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This study aims to delve into the mechanisms through which managers can enhance employee participation effectively.

This study adopts the Motivation-Opportunity-Ability (MOA) framework to identify the interrelationships among various drivers. Different levels of Continuous Improvement (CI) maturity were also considered to assess the effectiveness of these drivers on employee participation. An in-depth case study was conducted, involving the selection of four business units from a multinational manufacturer in Germany to represent varying levels of CI maturity.

This study uncovered intermediary variables that mediate the impact of drivers on the high-level MOA variables. It also revealed how the effectiveness of these drivers varies across different levels of CI maturity.

While different facets of CI have been scrutinized, the importance of employee participation stands out as pivotal for achieving enduring and meaningful progress. Despite this recognition, many business organizations continue to grasp with the challenge of motivating their employees to actively engage in CI initiatives. This study extends the applicability of the MOA framework and enriches the CI literature by offering deeper insights into the behavioural perspectives of employees. In practical terms, the findings of this study provide valuable guidance to decision-makers and HR department on staff training and development, enabling them to formulate more effective strategies aimed at fostering and augmenting employee participation in CI endeavours.

This study aims to examine the influence of performance appraisal on Innovative work behavior of employees in public sector universities of Pakistan, by using the Ability, Motivation, and Opportunity framework.

A newly developed framework has been created to explore how performance appraisal, self-efficacy, and organizational climate influence employees' innovative work behavior. The study collected data using a self-administered questionnaire from employees who work in public universities in Pakistan.

The findings of this study revealed a positive correlation between performance appraisal and innovative work behavior. It is observed that self-efficacy mediates the relationship between performance appraisal and innovative work behavior and organizational climate moderates the relationship between self-efficacy and innovative work behavior.

The current study is novel and unique for several reasons. But the main contribution of this study is the validation of self-efficacy's mediating impact on innovative work behavior as well as the validity of the organizational climate as moderating effect in Pakistan’s public sector universities, where a large number of students have been enrolled and they can get advantage from their teacher's improved innovative behavior.

Knowledge is considered an asset for any organization. To distribute knowledge and expertise among stakeholders of an organization, there is a need to develop knowledge sharing (KS) culture. However, different factors affect KS. This study aims to identify the influence of trustworthiness (trust, ability, benevolence and integrity) and motivation and reward on KS attitudes and intentions of law students.

The objectives of the study were achieved by using a quantitative research design. Law students of the colleges affiliated with Punjab University were the population for the present research. The sampling frame of the study was all law colleges, and data was collected through a convenient sampling technique. Data was collected through personal visits to sampled colleges. Questionnaires were circulated among 330 respondents and two hundred valid responses were collected with a 61% response rate. Descriptive analysis was completed using SPSS and path analysis was measured through SmartPLS. The quality of the measurement model was assessed and then hypotheses were tested.

Findings revealed that there was no impact of trustworthiness (trust, ability, benevolence and integrity) on the KS attitude of students. However, motivation and rewards significantly impacted (ß = 0.590; p > 0.01) the KS attitudes. KS attitude also has a significant impact on KS intentions (ß = 0.560; p > 0.01).

The current study is a valuable addition to the literature by providing the impact of trustworthiness, motivation and reward on law students’ KS intentions and attitudes in developing countries. The present study also provides insights for authorities and decision-makers in making decisions regarding the development of KS among students.

Purpose of This Chapter: This study examines the relationship of ambidextrous leadership with employee voice behaviour, underscoring the intervening role of employee thriving.

Design / Methodology / Approach: This study proposes a conceptual framework based on an extensive literature review using the conservation of resource theory, social exchange theory, and the broaden-and-build theory of positive emotions.

Findings: This study demonstrates that employee thriving act as an underlying mechanism explaining the relationship between ambidextrous leadership and employee voice behaviour.

Research Limitations: Being a conceptual study, the proposed framework lacks empirical validation.

Practical Implications: Organizations should focus on leaders with flexible behaviours who understand situational necessities to adopt diverse leadership styles and contribute to employee thriving.

Originality: This is one of the first studies to propose the role of ambidextrous leadership in impacting and enhancing change in employee voice through employee thriving at work. By introducing a framework that delves into the unexplored territory of ambidextrous leadership, acting as a catalyst for enhancing employee voice via the lens of employee thriving. This study provides a fresh perspective and adds value to the evolving conversations around employee voice behaviour.

Drawing on the generativity framework, this study aims to investigate the relationship between the Dark Triad personalities (Machiavellianism, narcissism, and psychopathy) and knowledge hiding. This study also identifies the mediating role of generativity motivation and the moderating role of focus on opportunities.

Using a convenience sample, a two-wave time-lagged study collected survey responses from 498 employees from manufacturing industries in China, and the data was analyzed using hierarchal regression and bootstrapping methods.

This study found that Machiavellianism and psychopathy are both positively related to generativity motivation. The generativity motivation plays a mediating role in the paths of Machiavellianism and psychopathy on knowledge hiding, and a focus on opportunities positively moderates the direct and indirect effect of Machiavellianism and psychopathy on knowledge hiding.

Based on the generativity framework, we find a new underlying mechanism between the Dark Triad personalities and knowledge hiding, thereby further enriching the literature in relation to their influence over knowledge management. Moreover, it also finds that a focus on opportunities can weaken the negative relationships between the Dark Triad personalities and knowledge hiding.

The regulatory landscape surrounding international construction projects presents significant challenges, and contractors are still struggling to pay a painful price for their performance in the project. While existing research has identified various causes of contractor compliance, the intricate interplay of these factors and their impact on compliance remain largely elusive. The motivation-opportunity-ability (MOA) framework may hold the key to determining what factors can foster induced contractor compliance in international projects.

This study collected 124 valid data samples from practitioners involved in large-scale international contracting projects through expert interviews and questionnaire surveys. Fuzzy-set qualitative comparative analysis (fsQCA) was employed to analyze the diverse combinations of contractor compliance factors.

The study identifies seven key factors that contribute to compliance behavior among international construction contractors: economic motivation, social motivation, normative motivation, legal completeness, deterrent sanctions, organizational learning and compliance management ability. The interplay of these factors promotes compliance in the following ways: When international construction contractors are influenced by both social and normative motivations, they exhibit a higher level of compliance. In situations where regulatory systems are relatively weak, the ability to manage compliance becomes the primary driver of compliance behavior for businesses. A comprehensive legal framework creates a conducive environment for contractors to improve their compliance through organizational learning.

The findings offer guidance for international construction contractors in enhancing compliance by considering factors such as motivations, legal frameworks, organizational learning and compliance management. This can lead to improved risk management and performance in international projects.

This research enhances fair and ethical practices in international construction by identifying compliance drivers, fostering positive social impact, mitigating negative consequences and empowering local communities. It informs legal and regulatory reform, encourages improved business practices and contributes to knowledge advancement in the field. Overall, the findings have the potential to positively impact the social fabric of international construction projects.

This study has made an important contribution to the field of compliance theory by integrating theories from multiple disciplinary domains and constructing a new theoretical framework from the perspectives of motivation, opportunity and capability. By elucidating how these factors interact and influence compliance behavior among international construction contractors, this research aids in understanding the complex dynamics of contractor compliance behavior and provides theoretical reference for compliance governance within the construction industry.

This paper explores the precedents for purchasing to contribute effectively to innovation exploration. We investigate how purchasing can become aware of innovation opportunities, their incentives or motivations to explore and capture innovation and the required capabilities.

Aiming for theory elaboration, we analyse an exemplar case study of a company developing leading-edge practices for involving purchasing in innovation exploration applying an Awareness-Motivation-Capability (AMC) framework.

This study elaborates on purchasing theory with a comprehensive set of AMC-based precedents for purchasing’s innovation exploration contribution that we categorise into three dimensions: motivations, capabilities and awareness. Our findings indicate interrelations between these and purchasing motivation as a precedent of capabilities and awareness.

We demonstrate the useful of applying AMC theory to researching purchasing’s contribution to innovation and how AMC needs to be adapted in this research context. We explore interrelations between awareness, motivation and capabilities but propose future research on the nature of these interrelations.

We suggest ways for managers to shape, adapt or redesign their purchasing organisations to better support innovation exploration.

This study proposes a framework for purchasing contribution to innovation based on AMC theory.

This paper analyzes the impact of the perceived ability motivation opportunity (AMO) framework on talent retention via employee engagement, which act as a mediator. Moreover, the study also explores the moderating role of transformational leadership between employee engagement and talent retention.

The survey responses were gathered from 360 frontline employees of five-star hotels in the Indian hospitality industry. Structural equation modeling using SMART PLS-4 was used to test the measurement model, construct reliability and validity, and hypotheses were tested using partial-least square structural equation modeling.

The study results demonstrate that AMO-enhancing HR practices positively affect talent retention. Concerning the indirect effects, results indicate that employee engagement partially mediates the relationship between the perceived AMO framework and talent retention. The moderating effect of transformational leadership on the relationship between employee engagement and talent retention showed a significant interaction effect.

The study results suggest that hospitality organizations must focus on effectively designing and implementing HRM bundles catering to their employees’ abilities, motivation and desired opportunities. Also, industrial practitioners must focus on nurturing the transformational leadership style to ensure higher employee engagement and talent retention.

The paper offers significant implications for the hospitality industry struggling to retain talented professionals. Also, the study provides a comprehensive framework that suggests a positive influence of the AMO framework on talent retention among hospitality employees in the context of developing countries, in which there is minimal empirical research.

This study empirically explores the factors that influence consumers’ readiness toward engagement in circular food consumption.

A conceptual model based on the motivation–opportunity–ability (MOA) framework was developed. In addition to all the classical relationships in this theoretical framework, respondents' age and education were added to the model. An online survey was conducted, resulting in an overall sample of 411 Italian participants. Data were statistically analyzed by using partial least squares structural equation modeling (PLS-SEM).

The results indicated that motivation, opportunity and ability had positive effects on consumers’ readiness toward engagement in circular food consumption (CFC). Of all the constructs, intrinsic motivation had the most significant impact on consumers’ readiness toward engagement in CFC. The results also showed that sociodemographic traits—particularly age and gender—significantly influenced consumer readiness toward engagement in CFC. Practical and policy implications are proposed based on the study findings.

The study analyzes factors influencing consumers' readiness to engage in CFC. While great attention has been paid toward circular economy (CE) implementation in food consumption, empirical evidences on how to prompt the consumers' readiness toward CFC are still lacking. More specifically, the authors explore for the first time, sociopsychological factors affecting consumers' readiness to reduce, reuse and recycle technical components of food products, using the MOA theory as conceptual model.

This study aims to investigate how the role of female leadership works in sports coaching. Drawing key insights from the ability–motivation–opportunity (AMO) framework of human resource management, the authors explore the underlying mechanisms of female leadership and the role female coaches play in enabling athletes to develop their self-initiative through AMO enhancement.

The sample in this study is made up of 11female coaches from eight teams in China selected using purposive sampling. Data was collected and analyzed on various aspects of female leadership.

Analysis of interviews and secondary data show that the mechanisms and enablers related to AMO enhancing practices stimulated by female coaching leadership can increase team performance.

This study opens new avenues for sports science research and strengthens the theoretical and practical understanding of the intentions and mechanisms female coaches implement as leaders in sports coaching.

First, this study contributes to the AMO framework by helping form new theoretical insights based on the understanding of female sports coaching mechanisms. Second, this study provides novel insights into female leadership literature by investigating the mechanisms of female leadership in the context of sports exercise. Third, this study also contributes to the body of research on sports coaching in Asia, especially that of Chinese women in such leadership roles.