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The purpose of current study was to investigate the impact of supervisor support on Knowledge Sharing Behavior through psychological well-being, psychological ownership, and Alturism. The study also took mindfulness as first path moderator in the relation to supervisor support and psychological well-being, and psychological ownership.

Positivism research philosophy followed by the deductive approach is followed to meet the objectives of the current study. A total of 219 employees from the telecom sector were identified as the respondents of the study. A purposive sampling technique was used to collect the data through self-administrated questionnaires. Exploratory and confirmatory factor analyses were used through AMOS to generate the results and test hypotheses.

The results suggested that supervisor support significantly contributes to the achievement of the knowledge-sharing behavior of employees with the chain of mediation, i.e. psychological well-being, ownership and altruism. Similarly, the moderating role of mindfulness is significant in the relationship between supervisor support and psychological well-being.

Although a number of researchers have studied the link between supervisor support and other employees related attitudinal and behavioral outcomes, few have explored the roles of psychological ownership, well-being and altruism in the relationship of knowledge sharing behavior. This study thus posits a novel sequential mediation and moderation mechanism, based on the social exchange theory, through which supervisor support is translated into knowledge sharing behavior.

Organizations take a more oriented approach to the management of business processes since business processes are core elements of organizational performance. The purpose of this study is to bridge certain knowledge, theoretical, literature and contextual gaps that have not yet been addressed, in line with the organizational approach. The current study is also carried out in order to satisfy the needs of the industry for sustainable development that lead to economic prosperity in the country.

Positivism research philosophy was espoused followed through a deductive approach. A structured questionnaire was used in order to collect the data from the employees working in public-sector organizations with a purposive sampling technique. In total, 364 respondents’ data were analyzed by using Analysis of a Moment Structures guidelines and tested the sequential path accordingly.

The results suggested that authentic leadership through sequential mediation of relational identification and positive emotions had a significant impact on employee engagement. Overall, three hypotheses were formulated on the basis of literature, and all hypotheses were supported.

The first significant limitation is the use of a single source of information. All variables (authentic leadership, employee engagement, gratitude, happiness and compassion and relational identification) were asked to be reported to individuals. In addition, the current study took only three positive emotions (gratitude, happiness and compassion). There are, however, a number of other emotions that can be taken to identify the relationship between authentic leadership and employee attitude.

The plethora of research seeks to identify mechanisms that can overcome the challenge of employee engagement in the organizational sphere. To this end, organizations are continually identifying and implementing strategies to enhance employee engagement. Recently, the adoption of a bottom-up approach identified as a potential contributor to increasing employee engagement. It has also meant that authentic leadership is the best source of support for a bottom-up approach. However, limited research has been identified in relation to authentic leadership and positive employee emotions.

Knowledge management (KM) implementation is the ideal solution for enhancing employee’s abilities like mental health and performance. This study aims at testing the impact of KM mechanism on personnel’s mental health at the Iran University of Medical Sciences.

The study is a descriptive, correlational and applied one. The library and field studies have been used to collect data through the questionnaire. The proposed model and the data have been analyzed using Smart PLS software. A questionnaire has been conducted by an arbitrary sampling method.

The results have shown that the main factors of KM have a direct, meaningful positive impact on innovation. Besides, the critical parameters of KM success, strategy and process have a significant and direct positive effect on the tendency for knowledge-sharing behavior. Further, the direct relationship of the trend for knowledge-sharing behavior with the mental health of employees has positively been confirmed. The results have also indicated that psychological empowerment has a positive and significant effect on the mental health of employees.

This study has investigated the four parameters (i.e. key factors for KM success, KM strategy, KM processes and psychological empowerment) impacting the knowledge-sharing intention, conduct of the people and the mental health of the employees. Scholars can investigate other personal and organizational parameters such as probable backgrounds of the knowledge-sharing intention, conduct and the mental health of the employees.

These findings will be essential in the understanding of the interplay among various signals in theory and the understanding of patients’ choices in the electronic health (e-health) community in practice. The results have implications for existing health management and e-health literature. The present paper will help policymakers, healthcare executives and project managers to effectively set their operations and make them maintainable, prevent unpredicted obstacles and better allocate their resources. Overall, the result of this paper will guide researchers who are working in the field of e-health.

The findings can develop robust knowledge-sharing platforms and offer insightful suggestions for management practitioners in emerging markets.

Emerging markets are witnessing rapid changes in their economy owing to the ongoing liberalization and globalization. India, as one of the emerging markets in south Asia, is also experiencing a dramatic change in its business ecosystem. This poses huge opportunities to the companies, both start-ups and established ones. In this direction, the business model innovation offers a strategic renewal mechanism. The study aims to explore the practices of an online transport network company (OLA) creating a distinctive place for itself in Indian taxi service sector.

Methodologically, an exploratory case study of an India-based online transport company (OLA) business model innovation is reported.

This paper reveals that OLA has been able to gain competitive advantage in the Indian emerging market by developing an innovative business model with its distinctive features of personalised customer service, asset sharing, usage-based pricing, collaborative ecosystem, agile and adaptive organising and successful expansion strategies.

This study adds to current knowledge concerning the theoretical foundations and antecedents of business model innovation as a competitive advantage. The paper is explorative in nature because the analysis is mostly based on literature review. Furthermore, in consideration of the analysis of business model of a single company, further research is required to generalize the results.

The understanding of the intricacies of business model innovation can be of great concern to existing and prospective managers and entrepreneurs of emerging markets.

The paper discusses the features of innovative business models and how firms can make their business models more relevant to the competitive markets. As such, the study is hopeful to aid practitioners engaged in the pursuit of beating the competition with innovation driven business models.

Sustainability failures have increased the pressure for manufacturing firms to come up with innovative solutions to resolve the sustainable matters. Drawing on the resource-based theory, the purpose of this study is to examine how supply chain visibility moderates the effects of sustainable practices on sustainable performance.

The data employed in the current work were collected from 355 small and medium manufacturing firms in Pakistan using a structured questionnaire. The structural equation modelling was applied to the collected data with AMOSS-23 and SPSS-25 package

The results show that sustainable practices (for manufacturing, procurement and distribution) significantly influence the firm's sustainability performance, and this relationship is moderated by supply chain visibility.

Sustainable practices are necessary for small and medium enterprises to achieve sustainable performance, but the previously under-explored moderating effect of supply chain visibility generally indicates that sharing information for learning, sensing and co-ordinating activities plays an intensifying effect.

Innovation has become a necessity for the information technology (IT) sector, especially during COVID-19 pandemic. Therefore, this study aims to investigate how knowledge sharing affects employees’ innovative work behavior (IWB). Specifically, the study examined occupational self-efficacy (as mediating mechanism) and entrepreneurial leadership (as boundary condition) to encourage IWB.

The study used social media platforms to collect data from 270 employees working in the IT sector through “google forms” on convenience basis between March and August, 2021. The study applied structural equation modeling in two stages to examine the measurement model (for uni-dimensionality) and the structural model (for hypotheses testing).

The study noted that knowledge sharing positively affects employees’ IWB and occupational self-efficacy positively explains this association. In addition, employees’ perception of entrepreneurial leadership strengthens the association between knowledge sharing and IWB.

The study collected data from a developing country during COVID-19 by using a cross-sectional design that may restrict causality. However, the findings suggest the management not only encourages knowledge sharing environment but also engages employees in various training that motivate them to experiment with new ideas and techniques.

This study extends the existing literature on knowledge sharing and IWB by exploring occupational self-efficacy as mediating mechanism and entrepreneurial leadership as a boundary condition.

The paper aims to examine the level of agricultural credit by commercial banks and the determinants that influence the commercial banks to the increased level of agricultural credit through the pressures of the institutional environment.

The study selects seventeen sample commercial banks following the market capitalization method and investigates a total of 85 annual reports during the period from 2013 to 2017. The study conducts a pooled regression to conclude the proposed hypotheses.

The present study finding indicates that the average of agricultural credits to total credits is 2.25% among the sample commercial banks. The study finds a positive significant association between board gender diversity, foreign director, management team and agricultural credit. Furthermore, the study has found that the role of the deposit in enhancing agricultural credit is positive. On the other hand, the association between independent directors, profitability and agricultural credits is negative.

The study is based on secondary data with five firm-year observations of commercial banks. The study finding is based on commercial banks, so it should not be generalized to non-bank financial institutions.

The study emphasizes policymakers’ attention towards the level of agricultural credit and determinants that influence the level of agricultural credit by commercial banks in emerging markets.

The key contribution of the study is to focus on the reformist role of the determinants in promoting the increased level of agricultural credit in the emerging markets.

This study aims to investigate individual-related consequences of workplace bullying among the health-care section. Specifically, this study examined the mediating role of burnout between workplace bullying and nurses’ well-being. Moreover, passive avoidant leadership is examined as a conditional variable between workplace bullying and burnout.

This study collected data from 314 nurses working in various hospitals through a questionnaire-based survey using Google Form in two waves.

Structural equation modeling confirmed the negative effect of workplace bullying on nurses’ well-being, whereas burnout mediates this relationship. In addition, passive avoidant leadership was identified as a conditional variable that strengthens the positive association between workplace bullying and burnout.

Although data for the study were collected in two waves, still cross-sectional design limits causality.

This study suggests management to focus on developing and implementing counter-bullying rules to avoid the adverse consequences of workplace bullying (e.g. capital loss, recruitment costs, burnout, well-being, etc.). In addition, leaders/supervisors must be trained to fulfill their responsibilities to reduce negative consequences.

Studies on workplace bullying in high-power distance cultures are scant. Therefore, drawing upon conservation of resource theory, to the best of the authors’ knowledge, this is the first study that has investigated the moderating role of passive avoidant leadership on the association between workplace bullying and burnout.

This study aims to investigate how abusive supervisor affects knowledge hiding (KH). Specifically, this study investigates employee silence as a mediating mechanism between abusive supervision and employees’ KH. Further, psychological ownership is examined as a buffer between abusive supervision and employee silence.

KH has become a major issue for both manufacturing and service sectors. Therefore, this study collected data from 322 employees working in manufacturing and service sectors through “Google Forms” during COVID-19. The respondents were contacted through LinkedIn platform between January and July 2021.

This study noted that when employees working in high-power distance cultures perceive their leaders/supervisors as abusive, they avoid confrontation and engage in silent behavior, which positively affects their KH behavior. However, employees with a high level of psychological ownership are less likely to respond to their abusive supervisors through silence because such employees feel a greater sense of belongingness and prefer to benefit their organization.

This study used a cross-sectional design that restricts causality. However, the findings of this study suggest management to focus on leadership style to minimize KH at the workplace.

To the best of the authors’ knowledge, this study is the first to explore the underlying mechanism (employee silence) and boundary condition (psychological ownership) to explain the association between abusive supervision and KH.

Nurses' turnover intention has become a major issue in developing countries with high power distance cultures. Therefore, the authors attempt to investigate how turnover intention among nurses' can be reduced through paternalistic leadership (PL). The authors further investigate the mediating role of job satisfaction between the associations of benevolent, moral and authoritarian dimensions of PL with turnover intention. Finally, the authors examined perceived organizational support (POS) as a conditional variable between job satisfaction and turnover intention.

The authors collected data from 374 nurses working in public and private hospitals of high power distance culture using a questionnaire-based survey on convenience basis.

Structural equation modeling confirms that benevolent and moral dimensions of PL positively affect nurses' job satisfaction which helps them reduce their turnover intention. While the authoritarian dimension of PL negatively affects job satisfaction to further enhance their turnover intention. In addition, the authors noted POS as a conditional variable to trigger the negative effect of job satisfaction on turnover intention.

The authors used a cross-sectional design to collect responses and ensured the absence of common method variance through Harman's Single factor test.

This study identified the mechanism (job satisfaction and POS) through which benevolent, moral and authoritative dimensions of PL predict turnover intention among nurses working in high power distance culture.

護士有離職意向，在擁有高權力距離文化的發展中國家，已成為一個重大的問題。因此，我們擬探討如何可以透過採用家長式領導、把護士離職的意欲減低，繼而研究工作滿足感，在離職意向與家長式領導中仁慈、道德和獨裁這三個層面的關係中所起的中介作用。最後，我們就組織支持感，作為是工作滿足感與離職意向之間的一個條件變數，進行了研究。

本研究透過採用在便利的基礎上進行的問卷調查，從374名在高權力距離文化的公營和私營醫院內工作的護士取得數據，進行分析。

結構方程模型證實了家長式領導中的仁慈和道德這兩個層面，會對可減低護士離職意欲的工作滿足感，產生積極的影響。家長式領導中的獨裁層面、則會對護士的工作滿足程度產生負面的影響，繼而增強其離職意欲。而且，我們確認了組織支持感是一個會增強工作滿足感與離職意向之間負相聯的條件變數。

我們以橫斷面的設計法來收集回應，並透過採用哈曼 (Harman) 的單因素檢定法，來確保共同方法變異不會存在。

本研究確定了一個 (工作滿足感與組織支持感) 機制，透過這機制，家長式領導中的仁慈、道德和獨裁這三個層面可預測於高權力距離文化工作的護士的離職意向。