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The purpose of this study is to explore the role of employee flourishing as a mechanism to explain the relationship between workplace spirituality and employees' innovative work behavior (IWB). Furthermore, this study investigates how the relationship between workplace spirituality and innovative behavior is moderated by employees' perceived workplace satisfaction.

Based on structural equation modeling and hierarchical regression analysis, we conducted a cross-sectional survey of 236 millennial workers in China's service and manufacturing industries.

The research findings confirmed that workplace spirituality positively predicted the innovative behavior of employees; furthermore, employee flourishing and workplace satisfaction mediated and moderated the relationship between workplace spirituality and employee innovation, respectively.

This study's findings suggest that workplace spirituality unlocks employees' innovative behavior through a heightened sense of flourishing and enhanced sense of workplace satisfaction. Organizations are advised to foster a climate conducive of workplace spirituality by developing mutually aligned values. Moreover, organizations are advised to train leaders on workplace spirituality dimensions and foster workplace practices that facilitate self-reflection, job crafting and team building, as a means of broadening employees' emotional states and workplace satisfaction.

Few studies have examined the mechanisms that shape employees' innovative behavior through workplace spirituality. This study fills several research gaps by extending the theoretical implications of workplace spirituality and employee flourishing, as demonstrated by the multi-faceted role these variables play in motivating employees' innovative behavior among Chinese millennials. Additionally, this study demonstrates that higher levels of workplace satisfaction contribute to higher levels of innovative behavior.

This study examines how employee well-being, in combination with spiritual leadership, helps mitigate the negative effects of work–family conflict.

This study followed an explanatory research design to explain the relationship between spiritual leadership and work–family conflict. The approach was based on a cross-sectional survey of 278 workers from diverse industries and functional roles in South Korea's manufacturing and service sectors. Structural equation modeling and hierarchical regression analysis were used to test hypothesized relationships.

Results confirmed that spiritual leadership and employee well-being inversely influenced work–family conflict, in terms of work-to-family and family-to-work role interference. Furthermore, employee well-being fully mediated both of these relationships.

This study suggests that organizational competitiveness can be enhanced through a dual approach of organizational strategies and human resource training that cultivate employee well-being and a family-friendly environment. Notably, this study clarifies the value of leadership practices to both trigger and enhance employee well-being through a sense of meaningfulness in and at work.

This study expands the scope of our current understanding of how employee well-being is an effective mechanism in helping employees cope with work–family role conflict. Moreover, the study demonstrates the role that leadership practices, beyond the narrow interpretation of perceived supervisor support, play in helping employees cope with role conflict. Finally, this study enhances the field of workplace spirituality by examining the influence of spiritual leadership on employees' spiritual well-being and work–family conflict, which has not been currently addressed in the workplace spirituality field.

Since the term's introduction two decades ago, “psychological capital” has been described as an intangible strategic organizational resource. However, there remains a dearth of research regarding its application, especially in the macro-management fields. This paper addresses this gap by elevating the individual-level psychological capital (ILPC) concept to an equivalent organizational-level psychological capital (OLPC) model with appropriate methodological considerations.

The elevation of ILPC to OLPC is conducted using referent shift approach. Then, the proposed OLPC model is tested and validated using the partial least-squares structural equation modeling analysis technique.

Testing the OLPC model adequately validated the basic requirements of reliability, validity, multicollinearity and redundancy analysis. To ensure the practical use of the proposed model, a simulation study was also conducted, and the results confirmed the strength of ILPC being elevated to a model of OLPC.

The findings imply a better understanding of psychological capital from a multilevel perspective and present cross-level opportunities to enrich the scholarly corpus. The current paper also provides an insight into psychological capital management efficiency at all organizational levels so that the greatest benefits can be obtained.

This paper shows, for the first time, the possibility of borrowing ILPC concepts to help enact OLPC in organizations by means of a survey study. This paves the way for further investigation into the use of psychological capital at strategic and other macromanagement levels. Finally, future studies are encouraged to triangulate and strengthen the main arguments presented here.

Intangible assets (IA) have been described as a multidimensional concept. However, there is a gap in research that considers IAs as a higher-order construct (HOC). Therefore, this paper aims to focus on demonstrating how IAs can be properly specified and measured as HOCs, given IA’s four major dimensions in small- and medium-sized enterprises (SMEs).

A HOC model is applied using a partial least squares–structural equation modeling (PLS-SEM) repeated-indicator approach. This approach helps validate the argument for considering IAs as HOCs by testing the basic requirements of the construct model.

The main finding from testing the model’s reliability, validity, multicollinearity and redundancy analysis indicates that the establishment of IAs as a HOC model is valid. Additionally, the simulation study results support the use of the proposed model.

The proposed model is believed to enhance the proper understanding of IAs and their relationship with organizational outcomes. Additionally, the model can inform organizational management of the integrative approach needed to effectively synchronize their strategic resources for improved performance of entrepreneurially growing SMEs.

This paper is the first to show the measurement of IAs as HOCs using PLS-SEM, based on IA’s updated dimensions. The authors believe that this paper paves the way for future discussion on IA measurement to conduct rigorous impactful studies with larger sample size.

WITH the increasing speed of modern aircraft it becomes pertinent to give some more thought to the correct shaping of carburettor air‐intakes.

COMING from the company which produced the famous range of “gull‐wing” fighters, something unconventional was to be expected from this new bomber. The lay‐out follows, in general, that adopted for the French multiplaces de combat; but the lines are more refined and the machine is of smaller overall dimensions than these. The main plane is set rather low on the fuselage, between the true low‐wing and the middle‐wing positions. It is of low aspect‐ratio, a very modern feature, and set unusually close to the tail unit. A point of particular note is to be found in the crew arrangement, which is similar to that of the Fokker T.5 [Aircraft Engineer‐ing, March, 1938, page 83] and several other new designs from various countries. The machine is to be commanded by the front‐gunner‐bomb‐aimer‐navigator, with the pilot as a subordinate member of the crew. This idea, which is reminiscent of the early days of warships, when the commander was a soldier and the captain a very inferior person, was used by the German Feldtfliegertruppen during the Great War and is being revived in the Royal Air Force and other services where N.C.O. pilots are being introduced in the majority.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.