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A workplace bullying dynamic involving multiple individuals targeting victims can lead to the victim losing emotional bonds or affect-based trust with their colleagues, resulting in employee silence. The literature has largely ignored this negative aspect of social dynamics. This study aims to examine the relationship between workplace bullying and employee silence behaviors and determine whether affect-based trust mediates this relationship and whether climate for conflict management moderates the mediated relationship.

Hypotheses are tested using surveys and scenario-based experiments among faculty members in Indian Universities. There were 597 participants in the survey and 166 in the scenario-based experiment.

Results revealed that workplace bullying correlated positively with silence behaviors, and affect-based trust mediated the bullying-silence relationship. The hypothesized moderated mediation condition was partially supported as moderated the mediating pathway, i.e. indirect effects of workplace bullying on defensive silence and ineffectual silence via affect-based trust were weaker for employees with high climate for conflict management. However, the study failed to support the moderation of climate for conflict management in the relationship between workplace bullying and affect-based trust and workplace bullying and relational silence. The results of this moderated effect of climate for conflict management were similar in both studies.

This study is one of the few attempts to examine employee silence in response to workplace bullying in academia. Additionally, the study revealed a critical area of trust depletion associated with bullying and the importance of employee perceptions of fairness toward their institutions’ dispute resolution processes.

Building on the resource-based view (RBV) and the theory of other orientation, this study aims to examine the association between Islamic work ethics (IWEs) and organizational performance highlighting the role of employee relations climate as an underlying mechanism.

Data were collected from 239 employees working in diverse sectors in the state of Qatar. Structural equation modeling of partial least squares was used to analyze the data of the study.

The results suggest that IWEs positively impact organizational performance and employee relations climate. Furthermore, employee relations climate demonstrated to play a mediating role in the IWEs-organizational performance link.

The study can be used by administrators pertaining to the importance of IWE and employee relations climate to cultivate higher organizational outcomes such as organizational performance.

This research is distinctive as it examines the connection between IWEs and organizational performance in Qatar, a country where the influence of Islamic values and beliefs on work ethics is profound. In addition, the research sheds light on a topic that has received little attention in the literature: the significance of the workplace climate in determining how IWEs affect organizational performance. Finally, the research integrates two important theoretical frameworks, the RBV and the theory of other orientation, to create a comprehensive model that explains the complex relationship between IWEs, employee relations climate and organizational performance.

This study conducts a meta-analysis to investigate the impact of board diversity, independence and size on carbon emission disclosure.

The results of 22 empirical investigations on the association between board qualities and carbon emission disclosure are synthesised using a meta-analysis approach. Inclusion and exclusion criteria are established, and search strategies are devised to locate relevant material. Data extraction entails gathering important information such as the names of the authors, variables and correlation coefficients. Fisher's z-transformation is used to compute and synthesise effect sizes and assumptions, sensitivity testing and subgroup analysis are performed to assess the robustness of the findings.

A substantial association was discovered between board characteristics and carbon emission disclosure. Board independence and gender diversity revealed small to medium-strength positive relationships, whilst board size had a medium-strength positive correlation. The study periods varied from 2011 to 2022, with 2018 having the most studies. However, highly heterogeneous groups were discovered; further subgroup analyses were then carried out to sort out this issue.

Several limitations were recognised due to the limited number of studies and heterogeneity, although subgroup analysis was used to reduce the influence of heterogeneity. To investigate alternate outcomes, more analysis of the heterogeneity level and potential modifications to the model assumptions may be required.

Companies should consider board size, independence and gender diversity when formulating long-term competitive strategies in the climate change movement. These characteristics can aid in bridging information gaps and garnering stakeholder support for carbon-reduction initiatives.

This meta-analysis addresses a gap in the literature by addressing prior studies' conflicting and inconsistent findings on the association between board characteristics and carbon emission disclosure. It employs a rigorous approach and synthesis strategy to provide a thorough and robust understanding of the crucial role of board characteristics in carbon emission disclosure.

The idea of using positive humor as a managerial tool is gaining traction in both academia and organizations. The purpose of this paper is to test whether supervisors' use of positive humor in organizations in different perceived cultures (hierarchical, clan, market and adhocracy) influences employees' in-role and extra role performance.

The sample includes 317 clinical and non-clinical employees in public hospitals in Palermo, Italy. Hypotheses are tested using structural equation modeling.

Results indicate that supervisor positive humor has a direct relationship with employee in-role and extra-role performance. Also, supervisor positive humor has a moderating impact on the relationship between organizational culture and in-role and extra-role performance. Moderating effect of supervisor humor have a greater impact on extra-role performance towards individuals or organizational citizenship behavior toward individuals (OCBI).

The first limitation is that this study examines only positive or adaptive kinds of leader humor; negative or maladaptive humor is not included. A further limitation is the role of social (national) organizational culture in our construct. It is claimed that, specific components of national organizational culture are more significant compared with others and that some national organizational cultures are more vital to performance in one part of the organization compared to others (Nazarian et al., 2017). Hofstede's original four dimensions of national culture: power distance, individualism, uncertainty avoidance and masculinity/femininity could be analyzed separately to investigate the role of each variable on the study’s construct.

As Romero and Cruthirds (2006) mentioned, organizations can establish “humor-training seminars” to make the supervisor and team members aware of the benefits of humor in the workplace. For instance, subjects such as appropriate types of humor, gender and ethical differences in appreciating the humor, and matching the humor style with the specific organizational outcome can be discussed. To understand and apply appropriate organizational culture in public organizations, it is beneficial to know which types of culture encourage employee in-role/extra-role performance. This study compared the consequences of the specific dominant culture in relation to the objective of the organization. However, one solution does not fit all. Sometimes managers inevitably follow trends in their industries without noticing other variables (Mason, 2007).

As Romero and Cruthirds (2006) mentioned, organizations can establish “humor-training seminars” to make the supervisor and team members aware of the benefits of humor in the workplace. For instance, subjects such as appropriate types of humor, gender and ethical differences in appreciating the humor, and matching the humor style with the specific organizational outcome can be discussed.

This paper provides evidence to suggest that supervisor humor results in greater employee in-role and extra-role performance.

This study aims to empower cruise academia to assert their role as enablers, and potentially drivers, of sustainable, responsible and resilient cruise futures.

This contribution represents a synthesis and a critical reflection of cruise-related research-review literature over the last four decades, assessing its impact and potential in terms of influencing the evolution and future developments of cruise tourism.

Cruise research between the 1980s and the first decade of this century could be characterised as “ship-centric” and managerially focused. Over the last decade and up to the aftermath of the COVID-19 pandemic, cruise research has become increasingly “cruise-destination centric”, with sustainability emerging as a dominant theme. Diverging somewhat from the public and media emphasis on environmental concerns and risks, academic research tends to focus on the economic aspects of sustainability. Nonetheless, and despite aiming for practical relevance, cruise research tends to remain reactive and lags behind industry trends.

This paper proposes a shift from a “applied” to an “applicable” research paradigm, inspiring researchers to proactively shape the industry‘s future by embracing “what-ifs” in their thematic scope. Such a paradigm calls for a normativity-enriched methodological diversity, as well as the inclusion of transformational relevance as an indicator of research impact.

Public perceptions of cruise tourism have changed over the years, evolving from that of a promising holiday niche to a symbol of unsustainable mass tourism. In this context, cruise scholars are offered guidance for transcending the polarising debate of growth versus de-growth/limits while increasing the relevance and transformational impact of cruise scholarship.

这篇论文是对过去四十年来与邮轮旅游相关的研究评论文献的综述和批判性反思, 评估其在影响邮轮旅游的演变和未来发展方面的影响和潜力。

总体目标是增强邮轮学术界的能力, 使其能够在可持续、负责任和有弹性的邮轮未来发展中发挥促进者和潜在推动者的作用。

20 世纪 80 年代至本世纪头十年的邮轮研究可以说是 “以船为中心”, 以管理为重点。 在过去的十年中, 直到 COVID19 大流行之后, 邮轮研究越来越 “以邮轮目的地为中心”, 可持续发展成为主导主题。 与公众和媒体强调的环境问题和风险有些不同, 学术研究往往侧重于可持续发展的经济方面。 尽管如此, 邮轮研究尽管以实际相关性为目标, 但仍倾向于被动应对, 落后于行业发展趋。

本文提出了从 “应用 “研究范式向 “适用 “研究范式的转变, 激励研究人员通过在其主题范围内接受 “假设”, 积极塑造行业的未来。这种范式要求在方法上丰富规范性, 并将变革相关性作为衡量研究影响力的指标。

多年来, 公众对邮轮旅游的看法发生了变化, 从充满希望的度假小众旅游发展成为不可持续的大众旅游的象征。在此背景下, 为邮轮学者提供了指导, 以超越增长与去增长/限制的两极化争论, 同时提高邮轮学术研究的相关性和变革性影响。

Esta contribución representa una síntesis y una reflexión crítica de la literatura de investigación-revisión relacionada con los cruceros durante las últimas cuatro décadas, evaluando su impacto y potencial en términos de influencia sobre la evolución y futuros desarrollos del turismo de cruceros.

El objetivo general es capacitar al mundo académico de los cruceros para hacer valer su papel como facilitadores, y potencialmente impulsores, de futuros cruceros sostenibles, responsables y resilientes.

La investigación sobre cruceros entre los años 80 y la primera década de este siglo, podría caracterizarse como “centrada en el barco” y enfocada a la gestión. Durante la última década y hasta las secuelas de la pandemia de COVID19, la investigación sobre cruceros se ha vuelto cada vez más “centrada en los cruceros-destino”, con la sostenibilidad emergiendo como tema dominante. Apartándose un tanto del énfasis público y mediático en las preocupaciones y riesgos medioambientales, la investigación académica tiende a centrarse en los aspectos económicos de la sostenibilidad. No obstante, y a pesar de aspirar a la relevancia práctica, la investigación sobre cruceros tiende a seguir siendo reactiva y se queda rezagada con respecto a las tendencias del sector.

Este documento propone un cambio de un paradigma de investigación “aplicado” a otro “aplicable”, que inspire a los investigadores a configurar de forma proactiva el futuro de la industria, abarcando los “y si…” en su ámbito temático. Dicho paradigma exige una diversidad metodológica enriquecida por la normatividad, así como la inclusión de la relevancia transformadora como indicador del impacto de la investigación.

La percepción pública del turismo de cruceros ha cambiado a lo largo de los años, evolucionando desde la de un nicho vacacional prometedor a la de un símbolo del turismo de masas insostenible. En este contexto, se ofrece a los estudiosos de los cruceros una guía para trascender el polarizante debate de crecimiento frente a decrecimiento/límites, al tiempo que se aumenta la relevancia y el impacto transformador de los estudios sobre cruceros.