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The purpose of this paper is to investigate whether organizational support for innovation and informational extrinsic rewards moderate the relationship between intrinsic motivation and innovative work behavior.

Multiple and hierarchical regression analyses based on data from 150 knowledge workers tested the hypotheses for a South African sample.

The results confirmed a positive relationship between intrinsic motivation and innovative work behavior, and found positive relationships between both organizational support for innovation and informational extrinsic rewards and innovative work behavior. While organizational support positively moderated the relationship between intrinsic motivation and innovative work behavior, acting in synergy with intrinsic motivation, informational extrinsic rewards had a negative moderating effect.

When organizations want to encourage knowledge workers to generate, promote and realize innovative ideas, they should create an environment that encourages autonomy, competence and relatedness, with support for creativity and differences of ideas.

The study provides new indications of the interactions of synergistic extrinsic rewards and intrinsic motivation to affect innovative work behavior.

The purpose of this paper is to develop and test a research model that explores the interrelationships of employee recognition, job embeddedness (JE), knowledge sharing, service orientation and abusive supervision. Specifically, the model proposes that JE mediates the impact of recognition on knowledge sharing and service orientation, while abusive supervision moderates the indirect influence of recognition on knowledge sharing and service orientation via JE. The model also proposes that JE and knowledge sharing mediate the link between recognition and service orientation in a sequential manner.

Data were gathered from restaurant frontline employees in three waves in Ghana. The hypothesized links were gauged via structural equation modeling using Mplus 7.4.

The vast majority of the hypothesized relationships were supported by the empirical data. Specifically, JE mediated the impact of recognition on knowledge sharing and service orientation. JE and knowledge sharing sequentially mediated the impact of recognition on service orientation. Abusive supervision moderated the positive effect of recognition on JE and JE on knowledge sharing such that the effects were stronger among frontline employees with low levels of abusive supervision. In addition, abusive supervision moderated the indirect effect of recognition on knowledge sharing through JE. On the contrary, abusive supervision did not significantly moderate the linkage between JE and service orientation. This is also true for abusive supervision as a moderator of the indirect influence of recognition on service orientation via JE.

Management should not only focus on financial rewards but also consider non-financial rewards such as employee recognition. This is what is overlooked among practitioners. Therefore, restaurant managers/supervisors should use recognition mechanisms such as certificate of appreciation, plaque of honor and/or oral praises wherever possible to trigger employees’ JE, knowledge sharing and service orientation. Restaurateurs should also arrange training programs for supervisors to make them avoid practicing abusive supervision that would erode JE and knowledge sharing.

Evidence about the organizationally valued consequences of employee recognition in the hospitality literature is sparse. With this realization, this paper advances the current knowledge by gauging JE as a mediator between recognition and knowledge sharing and service orientation. Unlike other empirical pieces, JE and knowledge sharing as the sequential mediators of the effect of recognition on service orientation are tested. This paper advances the current knowledge base by assessing abusive supervision as a moderator concerning the previously mentioned linkages. This paper also contributes to the literature by gauging abusive supervision as a moderator of the indirect impact of recognition on knowledge sharing and service orientation via JE.

The purpose of this research is to identify how a reward programme name (“loyalty programme” (LP) versus “customer club” (CC)) influences the type of central rewards expected and their impact on loyalty to the retailer.

The authors conducted a survey followed by an experiment.

Central rewards from programmes called LP are equally hard and soft, whereas central rewards from programmes called CC are mainly soft. Providing customers with central rewards increases satisfaction with the programme and loyalty to the retailer, but only for programmes called LP.

Loyalty managers are advised to pay particular attention to the consistency between the type of rewards they offer and the reward programme name that carries them. Contrary to the name LP that leads to me-too programmes, the name CC offers more flexibility to choose the rewards, providing opportunities to stand out from competing programmes.

By building on a new and original theoretical approach, this research is the first attempt to investigate the effect of the reward programme naming decisions on customers' evaluations and responses.

This study aims to determine the factors influencing employee retention working in construction-related small-medium enterprises (SMEs) in Krung Thep Maha Nakhon. The study contributes to the construction site manager getting insight into employees' desired goals in the workplace. Furthermore, the study provided information about the diversity of generations (age groups), income levels and educational levels of employees working in the construction industry in the Krung Thep area.

The researcher decided to investigate a sample size of 386 respondents based on the target population. A purposive sampling method was selected by giving out questionnaires to the respondents employed in construction-related SMEs in Krung Thep. The questions comprised two major parts, which are demographic questions and measuring variables relevant to the independent variables.

The study's aim of findings is to investigate the factors that retain the employees who are pursuing their careers in construction-related SMEs. The findings of this research are to unveil that task interdependence significantly contributes to agile working. Lastly, employee retention is significantly affected by agile working among employees in an organisation.

This research only studies factors influencing employee retention among those of all ranges of ages, incomes and educational levels working in construction-related SMEs. The researcher collected data on the income level, age group and educational level of employees to use for further study.

The study is about determining the factor that affects agile working and employee retention among those working in construction-related SMEs.

For centuries, people have raised money for many purposes, and funding projects utilizing the Internet began to spread in earnest after 2010. However, there is a notable lack of research on crowdfunding projects, especially those involving sports. Given this background, this study's objective is to compare whether motivational factors may work differently depending on crowdfunding type and to analyze the impact of such factors on investments.

This study was conducted using stimulation through artificially modified newspaper articles to measure crowdfunding motivation and investment intention. To clarify research questions, this study applied multiple regression analysis.

Findings indicate that philanthropic motives and interest in projects influenced the intention to decide on funding and often had positive word-of-mouth effects. In equity-based projects, philanthropic motives and a desire to be recognized acted as drivers for both behaviors. In reward-based projects, philanthropic motives determined investment intentions, and recognition motivation and interest factors influenced word-of-mouth intention.

This study investigated the motivations and consequent intentions for crowdfunding in the field of the professional sports industry, which had substantive future implications for the business of sports.

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.

Researchers from Malaysia found that the relationship between transformational leadership and workplace digitalization was mediated by innovative culture. They authors felt their study helped to understand the role of organizational factors in shaping employee’s perception and acceptance of digitalization.

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 study aims to contribute to the International Business literature by investigating the marketing stimuli that drive impulsiveness and perceived value in mobile shopping (MS) platforms and their impact on consumer response.

This study uses a sample of 891 MS platform users and applies structural equation modeling based on the stimulus–organism–response and the consumption value theory.

The empirical finding revealed that rewards, recognition, reviews and ratings are the most influential factors driving perceived value. In addition, the results indicated that customized offerings and visually appealing experiences were the most critical factors affecting the state of impulsiveness. This study also highlights the negative impact of the ubiquitous nature of MS on impulse buying behavior, emphasizing the importance of providing consumers with tools to make informed decisions. This study demonstrates a significant positive relationship between perceived value and impulsiveness, influencing MS.

This study reveals generational differences in the impact of reviews and ratings on perceived value, which can inform businesses’ MS strategies. The results have implications for managers of international firms seeking to optimize their business strategies.

To the best of the authors’ knowledge, using structural equation modeling, this study is the first to conduct a comprehensive examination of marketing stimuli, impulsiveness and perceived value in MS platforms. It offers businesses strategic insights by identifying rewards, recognition and customized offerings as the key determinants of consumer behavior.

This study aims to propose and examine a research model where work engagement mediates the impacts of high-involvement work practices (HIWPs) on bank employees' turnover intentions. Specifically, the paper assesses: (a) the effects of empowerment, information sharing, rewards and training on work engagement and turnover intention, (b) work engagement as a mediator of the effects of these HIWPs on turnover intention (c) and functional competence as a moderator of the effects of these HIWPs on work engagement.

An online survey was employed to gather data from 343 employees working in commercial banks in Bangladesh. The authors applied partial least squares structural equation modeling to assess the aforesaid linkages.

Empowerment and information sharing increase bank employees' work engagement, while training and rewards reduce their proclivity to leave. Work engagement partly mediates the relationships of empowerment and information sharing to turnover intention. Functional competence moderates the relationship between three HIWPs (empowerment, information sharing and rewards) on work engagement.

The paper examines the association between HIWPs and turnover intention, which has been subjected to little empirical inquiry among bank employees during a crisis (e.g. Covid-19 pandemic). The paper provides new insights into the underlying mechanism linking HIWPs and turnover intention and highlights the moderating effect of functional competence. Additionally, the study offers new knowledge on the impact of the pandemic on bank employees' HIWPs. Finally, this paper used data gathered from bank employees in Bangladesh, which is an underrepresented Asian country in the extant service research.

The purpose of this study was to examine the antecedents and consequences of burnout among the Ethiopian Civil Service University and Kotebe Metropolitan University instructors in Ethiopia.

The study employed purely quantitative research and then used a cross-sectional survey design. Therefore, questionnaires adopted from the Maslach Burnout Inventory were collected from 158 university instructors.

The antecedents of burnout were a job, organizational and individual characteristics, whereas the consequences of burnout were job satisfaction, affective commitment and turnover intention. Work experience, educational status, job characteristics, organizational support and reward and recognition were reported as primary sources of burnout among instructors. Therefore, all the identified antecedents were correlated with burnout. Besides, turnover intention and affective commitment were the major consequences of burnout. Burnout partially mediated the relationship between the antecedents and consequences. Therefore, the antecedents directly impact burnout, but they also indirectly affect the consequences through burnout.

This study has a narrow geographical scope and is limited to a cross-sectional design. Therefore, a longitudinal study representing a large number of universities using mixed research is required to generalize about instructors' burnout in Ethiopia.

This study helps to familiarize scholars, universities and researchers with instructors' burnout in Ethiopia. More specifically, the results of this study help the Ethiopian Civil Service University and Kotebe Metropolitan University to recognize the antecedents and consequences of burnout among their instructors and help them take corrective measures to address the problems of their employees as well as to improve efficiency and quality of education to the community through eliminating the antecedents.

This study gives a better understanding of burnout and becomes good literature on the magnitude and relationship of the antecedents and consequences of burnout among university instructors in Ethiopia. Thus, it provides a conceptual basement for research on university instructors' burnout in Ethiopia.

This study aims to examine the influences of transformational leadership, job enrichment and recognition on employee job satisfaction in non-profit organizations.

An empirical study was conducted on employees working in United Malays National Organization (UMNO). Data was collected from 226 employees via self-administered questionnaires. The convenience sampling method was applied for participant selection, and data was analysed using Pearson’s correlation and multiple regression analysis via statistical package for the social sciences.

Job enrichment, transformational leadership and recognition were all found to have significant and positive relationships with job satisfaction.

The findings imply that job satisfaction will improve if managers are motivated to promote job enrichment, transformational leadership and employee recognition programs. These steps will augment the organization’s effort to design and implement the best strategies for enhancing employees’ job satisfaction.

This study elaborates on transformational leadership, job enrichment and recognition in relation to job satisfaction. The insights it provides are novel due to the lack of research on the combination of these attributes. The study’s model was tested on UMNO, a non-profit organization in Malaysia that plays a significant role in Malaysian politics. Hence, this study provides a valuable addition to the literature on Malaysia. The study’s model was supported by transformational leadership theory and social exchange theory, making it another significant contribution to the body of literature.