBT, and to discuss how, why and when TC and PBC interactions moderate the relationship of ESM to ABT and CBT and thereby lead to knowledge sharing. These interesting findings guide further research into the role of ESM in the workplace, especially research based on rational choice theory and communication visibility theory, by illuminating the ways in which employees can use ESM to reshape social communication in the workplace and thereby enhance knowledge sharing.

Drawing on the conservation of resources theory, this study aims to apply a mixed-method to enrich the literature by investigating interrelationships among training, environmental triggers (environmental knowledge, awareness and concern) and employees' intention to carry out environmental activities.

This research applied a mixed-method carried out in Vietnam. By using the time-lagged data, Study 1 (quantitative research) was employed to test hypotheses. With Study 2 (qualitative research), four in-depth interviews were conducted to gain insight into a few unexpected findings from Study 1.

Study 1 indicates that environmental training is critical to directly boost not only the three environmental triggers but also employees' intention to engage in environmental activities. The findings further point out that environmental concern and awareness mediate the relationship between environmental training and employees' intention to engage in environmental activities. Unexpectedly, connections from environmental concern and awareness to employees' intentions were not moderated by environmental knowledge. The findings of Study 2 shed light on the role of environmental knowledge.

Based on the conservation of resources and social exchange theories, the research contributes to the existing literature by providing a better understanding of how environmental training stimulates employees' intention to implement environmental activities. The findings may be helpful for managers to encourage employees to contribute to organizations' green objectives.

This study aims to investigate direct and indirect (via perceived caring climate) links between spiritual leadership and hazing at work in the hospitality context. The authors also test the role of employee interpersonal justice values as a boundary condition.

The authors collected time-lagged data from 441 newcomers and their 441 peers (existing hotel employees) and analyzed the data using structural modeling equation in Mplus (8.6).

The authors found a negative relationship between spiritual leadership and hazing behaviors. Further, perceived caring climate mediated the relationship between spiritual leadership and hazing behaviors. The results also provided support for employee interpersonal justice values as the boundary condition on both the direct relationship between spiritual leadership and perceived caring climate and the indirect relationship between spiritual leadership and workplace hazing.

The authors suggest that there is a value in having organizational leaders who demonstrate spiritual leadership behaviors. This will enhance hospitality employees’ perceptions of a caring climate and undermine their engagement in hazing behaviors.

This study makes an important contribution to the nascent literature on workplace hazing behaviors and spiritual leadership in the hospitality context. The study is also noteworthy because it provides important insights into the antecedents and outcomes of perceived caring climate, an important contextual resource that has imperative implications for hospitality employees’ hazing behaviors.

The purpose of the present study is to examine the relationship between spiritual leadership and employees' alienative commitment to the organization, both directly and indirectly, via employee social capital. We also test the role of employee political skill as a boundary condition of the indirect spiritual leadership–alienative commitment link.

Time-lagged data were collected from 491 employees in various manufacturing and service organizations. Data were analyzed using structural modeling equation in Mplus (8.6).

Spiritual leadership was negatively associated with alienative commitment, both directly and indirectly, via social capital. Employee political skill moderated the indirect relationship between spiritual leadership and alienative commitment, such that the relationship was stronger when employee political skill was high (vs low).

The demonstration of spiritual leadership's behaviors by both managers and employees can develop employees' social capital at work, which in turn can reduce employees' negative commitment to the organization. Likewise, improving employees' political skills can help leadership diminish alienative commitment.

The present work contributes to the literature on spiritual leadership by foregrounding how and why spiritual leadership undermines employee alienative commitment to the organization. By doing so, the study also enhances the nomological networks of the antecedents and outcomes of social capital and contributes to the scant literature on negative alienative commitment. Given the prevalence and negative repercussions of alienative commitment for employees' and organizations' productivity and performance, our findings are timely and relevant.

The present study aimed to test the hypothesis that ethical leadership positively contributes to exploitative learning and explorative learning simultaneously and then examine the moderating role of work centrality in the relationships of ethical leadership with exploitative learning and explorative learning.

Time-lagged survey data were collected from 257 middle managers and their 257 immediate supervisors in 76 firms in China. Data were analyzed using structural equation modeling and Hayes' PROCESS macro for SPSS.

The results revealed that ethical leadership positively contributed to exploitative learning and explorative learning simultaneously. Importantly, the authors found that work centrality strengthened the positive relationships of ethical leadership with both exploitative learning and explorative learning.

The findings can help organizations enhance exploitative learning and explorative learning simultaneously and enable them to gain a sustainable competitive advantage.

Although explorative learning and exploitative learning together constitute fundamental resources for organizations' long-term success, prior research has not looked into whether and when leader behaviors facilitate explorative learning and exploitative learning simultaneously. The study contributed to fill this gap by introducing ethical leadership, signifying its positive role in enhancing both explorative learning and exploitative learning, and establishing work centrality as a moderator to reinforce these two positive relationships.

The public service motivation (PSM) theory implies that public employees are spiritual people called “public servants” who have a desire to affect the community and are characterized by compassion and serving others. Owing to their commitment to public welfare, spirituality is apparently inherited in public employees as an occupation/employment effort, which entails attaching a “meaning” to the work being done in the workplace for the spiritual satisfaction of the employees. A sense of well-being among the employees of an organization can prove instrumental in developing their motivation level and improving the quality of their services. The literature depicts that workplace spirituality (WPS) is a feature that enhances multiple forms of employee well-being (EWB). Considering the importance of these concepts in terms of enhancing the productivity of the organizations, the current study aimed to gain an understanding of the PSM together with two other positive attributes namely WPS and EWB and determine their interrelationship. The aim of this study is to examine a significant positive relationship between PSM and WPS mediated by EWB.

The study has been conducted in the context of the public sector of Pakistan where a sample of the academic staff of higher educational institutions in the Punjab province was selected through probability sampling techniques for conducting the survey. The data collected from 394 respondents from the selected faculties of the universities were analyzed using relevant statistical tools (SPSS and AMOS: 22) to answer the research questions.

This study supported a significant positive relationship between PSM and WPS mediated by EWB. The quantitative findings of this study, thus, demonstrated that the culture of spirituality in the workplace significantly affects the PSM of employees by way of creating a sense of well-being among the employees.

This study is unique as it serves as an effort to understand the spiritual experience of the public sector employees involved in public service. This infers that spirituality in the workplace improved employees’ well-being by giving them a strong sense of purpose and these employees in a healthy state of mind are more likely to perform above and beyond and have a high motivation to serve the public.

This paper aims to address procurement, logistics management, inventory control and distribution of perishable items, i.e. vegetables, fruits, flowers and fishes, during the social isolation period of the Covid-19 era to identify conflicting interests among the channel members; present inventory and information sharing scenario; and reveal organizational dispute and existence of redundant, nonessential and corrupted members in the supply chain.

This study uses an exploratory investigation to evaluate the relations among the members of the supply chain of perishable food items. In this context, it is designed to investigate the field, observe the members of the existing supply chain from rural and remote places and capture their interviews to accomplish the objectives.

This study identified that although the supply chain of perishable food items is controlled truly by private parties, from a realistic view, the private–public partnership is essential where the government should play the coordinating role. In this context, continuous interaction, coordination and information sharing among the members to establish an optimum and scalable network and remove any redundant nodal points is a key success factor for managing an efficient supply chain.

Theoretical and managerial implication of this research is enormous. The existence of functional and dysfunctional conflicts in the same supply network and how it can be detrimental to the performance of the members are exposed in this study, which can be an excellent source to be investigated. Practitioners and researchers can gain a greater understanding to identify the root causes of conflicts in the existing structural dynamics, shedding light on organizational interactions, power and group behavior during the Covid-19 era.

From the light of management and inter-organizational conflicts, this is a pioneer study that has detected the redundant channel members, their source of power and how their removal can present an optimum channel with group coherence and synergistic interest.

Given the increasingly turbulent business landscape and unprecedented incidents (e.g. Covid-19), firms must achieve supply chain resilience (SCRes) as a dynamic capability to bounce back from adversities and ensure continuity of operations. The purpose of this study is to integrate the three interrelated [knowledge management, risk management culture (RMC) and resilience] but often separately discussed concepts to advance the understanding of their intertwined influence on SCRes in the agri-food supply chains.

This study uses a cross-sectional survey approach where quantitative data is collected from 349 participants from the Australian agri-food supply chains to test the proposed hypotheses.

Exposure to supply chain risks triggers the deployment of specific knowledge management practices in the agri-food supply chains. Further, the analysis on serial mediation suggests that firms’ knowledge management practices work sequentially (knowledge acquisition, assimilation and application) and develop a RMC to achieve SCRes amid supply chain risks.

The findings of this study inform practitioners and policymakers who seek to understand the key mechanisms that facilitate the development of SCRes when facing supply chain risks, particularly in the Australian agri-food supply chains.

The growth of the food industry through more resilient food supply chains could ensure sustained food supply and more employment opportunities.

Using dynamic capability theory, the authors devise a novel empirical model that explicates how knowledge management practices and RMC instigate the dynamic capability of SCRes amid supply chain risks facing agri-food supply chains.