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The purpose of this study is to examine the relationship between leader-signaled knowledge-hiding behavior (LSKH) and employee organizational identification (OI) with self-interest climate perceptions (SIC) as a mediator. This study also takes into consideration the impact of individual differences (i.e. employee trait of agreeableness) in shaping these relationships.

Two-wave data were collected from a sample of employees working in service industry companies in Egypt (N = 305). The mediation model (model 4) and the moderated mediation model (model 14) were tested using the statistical package for the social sciences PROCESS macro. The indirect effect of LSKH behavior on employee OI was examined using the bootstrapping approach (n = 5,000) with 95% confidence intervals (CI) for the indices.

Findings show that LSKH behavior has a negative impact on employee OI through SIC perceptions. Additionally, a moderation analysis indicates that the employee trait agreeableness strengthens the negative relationship between SIC and OI as well as the indirect relationship between LSKH behavior and employee OI.

While previous studies mainly focused on employee knowledge-hiding behavior, this study extends this nascent stream of literature by investigating the impact of this behavior at the leader’s level in the Egyptian cultural context. The results provide insights into the consequences of this type of behavior on important outcomes, namely, SIC and OI.

Argues that cultural influences may not only affect a professional’s implicit concept of what constitutes effective practice, but may also affect researchers’ explicit theories. Suggests that this means that many HRD practices, processes, procedures and language are specific to cultures. Explores some of the reasons underlying the increasing importance placed on cultural issues by multinational companies, touching on a number of theoretical and epistemological debates. Draws no firm conclusions but attempts to locate various positions and boundaries on the universalism‐relativism continuum.

The purpose of this paper is to provide insight into the emotional or affective mechanisms that underlie the relationship between employees’ perceptions of corporate social responsibility (CSR) and employee attitudes and behaviors. Drawing on affective events theory (AET), this study examines a sequential mediation model in which CSR perceptions influence positive affect (PA) at work which leads to employee engagement in the creative process that, in turn, affects employee creative behaviors.

Two-wave data were collected from a sample of employees working in the telecommunication sector in Egypt (N=208). The collected data were analyzed using structural equation modeling.

The study found a positive association between CSR perceptions and employee creative behaviors. The results also showed that CSR perceptions have induced PA, which, in turn, led to greater level of engagement in the creative process and eventually led employees to exhibit creative behaviors.

This is one of the first studies to use AET as a conceptual framework to explain the positive association between CSR and employee positive work outcomes (i.e. creativity). By integrating AET with CSR and employee outcomes literatures, this study contributes to the available knowledge regarding the affective or emotional mechanisms through which CSR perceptions could affect employee work behaviors.

The purpose of this paper is to explore the relationship between managerial values and preference for hiring of low caste and female job candidates in the context of the six decades of affirmative action in India.

A sample of managers from India filled in a questionnaire indicating their beliefs and values concerning the Indian reservation system, social activism and minority employment. Subjects also made hiring choices in a simulated decision environment.

Findings indicate that managers were marginally in favour of hiring minority candidates and that their values and beliefs concerning minority employment of low caste and female job candidates were mixed.

The study used self‐reported questionnaires, and the sample size was small. Future studies are recommended to overcome the limitations.

Managers responsible for making hiring decisions should be trained and educated in the need for equity, justice and diversity in the workplace.

This investigation provides empirical evidence linking managerial beliefs and values to hiring preferences of minority job candidates.

This paper explores this relationship between the individual values of managers and human resource (HR) decision‐making.

Questionnaire data were collected from a total of 340 line managers from both Ireland and Canada. The questionnaire instrument comprises three components: Rokeach's instrumental and terminal values instrument; two HR related decision scenarios; and demographic and human capital data.

The results provide modest support for the proposed model that individual values affect HR decision‐making in that capability values were shown to be a significant positive predictor of the importance of health and safety, and peace values were a significant positive predictor of the importance of employment equity.

The findings emphasise the need to simultaneously examine both individual values and organisational factors as predictors of HR decision‐making. Future work should examine the psychometric use of value instruments.

The study underlines the fact that managers need to be aware of the fact that their own values influences how they make decisions. Attention to the values concept amongst managers will improve comprehension of the decision‐making process within organizations.

The value of the paper lies in the fact that the effect of individual values on decision‐making has been under‐researched in the literature.

The purpose of this paper, in the context of the employment equity (EE) field, is to explore the relationship between individual values/beliefs and simulated hiring decisions of minority candidates in Canada, France and Ireland.

Individual values/beliefs were elicited using Likert type scales; subjects responded to a series of simulated hiring scenarios.

The link between individual value and belief systems and EE‐related HR decision making on recruitment of minority candidates is modestly supported by the findings presented here. The values/beliefs of students from leading business schools influenced, if in part, their simulated hiring decisions on minority candidates presented in the scenarios. National context also matters as EE institutions differ at the societal level of analysis.

The subjects were business school students of limited work experience addressing scenario situations, not practicing managers making real hiring decisions. The use of self‐reports leads to the usual issues related to common method variance, the consistency motif, social desirability bias, and so on and we note the limits due to the reverse ecological fallacy. Research findings provide modest support to this argument but should be treated with caution.

Individual values and beliefs matter in HR decision making on recruitment of minority candidates.

Much EE research focuses on antecedents of values/beliefs; this paper is one of a handful of investigations that attempts to establish possible outcomes of values/beliefs towards EE.

The aim of the present study is to perform bibliometric analysis on available literature on the subject of cultural diversity in the tourism sector. The Scopus database is used to retrieve the research article data and 133 articles were fetched over a period of 33 years (1988–2021). The further analysis is performed using and Biblioshiny tool package of R programming language and VOSviewer. The findings for study not only reveal the trends of publications but also produced the information on most influential authors, journals, and universities which are actively contributing to the subject of cultural diversity in tourism. Various network graphs are also generated using software to draw meaningful conclusions. The present study will not only aid future investigators in understanding the past developments on the subject of cultural diversity in tourism but also help industry professionals in formulating better strategies and tactics keeping in mind the cultural dimension of tourism. The present study is a maiden attempt to perform the bibliometric analysis on the subject of cultural diversity in tourism.

This paper examines the mediating role of manufacturing strategies in the relationship between competitive strategies and firm performance.

This study gathered 250 responses from firms in a developing country's key manufacturing sectors, including mechanical, electronics, automotive, textile and food. First, descriptive statistics were applied to fix outliers like respondent biases, missing values and normality issues. Second, exploratory factors analysis (EFA) ensured data adequacy and homogeneity through Kaiser–Meyer–Olkin (KMO) and Bartlett tests. Finally, confirmatory factors analysis (CFA) was used to identify the interactions (direct, indirect and total effects) between latent variables representing manufacturing strategies (quality, cost, delivery and flexibility), competitive strategies (cost-leadership and differentiation) and firms' performance (sales growth and profitability). In total, two structural equation modelling (SEM) models (SEM-I, SEM-II) were created to test the hypotheses.

Of the 40 items identified by the literature review, four were outliers, and three could not satisfy the EFA criteria (eigenvalue >1). Only 33 items could therefore reach CFA. SEM–I and SEM-II study results found no direct relationship between competitive strategies and firm performance (−0.03 = β = 0.08; p > 0.05). However, the findings revealed that cost-leadership could be an appropriate strategic choice and improved firms' performance if the quality and delivery are focussed (0.20 = β = 0.87; p < 0.001). While competitive strategies impact manufacturing strategies positively, the latter is only a mediator between the cost-leadership strategy and the firms' performance.

This research shows that the cost-leadership approach currently seems viable; however, flexibility and cost requirements were not satisfied due to infeasible product differentiation. These results will be beneficial to executives interested in investing in India's industries.

Sultanate of Oman witness a long summer with mostly clear blue skies and typically higher ambient temperatures as seen in other GCC countries. This type of environment warrants the use of high capacity and reliable air conditioning systems, both at resident buildings and vehicles. During summer, cars parked directly under the sun, experience a very high temperature rise inside its cabin in the range of near to 50 °C. This high cabin air temperature often causes thermal discomfort to passengers entering the parked car and also has a serious impact on the cars air-conditioning systems, as it takes longer time to bring back the thermal comfort inside the cabin. The studies also revealed that the high cabin temperature often causes health hazards to occupants, especially to infants. Current research paper, reports an experimental study carried out on a parked car, with instrumentation to identify the various the temperature zones inside the car cabin. This experiential study is aimed to improve the thermal comfort inside the cabin through solar powered cabin air ventilator for effective management of cabin air temperature. The study was carried on a chosen vehicle parked at a set direction and location exposed to day long sunlight at Muscat for considerable period of time. Firstly, the study identified the various temperature zones inside the car cabin and ventilation driven with a 10 Wp solar panel was developed to accomplish the required air exchange inside the cabin, along with continues instantaneous heat rejection through steady air exchange between inside and outside environment. A simple ventilator was developed by means of two fans which drove out the hot trapped air and a secondary fan to cool down the temperature inside the car by providing fresh air for limited time. The experimental investigation showed that the vehicle cabin temperature was typically 10 °C lower when ventilator was turned on. On a typical day on month of May, the cabin air temperatures was approximately 21 °C higher than the ambient air temperature, while with the developed ventilator the difference between the cabin and outside air temperature was reduced by 50% approximately. With the ventilator in operation, it was observed that time taken to reduce the cabin air temperature through vehicle air conditioning system to a satisfactory level was much quicker; typically it took less than the half of the time compared to those values tested without ventilator. Thus indicating, the power saving potential of the developed system as the desired level of thermal comfort can be achieved within the shorter period of time. The reduction in time taken to cool down the cabin temperature to the acceptable limits has direct two fold effects; firstly, the fuel consumption for cooling purpose is reduced and secondly, increased thermal comfort level inside the cars cabin. However, the temperature drop pattern was not similar all around the cabin, due to the varied level of cabin sunlight exposure. Temperature drop at the front of the car was lower than in middle and rear of the car. From the study it can be concluded that, with solar powered ventilator, the temperature inside the car was nearly 10 °C lesser compared to cabin without ventilator and it also helps in to bring back the thermal comfort inside the cabin nearly within half time vis-à-vis cabin without ventilation.