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The star rating summarises the review content and conveys the message faster than other review components. Star ratings influence helpfulness of the reviews, and extreme reviews are considered as less helpful in the decision process. However, literature has rarely addressed variations in star ratings across product categories and variations between two online retailers. In this paper, the authors have compared the distribution of star ratings across 11 products and among the retailers.

Online reviews for 11 product categories have collected, and the authors compared the distribution of star ratings across 11 products and retailers. Correspondence analysis has been applied to show the association between star ratings and product categories for the e-retail firms.

The Amazon site contains proportionately more number of 1-star rated reviews than Flipkart. In Amazon reviews, few product categories are closely associated with 1-star and 2-star reviews, whereas no product categories are closely associated with 1-star and 2-star reviews in Flipkart reviews. The results indicate two distinct communication strategies followed by the firms in managing online consumer reviews.

The authors did not analyse data across demographic details because of access restriction policies of the websites.

Understanding the distribution of review characteristics will improve the consumer’s decision-making ability and using online review content judiciously.

This study’s results show significant insights on online retailing by providing cues in using shopping sites and online review characteristics of two prominent retailers.

This paper has brought out a distinct distribution pattern of online review between Amazon and Flipkart. Amazon allows a higher degree of negative contents, whereas Flipkart allows more number of positive reviews.

This study aims to compare online review characteristics, review length and review sentiment score between “organic” and “regular” food products. In addition, variations in the consumer sentiment scores across the review lengths are studied.

This study fits into the descriptive research design. From Amazon’s website, the consumer product reviews are scrapped. Using the text analytical package “sentiment” in R-Studio, we computed the sentiment scores and counted the number of words in each review. The mean sentiment scores and mean review length are compared for regular and organic products using one-way ANOVA. Sentiment score variation across review length and product class is studied through factorial ANOVA. Sample reviews of ghee and honey are used to test the hypotheses.

The review length shows a significant difference between the regular and organic products. The mean number of words in the regular products reviews is significantly lower than the mean number of words in the organic product reviews. The regular products’ mean sentiment score is significantly lower than the mean sentiment score of organic products. The mean sentiment scores are not consistent between ghee and honey. Sentiment scores are better for organic honey and regular ghee products. For regular ghee products, longer reviews result in lower sentiment scores. For regular and organic versions of honey, longer reviews are associated with better sentiment scores.

This study did not include the helpfulness of a review and the demographic data of the reviewers.

Sentiment scores’ variations across the regular and organic and product categories such as ghee and honey give a comprehensive feedback to the firms. It also indirectly communicates a brand’s evaluation by the consumers and the performance feedback for an upward extension like the organic category.

Studies on organic category give feedback for environment-friendly products and consumer attitude shift towards safer products.

Very limited studies have reported the upward line extensions. The authors study the upward line extension organic and associated sentiment scores variation. The role of review length and its systematic influence on the sentiment scores, variations in the review due to the product nature (organic/regular) are unique contributions of this study.

In the 21st century, spirituality is becoming an interesting phenomenon in the workplace and has been discussed by academicians, researchers, and practitioners alike. This growing knowledge offers important insights and calls for conceptual and empirical studies on workplace spirituality. Accordingly, the current research aims to examine how ethical leadership (EL) helps to foster workplace spirituality and job satisfaction (JS) in the information technology (IT) industry. Additionally, it investigates the mediating role of workplace spirituality and moderating role of self-efficacy (SE) in the relationship between EL and JS.

Using a cross-sectional design, the data were collected from 268 employees in the IT industry and analyzed on SmartPLS 3.2 using structural equation modeling.

The findings indicated that EL promotes a sense of spirituality and increases JS. Additionally, results suggested that workplace spirituality partially mediates, and SE moderates the relationship between EL and JS.

The results suggest that the top executives should work on identifying and developing ethical qualities to promote a sense of meaningfulness (workplace spirituality) and increase JS.

The research provides an important contribution to the academic literature by exploring the role of EL in fostering spirituality among employees and the moderation of SE on the relationship between EL and JS in the services industry.

The present study aims at investigating mediating–moderating effect of job satisfaction between structural empowerment and organisational citizenship behaviour.

The study was conducted using standardised questionnaires. Responses were gathered from 178 auxiliary nurse and midwives working in primary health care centres in Chirang and Kokrajhar districts of Assam. Census method of data collection was adopted. The mediating–moderating effect of job satisfaction was assessed using the structural equation modelling.

Structural equation modelling result shows that structural empowerment has significant and positive effect on job satisfaction (0.68) and organisational citizenship behaviour (0.37). Job satisfaction has significant and positive effect on organisational citizenship behaviour (0.39). Job satisfaction significantly mediates-moderates (0.23) between structural empowerment and organisational citizenship behaviour.

Given the only female auxiliary nurse and midwives and comparatively small sample obtained in this study, no attempt should be made to generalise these findings to other nurses or organisations. All data were obtained through a self-report survey, presenting a possibility for common method bias.

Promoting structural empowerment may help medical officer (supervisor) to increase auxiliary nurse and midwives’ level of job satisfaction and promote organisational citizenship behaviour.

This is the first study conducted on the mediating–moderating effect of job satisfaction on the relationship between structural empowerment and organisational citizenship behaviour among auxiliary nurse and midwives workings in rural and semi-urban areas in Assam (India).

The purpose of this study is to examine the effects of shared transformational leadership and its components on team viability and team satisfaction through the mediating processes of workplace spirituality and team trust, the emergent states of team processes.

This study is based on software project teams working in India’s information technology sector. The study adopts a cross-sectional research design to investigate the relationships between the study’s constructs.

This study shows varying effects of the components of shared transformational leadership on team viability and team satisfaction. The study has shown empirical evidence for the mediating role of workplace spirituality in the relationship between shared transformational leadership components and team effectiveness components. This study reveals the intervening roles of workplace spirituality and team trust in the relationship between shared transformational leadership as a unidimensional construct and team viability and effectiveness.

Team rewards and team autonomy can cultivate a sense of community and trust among team members. Team trust facilitates autonomy, and workplace spirituality helps develop connectedness among team members.

This study has contributed to the research discourse on team effectiveness by demonstrating that workplace spirituality and team trust act as mediators in the relationship between shared transformational leadership and team effectiveness. This study has shown the relative strength of the effects of the components of shared transformational leadership on workplace spirituality, team viability and team satisfaction.

The purpose of this paper is to investigate the extent to which workplace spirituality (WPS) is related to hospitality supervisors’ organizational commitment (OC) and intention to quit (ITQ), examined through the lens of self-determination theory (SDT).

Based on survey data collected from 190 supervisors employed by a large US hospitality organization, the relationships were examined using confirmatory factor analysis, second-order factor analysis and structural equation modeling.

The results of this study suggest that three dimensions of WPS (i.e. meaning and purpose in their work, sense of community and alignment with organizational values) are positively related to OC and negatively related to ITQ. Moreover, these supervisors’ OC fully mediates the negative relationship of WPS to ITQ.

This study tests the validity and reliability of three WPS dimensions in the hospitality environment. It also provides a theoretical perspective through SDT for explaining how WPS impacts employee work attitudes, which can be used to guide future studies.

Hospitality organizations can benefit from the insights of this research into how WPS can increase the commitment and retention of supervisors, who in turn positively impact front-line workers and customer service quality delivery.

This study provides additional implications for SDT and offers new insights into the emerging field of WPS scholarship. While other studies have tested relationships related to involving these WPS variables, a scarcity of research has been offered in hospitality or with a theory-based explanation of these relationships.

The study aims to investigate the roles of trust and team cohesiveness as mediating variables to transmit the effect of transformational leadership dimensions on job satisfaction.

The study employs a quantitative approach with 405 respondents as the samples. The respondents are teachers and staff of schools in East Java, Indonesia. The data are analyzed using partial least square (PLS).

Trust and team cohesiveness fully mediate the relationship between idealized influences on job satisfaction. Besides, idealized influence, inspirational motivation and individualized consideration directly affect job satisfaction.

The relationship between transformational leadership and employee job satisfaction in educational institutions has been rarely explored. The study contributes to the literature on the role of trust and team cohesiveness in transmitting the effect of transformational leadership dimensions on job satisfaction of school employees.

To increase employee job satisfaction at schools, principals need to be highly concerned about trust in the leader–follower relationship. Therefore, principals are responsible for responding to the followers' needs and aspirations and caring for followers.

The significance of the result findings lies in the detailed model that transmits the direct and indirect effect of the transformational leadership dimensions on job satisfaction.

The COVID-19 pandemic has greatly impacted work, leading to the adoption of remote work practices and changes in power dynamics and trust. Although managing remote work has received much attention, the impact of the quality of work life on the effectiveness of hybrid workplaces has been less studied. This study aims to examine the relationship between quality of work life and psychological capital among organizational leaders using an artificial neural network (ANN) model.

This study used a cross-sectional quantitative methodology. A structured questionnaire was used to collect 268 responses from organizational leaders using the convenience sampling method. The data collected were analyzed using the ANN model in the Python interface.

The ANN model training and testing revealed that there is a positive relationship between the quality of work life and psychological capital among organizational leaders. The R-squared values for hope, efficacy, resilience and optimism were 85.19%, 82.08%, 78.55% and 81.08%, respectively, in the training set, and 81.30%, 78.95%, 76.52% and 71.41% in the testing set.

To the best of the authors’ knowledge, no previous research in the context of studying the relationship between quality of work life and psychological capital among organizational leaders using the machine learning approach – ANN model.

This study aims to gain insight into how employee psychological and human resource (HR) practices impact employee work engagement behavior. In addition to that, the research model of this study has tested the moderating relationship of affective employee commitment between employee work engagement and sustainable employability.

The research model is empirically tested with data set of 311 responses retrieved from an employee working in private organizations. Sample size of this study is computed with prior power analysis. Data were analyzed with partial least square-based structural equation modeling (SEM).

Findings of the SEM revealed that altogether psychological well-being, psychological empowerment, HR compensation, HR training, transformational leadership and job enrichment have explained R² 66.1% variance in employee work engagement. Concerning individual impact size psychological well-being has shown medium level effect size (f²) in measuring employee work engagement. However, all other exogenous variables have shown a small effect in determining employee work engagement. The moderating effect of commitment is confirmed in such a way that the relationship between employee work engagement and sustainable employability will be higher when affective commitment is higher.

This research has synthesized HR literature into four core dimensions of HR practices and, hence contributes to HR literature. Similarly, this research contributes to well-being theory while integrating employee psychological well-being into the research model. For HR practitioners this research revealed that psychological well-being, psychological empowerment, affective employee commitment, transformational leadership, HR compensation and HR training are core factors, which influence employee behavior toward work engagement and sustainable employability.

The current research is unique as it investigates sustainable employability phenomenon with an integrated research model that combines employee psychological and HR factors. The concept of sustainable employability is less studied, and therefore this research fills the research gap in this context.

Groupthink happens in-group decision-making processes whereby members of a group prematurely arrive at a decision that may indicate consensus but for the aim of protecting group harmony. This limits the contributions of the individuals' talents, ideas, competences and experiences to more effective decisions. Although there are a number of studies on predictors (forecasters) of groupthink, they do not consider the influence of the African cultural aspects of collectivism, high power distance and tolerance on groupthink that may characterise the decision-making context in African settings. It is in that context that this case study analyses groupthink in a public sector organization in Tanzania.

This paper unveils the presence of groupthink predictors that can affect the quality of decisions made in groups within the Tanzania context. The study was conducted in one of the public institutions in Tanzania that is under the Ministry of Home affairs. The study population included Directors, Managers, Heads of units, District registration officers and other officials as shown in Table 1. These are the people who participate in decision-making processes in the organization and were drawn from different offices of the organization including the headquarter office, Kibaha Data centre, District Registration offices from different regions including Dares Salaam, Coast region, Arusha, Mtwara, Mwanza, Manyara, Mbeya, Singida, Dodoma, Geita, Lindi and Njombe – these 12 administrative regions are among the 27 regions that make up the Tanzania mainland. Through simple random and purposive sampling methods, a total of 97 participants participated effectively. The criterion for participation being participants must have been involved with at least one decision-making group experience. The choice of the organization was done on the basis that it is a relatively a new institution of importance; it was also possible to get from it the needed data.

The results of the study show that there is the presence of groupthink predictors of high trust, conformity and promotional leadership in decision-making groups in the organization. Furthermore, the diversity of group members alone indicates to be insufficient reason to avoid Groupthink. It is suggested that other important factors might be at play in group decision making including the influence of African cultural characteristics.

This study was limited to only one institution. For a study of this nature to be undertaken access to data could be a very significant problem. Limiting it to one organization we are familiar with made it a bit easy to achieve access.

Group decision making and groupthink are rarely in discourse in Africa. Tanzania is not isolated from the world, and being a country that unity is a cultural tenet that is promoted at every level from the family to national level (Rwegelera, 2003; Tripp, 1999) effects of groupthink is reasonably conspicuous because of the inbuilt national culture that has shaped people to be tolerant and accepting of different perspectives, ethnic groups, religious and races (Tripp, 1999). The same tolerance and acceptance may be transferred to decision-making groups and easily cause the occurrence of groupthink that can affect the quality of decisions made.

The Tanzania government has dedicated itself to putting strict measures to prohibit unethical and erroneous decisions that cost the nation including reducing employees' misconduct. The findings of this study indicate that there are hidden aspects like groupthink that are not reached by those measures yet ironically impacts the decisions made in organizations and in turn costs organizations and the country at large and calls for the government and its institutions together with the private sector to be awakened and alerted if they are dedicated and concerned about the quality of decisions they make.

This is an original research work building on previous research. Some findings on groupthink and implications have Western origins. In Africa, we need to figure out what is making the continent not to make significant steps to change the social-economic environment. This study highlights to both African academics and leaders with no management background to make them understand groupthink as a phenomena that has implications to quality decisions. It will also prompt similar studies and therefore widen understanding on decisions making.