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Social development is the ultimate goal of every nation, and climate change is a major stumbling block. Climate Risk Index has documented several climate change events with their devastations in terms of lives lost and economic cost. This study aims to link the climate change and renewable energy with the social progress of extreme climate affected countries.

This research used the top 50 most climate-affected countries of the decade and estimated the impact of climate risk on social progress with moderation effects of renewable energy and technology. Several competing panel data models such as quantile regression, bootstrap quantile regression and feasible generalized least square are used to generate robust estimates.

The results confirm that climate hazards obstruct socioeconomic progress, but renewable energy and technology can help to mitigate the repercussion. Moreover, improved institutions enhance the social progress of nations.

Government should improve the institutional quality that enhances their performance in terms of Voice and Accountability, Political Stability and Absence of Violence, Government Effectiveness, Regulatory Quality, Rule of Law and Control of Corruption to increase social progress. In addition, society should use renewable energy instead of fossil fuels to avoid environmental degradation and health hazards. Innovation and technology also play an important role in social progress and living standards, so there should be free hand to private business research and development, encouraging research institutes and universities to come forward for innovation and research.

The ultimate goal of all human struggle is to have progress that facilitates human beings to uplift their living standard. One of the best measures that can tell us about a nation’s progress is Social Progress Index (SPI), and one of many factors that can abruptly change it is the climate; so this study is an attempt to link the relationship among these variables and also discuss the situation where the impact of climate can be reduced.

Although social progress is an important concept of today’s economics discussion, relatively few studies are using the SPI to measure social well-being. Similarly, there is consensus about the impact of climate on people, government and crops but relatively less study about its overall impact on social progress, so this study attempts to fill the gap about the relationship between social progress and climate change.

The main contribution of this study is the solution for the impact of climate risk. Climate risk is not in human control, and we cannot eliminate it, but we can reduce the negative impacts of climate change. Moderator impact of renewable energy decreases the negative impact of climate change, so there is a need to use more renewable energy to mitigate the bad consequences of climate on social progress. Another moderator is technology; using technology will also mitigate the negative consequences of the climate, so there is a need to facilitate technological advancement.

This paper aims to examine the mediating effect of work engagement on the relationship between curiosity and innovative work behavior. The context of the study is the initial stages of the pandemic starting April 2020, when international travel became restricted.

Self-administered questionnaires were distributed and collected from 327 respondents of 32 organizations in the aviation industry in the United Arab Emirates (UAE).

As hypothesized, work engagement is a mediator of the relationship between curiosity and innovative work behavior.

The limited sample size and confinement to the aviation industry in the UAE limit the generalisation of the results.

Managers desirous of improving employees’ innovative work behavior will now understand how employees’ curiosity and exploration can impact innovative work behavior through the employees’ work engagement. Therefore, managers should focus on ensuring how employees’ curiosity and exploration can be created into work engagement, ultimately leading to innovative work behavior.

This research extends the social learning theory by positing that people who have strong traits of curiosity and exploration, will learn from others on how to work more effectively. This will make them more absorbed in their work (work engagement) and subsequently lead to innovative work behavior.

The family time is being an important element in assisting to empower the mutual feeling in connecting both love and compassion among the family members. The copying initiative to spend the quality time with family is supposed to embed the feeling of security, the family values with confidence, in order to strengthen the social intelligence. However, due to the pandemic age with its outstanding challenges on being less socially connected, the more affection as the real impact toward the reduction on social interaction requires the attempts to restore the process with the sufficient link between emotional and social intelligence. The aim of this chapter attempts to examine the family quality time maintenance for children’s social intelligence in order to fully comprehend the strategic way of particular issue identification in affecting the children, by the suggested proper solution amidst the pandemic age. The empirical data from the qualitative interview among 12 public educators were employed by exploring their beliefs and practices in maintaining the family time quality for their children social intelligence support. The finding of this chapter reveals that there are three aspects of maintaining the family time for children’s social intelligence support, consisting of the technical skills to improve the family relationships, the communication on the feelings to care for being close relationships and emotional intimacy to advance the family contact in broadening the comfortable spend of time with emotional integrity and openness. The value of this chapter is to give an insightful value on the knowledge enrichment about the strategic maintenance of family time quality for children’s social intelligence. Offering the understandable suggestion together with an effective method to bring the family time into being closer is supposed to lead to the emotional intelligence among the peer-family members, mainly parent–children relationship amidst the pandemic age.

This study investigates the influence of inclusion of nonfamily employees in family firms on their intellectual, social and affective engagement at the workplace. Furthermore, the framework proposed in the study considers the possible moderating influence of procedural justice in the above relationships.

A conceptual framework is developed with the support of the self-determination theory (SDT) and the social exchange theory. The study tests a set of hypotheses using survey data from 654 nonfamily employees working in private family firms in Malaysia.

The results reveal that inclusion has a positive and significant relationship with intellectual, social and affective engagement. While procedural justice moderates the association between inclusion and intellectual and affective engagement, it does not moderate the relationship between inclusion and social engagement.

The outcome of this study presents a nuanced understanding on how perceptions of inclusion of nonfamily employees by the dominant work group (DWG) (i.e. employees related to the firm owners) lead to positive firm-centric behavior among nonfamily employees.

The study provides clues to family firm managers for creating a work environment where nonfamily employees perceive a sense of belongingness while their uniqueness is appreciated in order to be more engaged at the workplace.

Little is known about how diversity created within family firms by inclusion of nonfamily employees impacts organizations. The outcome of this study may reinforce the positive effects of inclusiveness in any social context.

Diversity researchers have studied the influence of inclusion in areas related to sociology and psychology. However, there appears to be a dearth of studies in terms of how nonfamily employees would behave in family firms when they perceive a sense of inclusion in an organization dominated by employees who are related to the owners of the firm. Hence, this study appears to shed new light on how inclusion of nonfamily employees in family firms influences their behavior.

The purpose of this study is to investigate social science academics’ use of social media for scholarly communication at Kuwait University.

Phase One data were collected through web-based and paper responses to questionnaires. Faculty members, teachers and teaching assistants in the social science faculty were invited to participate. Forty-six of the 100 invited participants responded. Phase Two comprised interviews with 10 respondents.

Social connection platforms, such as Twitter and Facebook, received the highest mean score for use (M = 4.35), followed by mobile apps, such as WhatsApp (M = 4.24), and multimedia platforms such as Instagram and YouTube (M = 3.59). Moderate to low use was recorded for academic social media. ResearchGate recorded the highest use (M = 3.09), followed by academia.edu (M = 2.93). “Keeping in touch” was the most frequently reported activity (M = 4.04). Two-thirds of respondents used social media for informal scholarly communication with people they knew. “Lack of university encouragement” received the highest score (M = 3.54) as a factor inhibiting use and almost half the respondents (47.2 per cent) cited “lack of time” as a barrier.

Improving academics’ understanding of the uses of social media might increase their visibility and improve their research and other scholarly activities. Study findings support the development of relevant training programs that include a focus on integrating social media into research activities and the dissemination of research findings.

This study contributes to the limited literature on this topic in Kuwait and the Arabian Gulf region.

Leveraging the mindfulness theory and the social exchange theory, this study examines the influence of perceived leader mindfulness (PLM) on turnover intentions (TOI) of non-family employees (NFEs) working in family firms. The study investigates whether the above relationship is mediated by employee perceptions of leader–member exchange quality (LMX quality) and their affective commitment (AC).

A conceptual framework is proposed that hypothesizes inverse relationship between PLM and TOI, which is posited to be mediated by both LMX quality and AC. The hypotheses are tested through survey data collected from 254 NFEs working in various family-owned businesses in Malaysia. The data analyzed through partial least square structural equation modeling (PLS-SEM).

The results indicate that PLM has a positive influence on both LMX quality and AC. Moreover, PLM has a strong negative affect on TOI. In terms of results of mediation analysis, it appears that two mediation hypotheses out of four are significant, that is mediating effect of AC between PLM and TOI and LMX quality between PLM and AC. However, the mediating role of LMX quality between PLM and TOI and the sequential mediation hypotheses were both non-significant.

The findings of the study imply is that to ensure retention of qualified and talented NFEs, mindfulness of family firm leaders plays a significant role in ensuring lower TOI. Furthermore, such a goal is better achieved by ensuring that such employees are supported through leadership that leads to their development of better LMX quality and AC towards the organization. The study however is limited, as other potential exogenous variables that may influence TOI were not considered.

Losing employees that join a firm and acquire valuable skills and experience is a significant concern for family firms that are known for discriminating between employees related to the owners and outsiders. This study presents evidence for owners and managers of family firms that by focusing on mindful behavior and working towards developing better LMX quality and AC of NFEs, the organization can reduce TOI of such employees.

This study contributes to the under-researched and fragmented literature on relationships between PLM among NFEs and TOI of such individuals working in family firms. Moreover, this appears to be the first study that investigates mediating roles of and LMX quality and AC among NFEs in the above relationship.

The purpose of this study is to examine whether and how the fundamental Islamic values of Arab Muslim business negotiators influence their views of the negotiation process and negotiation behavior.

The study is based on an interpretive qualitative approach. The data were obtained by semi-structured interviews. The participants were managers whose role entails negotiations as an essential component of their job.

For Arab Muslim negotiators, the use of knowledge is associated with a moral imperative of being truthful and using knowledge responsibly. The virtues of honesty, transparency, trust, integrity, fairness, peace, respect and concern for the counterpart’s negotiation outcomes emerged as important considerations for Arab Muslim negotiators.

All the research participants were from an Arab Islamic country. Empirical data obtained from non-Arab Islamic respondents can provide further insights into how religious beliefs shape negotiation behavior of Muslim negotiators.

The international negotiation practitioners involved in cross-cultural negotiations in the Arabian Gulf should consider their counterpart’s behavioral patterns and expectations shaped by the Islamic faith. Appreciating what matters to an Arab Muslim negotiator will increase the probability of a positive negotiation experience and the likelihood of attaining negotiation goals.

The study contributes to the literature on innovative management practices by emphasizing the need to broaden the knowledge of a cultural perspective of management innovation. Innovative interventions in intercultural negotiations should include a consideration of the counterparts’ religious beliefs in both intra- and inter-firm bargaining situations.

The purpose of this paper is to explore the views of the primary and the secondary stakeholders on the current functioning of the fish quality and safety regulatory system in Oman.

The views on the fish quality and safety regulatory governance mechanism were elicited using a questionnaire survey.

Although specific benefits derived from the quality control (QC) regulations were recognized by both groups a number of key factors were highlighted for improvement such as funding, being more proactive, literacy, quality of fish received.

The paper has identified some weaknesses and constraints that hinder the effective and efficient functioning of the quality and safety regulatory systems and provided appropriate policy recommendations to make the governance of the QC regulatory system in the seafood sector efficient and effective and to mitigate public health risk.