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This research aims to identify the intentions behind becoming an entrepreneur and the perception of entrepreneurial failure among different groups of students. There has been significant research discussing the motivations behind becoming an entrepreneur. However, such a research study is often focused on individuals who are already in the entrepreneurial process. Therefore, this research focuses on the understanding of the entrepreneurial process specified on the intentions of becoming an entrepreneur and the associated risk, in the context of a learning process.

The perspectives of students towards becoming an entrepreneur and their perception of associated risk are identified. A comparative exploratory case study method is used. Three cases developed in the light of empirical evidence consist of Business, Law and Science, technology, engineering and mathematics (STEM) students.

Major results show that the law and STEM students were on the same line in terms of motivational factors, such as being career driven. In contrary, the business students were more driven by personal factors such as leaving something behind and building something meaningful.

Whilst studies have attempted to understand entrepreneurial intentions, little work has considered students and their views on becoming entrepreneurs. Even with studies that looked at this subject matter, the focus was mainly business students. The authors build on previous work and construct the authors' views based on multi-disciplinary student base to know more about their intentions to become an entrepreneur. The science and law students were more influenced by external factors, whereas business students were focused more on their personal goals. Such classification of the diverse intentions based on student discipline opens a new and promising research avenue to better develop entrepreneurial education not only for business students but across all disciplines in higher education.

This study aims to empirically explore the effect of virtuous leadership on the individual performance of an employee in light of “institutional theory”, considering work engagement and subjective happiness as parallel mediators with specific reference to the banking sector in India.

The data were gathered through a survey questionnaire from bank workers employed in branches across central India. After the survey, 453 responses were accepted for analysis after excluding incomplete returns. Structural equation modelling (SEM) was used to test the hypotheses and validation of the proposed model.

The results revealed the integrated association of virtuous leadership and individual performance in relation to the Indian banking sector. This study also found a significant parallel mediating function of work engagement and subjective happiness in the positive relationship between virtuous leadership and self-assessed individual performance.

Individual performance was assessed using respondents' perceptions of their own performance. Though appropriate care was made to avoid procedural and statistical common method bias, the possibility of an exaggerated relationship between constructs and single-source could not be excluded.

The findings indicate that banks may benefit from a greater emphasis on virtuous leadership in both staff selection and leadership development programmes. According to the present research, employees who believe in the virtuous character of their leader feel more engaged and happier and exhibit better performance; this can help the efficiency of Indian banks.

The study significantly bridges the gap in current literature by explaining the mechanism of the effect of virtuous leadership on individual performance in the Indian banking sector. The study has also addressed the gaps in individual performance literature and has empirically established the layered connection.

Drawing insights from institutional theory, this paper aims to examine whether and to what extent banks have reconfigured their management control systems (MCSs) in response to growing institutional pressures towards sustainability, understood as environmental, social and governance (ESG) issues.

The authors conducted an exploratory study at the three largest Italian banking groups to shed light on changes made in MCSs to account for ESG issues. The analysis is based on 12 semi-structured interviews with managers from the sustainability and controls areas, as well as from other relevant operational areas particularly concerned with the integration process of ESG issues. Additionally, secondary data sources were used. The Malmi and Brown (2008) MCS framework, consisting of a package of five types of formal and informal control mechanisms, was used to structure and analyse the empirical data.

The examined banks widely implemented numerous changes to their MCSs as a response to the heightened sustainability pressures from regulatory bodies and stakeholders. In particular, with the exception of action planning, the results show an extensive integration of ESG issues into the five control mechanisms of Malmi and Brown’s framework, namely, long-term planning, cybernetic, reward/compensation, administrative and cultural controls.

By identifying the approaches banks followed in reconfiguring traditional MCSs, this research sheds light on how adequate MCSs can promote banks’ “sustainable behaviours”. The results can, thus, contribute to defining best practices on how MCSs can be redesigned to support the integration of ESG issues into the banks’ way of doing business.

Overall, the findings support the theoretical assertion that institutional pressures influence the design of banks’ MCSs, and that both formal and informal controls are necessary to ensure a real engagement towards sustainability. More specifically, this study reveals that MCSs, by encompassing both formal and informal controls, are central to enabling banks to appropriately understand, plan and control the transition towards business models fully oriented to the integration of ESG issues. Thereby, this allows banks to effectively respond to the increased stakeholder demands around ESG concerns.

Drawing on the job demands-resources (JD-R) model, this study aims to examine which job demands individuals with diagnosed mental illness perceive to be most challenging as they navigate the workplace, why this is the case and which resources individuals tend to mobilize to meet these demands.

The authors draw on 257 qualitative surveys filled out by individuals with mental illness in various parts of the world.

The findings show that job demands that are common in today's workplace such as a high workload and a stressful environment are considered challenging by individuals with mental illness. Further, the authors show that this is the result of the ideal worker norm consisting of the need to be a steady performer that is confident, resilient and social with which the performer cannot comply on the one hand and the particularities of this population, such as performers' self-perceived low self-esteem, sensitivity to stress, fluctuating symptoms and difficulties with the social aspects of organizational life on the other hand.

The study points to the unique challenges of individuals with mental illness in the workplace and highlights the role human resource management (HRM) can play in providing support to allow this population to meet the demands of one's job more easily and thrive at work.

Despite much attention being devoted to shared leadership, the negotiation of such arrangements remains underexplored. In parallel, the revival of interest in matrix structures reveals their challenges but neglects the dynamics of shared leadership. In this case study, the author analyzes the tensions experienced by senior managers of a healthcare organization transitioning from a hierarchical to matrix structure as they negotiate their leadership roles in this new arrangement.

The author interviewed 16 senior managers, observed their meetings and analyzed documents. These data were combined with secondary data including previous interviews and observations of this top leadership team. The author then conducted an inductive data analysis.

The author's analysis reveals that the tensions experienced by senior managers as they negotiate their roles reflect the co-existence of leadership surpluses (too much leadership) and deficits (too little leadership) in matrix organizations. The author argues that surpluses and deficits are not mutually exclusive but are interrelated and shows how leadership surpluses can create leadership deficits.

The author’s findings suggest that in contexts of leader abundance, actors should explore leadership voids. Particular attention should be paid to incidents of intrusion and exclusion, moments of transition and intense role negotiation, as those contexts are particularly conducive to leadership deficits.

While previous work on matrix structures focuses on leadership surpluses, the author discusses leadership deficits. The author explores how more leaders do not necessarily mean more leadership, but instead how more leaders may result in leadership voids.

The purpose of the present study is to contribute to the debate on innovative work behaviour (IWB). Employees are expected to exhibit innovative behaviour that can realize, sustain and implement new ideas. This study explores the role of workplace spirituality (WPS) in advancing employees' innovative work behaviour (IWB). Furthermore, this study investigates how employees' perceived working conditions moderate the relationship between WPS and IWB.

The sample comprised 516 employees working in different supply chain companies in India. The researchers used correlation, hierarchical regression analysis and the PROCESS macro in SPSS.

The results highlighted that the four measurements of WPS (Swadharma, a sense of community, authenticity and Lokasangraha) significantly predict IWB among employees of selected companies. Also, the results suggested the significant moderating effects of decision authority, social support and autonomy on IWB.

Drawing from broaden and build theory and theory of intangible resources, the present study demonstrates that WPS positively impacts the employee's IWB. Further, this paper also shows the moderating effects of three dimensions of perceived working conditions between WPS and IWB, which is under-explored in previous research.

This study aims to investigate the relationships between affective commitment (AC), innovative work behavior (IWB) and organizational socialization strategies (training, coworker support, understanding and future prospects) to ensure the viability and prosperity of businesses in Iraq.

The methodology includes demographic analysis, confirmatory factor analysis and structural equation modeling.

An analysis of survey data based on a random sample of participating employees shows that training, understanding and future prospects all significantly and positively affect employee AC. Coworker support does not significantly affect AC. Employees’ AC to their companies significantly positively affects their IWB. Employees’ AC to their companies significantly mediates the relationships between training, understanding, future prospects and IWB. Company practices regarding training, understanding, coworker support and future prospects do not affect employees’ IWB.

The authors conducted the study in Sulaymaniyah. The results may not apply to Iraq and other nations. Researchers from various industries and countries can evaluate the model. The research ignores company age, size and fit between individuals and organizations.

The study closes a research gap in organizational behavior by exploring the association between managerial socialization strategies, AC and creative work behavior in Iraq.

The purpose of this study was to examine the lived experiences of working mothers during the first year of the COVID-19 pandemic and assess their perceptions of the types of training opportunities that would help advance their careers as they navigated pandemic-related challenges.

In study 1, 53 participants responded to an online survey that included open-ended questions regarding the impact COVID-19 has had on their careers and desires they have for training to ameliorate these concerns. For study 2, 10 participants completed an interview that included open-ended questions regarding workplace changes and professional development/training opportunities since the pandemic.

Thematic analysis showed mothers facing several setbacks in their careers, including delays, loss of hours and wages, childcare stressors and strained or lost relationships with colleagues and supervisors. A small number of participants also reported some surprisingly positive experiences, such as a push toward career innovation. Participants reported little to no exposure to career development opportunities and expressed a desire for training for leadership and interpersonal connection in the workplace.

Although quantitative data have been helpful in identifying and quantifying growing gender gaps in work during the pandemic, the qualitative analyses the authors used highlight how recent difficulties encountered by working mothers risk a growing gender gap in work and career mobility as women in the leadership pipeline struggle with challenges. Further, the findings suggest ways that women in management can support the working mothers on their staff, including by suggesting ways additional training may address some concerns.

The objective of the study was to explore the factors influencing the career decisions of students doing the students' undergraduate (UG) and postgraduate (PG) programmes from urban private universities/colleges in the Indian context.

Career decision-making is determined by different factors and is contextual. The present study explores and identifies the prominent factors influencing career decision-making. A pool of 33 questions was developed, and these questions were initially administered to a sample of 233 students. Principal component analysis with Varimax Rotation identified salient factors. In the second study, confirmatory analysis was performed based on the opinion of 304 students.

The study shows that the student's career deciding factors include (1) career clarity, (2) career exploration, (3) career reward and recognition and (4) career initiative for professional and personal growth.

The study focussed on career-deciding factors for UG and PG students from urban universities/colleges in the Indian context and the findings can be used for planning career counselling interventions.

The literature on workplace ostracism lacks the integration of the antecedents and consequences of ostracism in a single study, hindering a holistic picture of how perceived workplace ostracism (PWO) emerges and subsequently hampering theoretical development and practical intervention. Based on this critical gap, we examine the effect of person-organization unfit and interpersonal distrust as potential antecedents of PWO, which we propose to affect employee silence. Furthermore, we highlight PWO as a mediator linking interpersonal distrust and person-organization unfit to employee silence. In addition, we further investigate the boundary condition of ethical leadership to address when the effect of PWO on employee silence can be potentially mitigated.

Survey data were collected from 242 service industry employees in the United Arab Emirates, and analyzed using PLS-SEM.

Both person-organization unfit and interpersonal distrust lead to PWO, increasing employee silence. Feeling ostracized serves as a mediator, linking interpersonal distrust and person-organization unfit to employee silence. Ethical leadership moderates this, reducing the ostracism’s impact on silence, showcasing its value in mitigating harmful workplace dynamics.

The study is useful for organizations and managers as it illustrates the causes and consequence of PWO and provides practical solutions.

This study is one of the scarce endeavors to holistically investigate workplace ostracism by testing its antecedents and consequence in a single model. Furthermore, it explores person-organization unfit as a novel antecedent of PWO.