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How do dark personality traits impact workplace bullying (WB)? How can organizations mitigate it? This study aims to explore the relationship between the Dark Tetrad (DT) (narcissism, psychopathy [PY], Machiavellianism and sadism [SM]) and WB, proposing the mediation role of moral disengagement (MD) and the moderation role of emotional stability (ES).

The proposed mediated-moderation model was tested on 404 employees working in the hospitality sector in Pakistan. Data have been analyzed through regression analysis and PROCESS macros to test the study’s hypotheses.

PY, Machiavellianism and SM positively relate to WB and MD mediates this relationship. A high level of ES reduces the intensity of the mediated influence of PY, Machiavellianism and SM on WB.

Developing targeted policies and practices (e.g. personality tests to build a good psychological architecture of the firm) and reviewing processes that support the moral justification of antisocial conduct can be beneficial for limiting WB. In addition, meditation, mindfulness training and supporting trust and cooperation within organizations can increase the mitigating effect of ES and, in turn, reduce WB.

To the best of the authors’ knowledge, this is the first study that explicitly verifies a mediated-moderation model on DT-WB while proposing a further explanation (i.e. mediation of MD) and a novel solution (i.e., moderation by ES).

In this paper we present an account of an undergraduate team‐based assignment designed to facilitate, exhibit and record team‐working skills in an e‐mediated environment. By linking the student feedback received to Hofstede’s classic model of cultural dimensions we aim to show the assignment’s suitability in revealing the student’s multi‐cultural context. In addition to anecdotal evidence we also present a quantitative analysis that shows that the desired learning outcomes have been met. In a further discussion we show how the qualitative data collected can be used to quantitatively determine a cultural fingerprint of the groups that is useful to predict the team’s suitability for a given task in a real‐world project.

The research study provides empirical insights on the relationship between entrepreneurial leadership (EL), entrepreneurial passion for founding (EPF), entrepreneurial bricolage (EB) and project success (PS), in the case of freelancers. The study aims to get a better understanding of whether freelancers, who behave like entrepreneurial leaders, can successfully complete projects through EB.

The study collected data from 209 freelancers through snowball sampling, in two waves, with a time-lag of fourteen days, to better examine the causality of variables. Data were analyzed by Model No. 4 and 7 (i.e. mediation and moderation, respectively) of Process macro.

Drawing on the effectuation theory, the results show that EB mediates the relationship between EL and PS and EPF moderates this relationship.

The freelancers can formally establish businesses later, after knowing whether they can complete these new types of projects. These online freelancing platforms can provide special services to freelancers who first want to test their skills on unrelated projects. In sum, the paper suggests that freelancers can be successful entrepreneurial leaders.

The EL, EPF, EB and PS are studied in the context of the informal sector, i.e. freelancing, which is the emerging working style in the world. It provides an in-depth understanding of phenomena in freelancers that lacks background literature.

Despite some spectacular e‐learning failures in recent years, e.g. the British government’s “e University”,educational technologies have continued developing and have made advances in several learning paradigms. These new learning paradigms appear as newways to deal with the old traditional learning concepts and philosophies throughout the widespread of technical gadgets and approaches. In fact, the current generation of high school children and young adults are now really familiar with a whole range of devices such as Bluetooth mobiles, digital cameras, and MP3 music players such as the iPod, which has ensured their acceptance of digital technology in a way that their predecessors did not. Research indicates that despite earlier e‐learning setbacks, with the relevant planning, e‐learning partnerships can be successful. Nevertheless, the question as to how teaching and learning can benefit from these new information technologies and environments and how academic staff can keep pace with the ever‐changing technology needs to be addressed.

The purpose of this paper is to establish the effectiveness of socially responsible HRM (SRHRM) on organizational citizenship behavior (OCB) while examining the mediating role of work motivation and job satisfaction.

Primary data based on 565 respondents belonging to various organizations operating in India were collected and analyzed. Statistical tools like confirmatory factor analysis and bootstrap procedure were used to determine the hypothesized relationships between SRHRM and employee attitudes and behavior.

Drawing upon social identity perspective, the results have revealed that the employees’ perceptions of SRHRM including legal compliance HRM, employee-oriented HRM, general corporate social responsibility (CSR) facilitation HRM and general CSR conduct are related to higher engagement in extra-role behavior among employees in Indian context. The findings further reveal that this SRHRM–OCB relationship is serially mediated by work motivation and job satisfaction.

The study gives strong indications that managers at both global and local level need to pay high attention to the designing and implementation of the CSR-focused HRM systems in their organizations, as these do not only lead to positive organizational image but also generate positive employee outcomes.

By establishing a multi-step partial mediation model, this study brings new insights in the underlying mechanism existing in the SRHRM–OCB relationship.

The theme of this keynote address is conceptual puzzles raised by empirical research on conflict management and resolution. Three types of puzzles are highlighted: those that deal with processes, identities, and situations. The process puzzles include some counter‐intuitive implications of negotiating strategies and interaction process dynamics. The identity puzzles include the ways in which identity is negotiated, perceptions of ingroups and outgroups, and the connection between loyalty to groups and collective action. The situation puzzles address attribution issues, the distinction between passive actors and active agents, and the role of history. An attempt is then made to juxtapose the puzzles toward a larger conception of a field that emphasizes change in the phenomena we analyze in research and shape through practice. A number of these ideas are found also in the research of previous IACM lifetime award recipients, with whom connections are made.

Based on the theory of crossover, the purpose of this paper is to explore the limited but growing body of research on positive crossover, wherein the authors investigated the direct and indirect crossover of work passion between the dyadic setting of leader and followers. The authors hypothesized that the leader’s (follower’s) work passion influence follower’s (leader’s) work passion through direct crossover phenomena (i.e. crossover via empathy). In the study, the authors also examined the underlying indirect crossover mechanism of leader’s (follower’s) work passion via personal identification – the process by which individuals (supervisors and subordinates) realize cognitive overlap between the self and other over time in a relationship. In an attempt to fully understand the crossover of leader’s (follower’s) work passion, the authors scrutinized the pattern of leader–follower relationship quality, which has the capacity to moderate the direct and indirect crossover of work passion from leader to follower and vice versa.

The authors conducted two independent studies and collected a time-lagged data from the dyadic settings of a large trade multinational company (n=77 supervisor and 373 subordinates) and a large manufacturing multinational company (n=89 supervisor and 411 subordinates) situated in Anhui province of China to test the authors’ moderated mediation model of work passion.

As expected the authors found support for all the authors’ hypothesized relationships. Specifically, the results provide support for the notion of direct and indirect crossover of work passion within leader–follower dyads. Moreover, the authors’ findings also support the moderated mediation model of direct and indirect crossover of work passion.

Overall, this study provides a potential way to stimulate work passion in employees (leader and followers) from the perspective of their relationship quality with each other. Moreover, implications for theory, research and practice with prospective future research topics are discussed.

The authors use signaling theory in proposing a conceptual framework that simultaneously incorporates both the mediating effects of corporate reputation (CR) and the moderating effects of marketing capability (MC) into the corporate social responsibility (CSR)–corporate financial performance (CFP) link and theorize a single moderated mediation model. The empirical results of the research confirm the theorized moderated mediation model among the four variables, where a firm’s CR plays a mediating role in the relationship between CSR and CFP, and a firm’s MC moderates the effect of CSR on CR exclusively in the first link. Both theoretical and practical implications of the moderated mediation model are discussed.

This study uses structural equation model estimations with the relevant secondary datasets collected from publicly available databases.

The empirical results confirm the theorized moderated mediation model in the conceptual framework that uses signaling theory. Specifically, the results identify the moderating role of MC in only the CSR- CR link (but not in the CR and CFP link), such that CR plays a moderated mediation role in the CSR–CFP link.

The current research is not without limitations. These limitations mainly stem from data sets used in the empirical analyses. More details are discussed in the limitations and future research directions section.

The empirical findings suggest that a firm needs to develop a consolidated CSR-marketing program, simultaneously satisfying stakeholders’ needs for both the firm’s socially desirable business practices and value-creating marketing programs to increase its CR, which will, in turn, lead to better profitability for the firm.

To the best of the authors’ knowledge, the current research is the first to use signaling theory in building a conceptual framework that theorizes a moderated mediation model regarding the simultaneous effects of CR and MC on the relationship between CSR and CFP and to empirically test this conceptual framework of the single moderated mediation model. By doing so, the current research clarifies an unanswered question in the literature of whether the underlying mechanism in the CSR–CFP link is based on a mediated moderation or moderated mediation of CR and MC.

This study aims to theoretically hypothesise and empirically explore the relationships amongst global supply chain risks, supply chain resilience and mitigating strategies.

The study adopts supply chain resilience as a dynamic capability and resilience capability as a mediating prerequisite in addressing supply chain risk in sourcing, manufacturing and delivery. The moderating role of diverse mitigating strategies is tested to enhance supply chain resilience. Data collected via survey was used for structural equation modelling and additional tests to explore appropriate mitigating strategies for differing risk environments.

Achieving better supply chain resilience capability plays an important mediating role between supply chain risks and resilience, while the relationships depend on the performance of seven mitigating strategies.

The findings contribute to the theoretical development of risk management issues in global supply chains by suggesting the role of supply chain resilience capability.

The findings offer managerial guidance on how to mitigate the global supply chain risk through the appropriate practice of strategies to strengthen supply chain resilience in an uncertain environment.

This is the first empirical research examining the impact of mitigating strategies on supply chain resilience. The results provide practical implications for managing uncertain events and offering theoretical insight for future research in supply chain resilience.