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The purpose of this paper is to investigate the character traits and challenges of women leaders in Myanmar within the context of responsible leadership (RL) and aims to contribute to a deeper understanding of the dynamics of RL in this specific cultural and social setting. Furthermore, the paper seeks to highlight the unique challenges faced by women leaders, both within organizations and in society at large. Ultimately, the paper intends to advocate for increased awareness and actions that promote gender equality in leadership positions, fostering a more inclusive and supportive environment for women leaders in Myanmar.

This study uses an exploratory qualitative research design to comprehensively investigate the character traits and challenges experienced by women leaders in Myanmar concerning RL. It involves semi-structured interviews with five women leaders selected through convenient sampling. These participants hold leadership positions in various fields, including societal welfare, nongovernmental organizations and social businesses. The interview protocol is designed to elicit rich insights into the participants’ leadership experiences, responsibilities, challenges and perspectives on RL. Data collection involves recording and transcribing interviews, ensuring accuracy and reliability. To maintain participant confidentiality, identities remain anonymous. Ethical considerations are adhered to, emphasizing voluntary participation and the right to withdraw at any point without consequences. Thematic analysis is used to identify recurring patterns and themes in the interview data. Themes related to character traits, challenges faced within organizations and society and potential solutions are derived through an iterative process of data coding, categorization and interpretation.

The study’s findings indicate that women-responsible leaders possess character traits similar to their male counterparts. However, they face unique challenges at the organizational and societal levels in Myanmar. To address these issues and foster the growth of women leaders, spreading awareness is crucial. Awareness programs can educate individuals, organizations and society about the significance of RL and gender equality in leadership roles. Such initiatives create an inclusive environment that supports the development of responsible women leaders in Myanmar.

The original value of this study lies in its contribution to the existing body of knowledge on women’s leadership and the specific context of Myanmar. By examining the character traits of women-responsible leaders and the challenges they face within organizational and societal contexts, this study sheds light on the unique experiences and barriers encountered by women in leadership positions. Furthermore, this study’s original value lies in its emphasis on the need for awareness and action to foster more women leaders in Myanmar. By bringing attention to the organizational and societal challenges faced by women and advocating for change, this study encourages stakeholders, including policymakers, organizations and communities, to address these issues and create a more supportive and inclusive environment for women leaders.

The purpose of this study is to investigate the effect of perceived group inclusion on the innovative work behavior of consulting team members, as well as to analyze its subsequent impact on team performance. In addition, the authors investigate whether the effect of perceived group inclusion on innovative work behavior could be moderated by two aspects of team characteristics: team size and the gender composition of its members.

The authors collected questionnaire data from 229 team members from 24 consulting firms located in Bangkok, Thailand. Team performance was assessed by team leaders to prevent common method bias. Partial least squares-structural equation modeling was used for data analysis.

The results support the positive association between perceived group inclusion and innovative work behavior among consulting team members. Innovative work behavior also mediates the positive association between perceived group inclusion and team performance. Moreover, the authors found that the degree to which perceived group inclusion affects innovative work behavior is stronger in larger teams than smaller teams. However, the degree to which perceived group inclusion affects innovative work behavior tends to be weaker in teams that have a higher proportion of female members than in teams that have fewer female members.

Because employees are the most valuable asset contributing to the innovative performance of consulting firms, it is crucial to understand how members within a team should be properly managed so that the firms can maximize the benefits from their human capital. Essentially, management and practitioners in the consulting business can use the insight from this research regarding the essential roles of group inclusion and team composition to create a favorable and effective team environment that enhances collaboration and helps their firms to gain the full benefits of team synergy. In particular, group inclusion is the issue that management should emphasize. Moreover, the team should be large enough and have a decent level of gender diversity to strengthen the benefit of group inclusion.

The research extends the knowledge boundary in inclusion research, which still lacks evidence about the moderating role of team characteristics that might strengthen/weaken the effect of perceived group inclusion on innovative behaviors.

The purpose of this review paper is to investigate the consequences of tourism development and economic growth within the Association of Southeast Asian Nations (ASEAN) countries, focusing specifically on Lao PDR post-pandemic. The adverse effect of COVID-19 on tourism and economic sectors has been pervasive across the ASEAN region, with varying degrees of impact. Some of these difficulties are set to continue, though there are positive signs of recovery and of the resilience of the tourism industry. Utilising case material from Lao PDR in Southeast Asia – an area frequently neglected in tourism studies – the paper sheds light on the post-pandemic landscape to address existing gaps in the current literature.

A case study approach was taken in this review paper, utilising secondary data such as media reports, official reports from Tourism Laos and international governing bodies like United Nations and the World Bank to form a viewpoint discussion in the Lao PDR post-pandemic condition.

This paper reveals that contrary to a long period of recovery post-pandemic, there has been a degree of continuity from the pre-pandemic period. Considerable numbers of backpackers have returned to Vang Vieng, along with Vientiane and Luang Prabang. While the pre-pandemic emphasis on mass tourism persists, there is also an increased focus on regional and domestic markets. Laos, with its strategic location and cross-border connections, aims to take advantage of this shift.

The paper highlights a detailed exploration of the Lao tourism industry post-pandemic. It goes beyond the initial expectations in literature of a complete transformation post-pandemic, highlighting the continuity in visitor sources and traditional tourist attractions. It emphasises the Lao PDR strategic position for market reorientation, providing insight into the nation’s adaptive strategies and a nuanced perspective on the evolving landscape of Lao tourism.

Drawing on the conservation of resources theory, the present study aims to design and explore the influence of abusive supervision and coworker incivility on turnover intention among frontline employees (FLEs). Besides the mediating effects of work stress between abusive supervision and turnover intention, coworker incivility and turnover intention also be explored.

Data from 311 FLEs are collected by a self-administered structured questionnaire and analyzed by confirmatory factor analysis and structural equation model.

The empirical results established that abusive supervision and coworker incivility significantly predicts work stress and work stress significantly predicts turnover intention. Abusive supervision significantly predicts a positive relationship with turnover intention, whereas coworker incivility with turnover intention is vis-à-vis. Besides, abusive supervision and coworker incivility significantly predict turnover intention via work stress. The study further illustrated the control variables, e.g. education, experience, and proactive personality of FLEs.

The study finds abusive supervision and coworker incivility as stressors in the emerging economy for FLEs. However, coworker incivility on turnover intention cannot predict as expected because the roles of the supervisor and coworker are different in this context.

The continuous support of supervisors and coworkers can reduce the stress and consequences of reducing the intention of turnover of FLEs. The concerns can enhance their support by using respect and credit for work, maintaining privacy, providing proper feedback, being sensible to the performance, and entitlement to any achievement. They also suggest ensuring a work environment of privacy, fair treatment, importance to suggestions, and ascertaining punishment for any colleague's mistreatment.

The frontliners always contribute a large pie of output for any organization. Supervisors and coworkers impact the day-to-day life of FLEs.

As a study on FLEs in the context of evolving economy, the investigation fulfills the inconsistencies of the previous result with the mediating role of work stress with a strong theoretical base.

Considering the detrimental impact of workplace cyberbullying on employees and organizations, it is necessary to understand factors that potentially induce employees to engage in cyberbullying and to recognize personal characteristics that may help employees mitigate its impact. This research applies the conservation of resources (COR) theory to investigate the effect of organizational politics and political skill on employees' exposure to workplace cyberbullying as well as to analyze the subsequent impact on emotional exhaustion. Moreover, the interaction effect of political skill and organizational politics on employees' exposure to workplace cyberbullying is analyzed.

The total of 358 complete questionnaires were obtained from one medium-sized public university in Thailand. The partial least squares structural equation modeling (PLS-SEM) was used to analyze the data.

The analysis supports the positive association between organizational politics and employees' exposure to workplace cyberbullying. Employees' exposure to workplace cyberbullying also has a positive association with emotional exhaustion. On the other hand, the analysis showed that political skill has a negative association with employees' exposure to workplace cyberbullying. The result from the moderating effect analysis further shows that political skill also reduces the impact of organizational politics on employees' exposure to workplace cyberbullying.

The incorporation of the COR theory provides theoretical insight into how political skill of employees can buffer the impact of organizational politics on exposure to workplace cyberbullying. It advances the knowledge found in previous research that lacked solid theory to explain the interaction between organizational politics and political skill of employees in the area of workplace cyberbullying.

The purpose of this study is to investigate the impact of political skills of faculty members in Chinese universities on their tendency to obtain knowledge shared by their colleagues, as well as their tendency to share knowledge with their colleagues. Moreover, this study investigated the role of collectivistic culture in a workplace as the moderating variable that may influence the effect of political skill on knowledge sharing.

Survey data were obtained from 387 faculty members across six universities located in the northern and the central cities of China. Partial least squares structural equation modeling was used as the statistical method for data analysis.

The results provided significant evidence that supported the positive effect of political skill on knowledge sharing. Furthermore, the moderating effect analysis showed that in the workplaces that had strong collectivist culture, the degree to which employees obtained knowledge shared by others, as well as the willingness of employees to share their knowledge to others, was more likely to happen as compared to that in the workplaces that had a weak collectivist culture.

As part of human capital development policies, political skill training could be an intervention to promote knowledge sharing among faculty members. The training may be particularly helpful to promote knowledge sharing in a workplace that adopts individualistic culture more than in a workplace that adopts collectivistic culture.

This study provided new evidence that extended previous studies by unveiling the moderating effect of collectivist culture in a workplace that was found to reduce the effect of political skill on knowledge sharing.

The aim of the study is to investigate the relationship between humble leadership, project success, and service-oriented organizational citizenship behavior (OCB) and how task complexity may moderate this relationship. The study aims to determine if humble leaders are more likely to promote service-oriented OCB among team members and if this behavior in turn leads to greater project success, especially in complex task environments. These relationships are examined through the lens of the conservation of resources theory.

The data were collected from the employees working in software companies using a closed-ended questionnaire, and a total of 214 complete questionnaires were analyzed. The research model was tested using structural equation modeling with the help of Smart PLS 3 software.

Humble leadership is positively associated with service-oriented organizational citizenship behavior (OCB), which in turn is linked to project success. Task complexity does not appear to have a significant impact on this relationship.

Humble leadership is positively related to IT project success through its influence on service-oriented organizational citizenship behavior and task complexity. Implications include the importance of fostering a humble leadership style to enhance IT project success, as well as the potential benefits of promoting service-oriented behavior among employees. It also highlights the need to consider task complexity when evaluating project success.

The research explores the relationship between “humble leadership” and project success, and how it relates to “service-oriented organizational citizenship behavior” and “task complexity”. It presents an original perspective on the role of leadership in project success and the impact of organizational culture on project outcomes through the lens of the conservation of resources theory.

The primary objective was to develop a user-centered mobile health application (app) tailored to the specific health information needs of among immigrant women from diverse backgrounds in Korea.

In-depth interviews were conducted with 24 immigrant women to gain insights into their health information-seeking behavior. Based on the findings, a mobile app was designed and developed. A beta version of the app underwent validation by an MD and seven expert reviewers who assessed the app for content accuracy and conformance to mobile heuristics. Last, immigrant women (n = 12) evaluated the usability of the app.

The study revealed that the interviewed immigrant women had strong health information needs related to pregnancy and parenting. Most of them used multiple sources to find and verify health information. Language barriers were identified as a major obstacle to accessing and evaluating health information. The results of the user test indicated that the app effectively facilitated study participants' search for reliable health information, meeting their specific needs.

This research extended the literature by addressing the limited availability of mobile apps tailored to the health information needs of immigrant women in Korea.

By incorporating multilingual support and focusing on pregnancy and parenting information, the health app serves as a valuable tool to bridge the gap in health information access and to facilitate the well-being of immigrant women in the country.

This study aims to analyze the effect of entrepreneurs’ improvisational behavior on business risk-taking and opportunity recognition, as well as to analyze its subsequent impact on firm performance. Moreover, this study examined whether the effect of entrepreneurs’ improvisational behavior on business risk-taking and opportunity recognition could be moderated by firm size and the business experience of entrepreneurs.

Online survey data were collected from 304 firms in Thailand that were randomly selected from a business directory. The data were assessed using partial least squares structural modeling.

The results confirmed that entrepreneurs who exhibited high levels of improvisational behavior tended to report that their firms engaged more actively in risk-taking and opportunity recognition. Moreover, risk-taking and opportunity recognition played a chain mediating effect in explaining the association between the improvisational behavior of entrepreneurs and firm performance. Regarding the moderating effects, this paper found that firm size negatively moderated the effect of improvisational behavior on risk-taking and opportunity recognition, while business experience of entrepreneurs only positively moderated the effect of improvisational behavior on risk-taking.

This study provided new knowledge by showing that improvisational behavior of entrepreneurs should be integrated with other firm advantages determined by firm size and the business experience of entrepreneurs to strengthen the ability to be more effective at risk-taking and opportunity recognition.

This study investigates the impact of international remittances on the economic growth of remittance-receiving countries, using data from 113 developing countries between 1990 and 2015.

The authors used a novel approach to address the potential endogeneity of remittances. The authors estimated bilateral remittances and use them to create weighted indicators of remittance-sending countries, which the authors then use as instruments for remittance inflows to remittance-receiving countries.

The results indicate that while remittances have a positive impact on economic growth in developing countries with high human capital, they do not contribute to growth in developing countries with low human capital. The authors also examined the channels through which remittances affect growth. The findings suggested that remittances do not impact labor supply in developing countries with high human capital, but they reduce labor supply in countries with low human capital. Additionally, remittances increase investment in physical capital in developing countries with high human capital, but they do not have an effect on investment in developing countries with low human capital.

The authors investigated the impact of remittances on economic growth using a novel approach to address the endogeneity of remittances. Additionally, the authors examined the different indirect channels through which remittances can impact economic growth, such as their effect on labor supply and investment.