Search Results (1,676)

Employee turnover remains a critical challenge for organizations, prompting an examination of how leadership approaches influence employees’ intentions to leave. This study investigates the impact of transformational leadership on turnover intention, focusing on emotional exhaustion and creativity as potential mediators. The study employs a quantitative design grounded in leadership and organizational psychology theory and surveys 182 professionals working in the information technology sector across Bosnia and Herzegovina, Croatia, Serbia, and Montenegro. Structural equation modeling reveals that transformational leadership reduces turnover intention by alleviating emotional exhaustion, highlighting the importance of psychological well-being in employee retention. While transformational leadership enhances employee creativity, creativity did not significantly mediate turnover intention in this context. These findings suggest that strategies that foster engagement and reduce burnout in knowledge-intensive industries can strengthen organizational commitment and improve retention. This study contributes to the understanding of behavioral mechanisms linking leadership to employee outcomes and offers actionable insights for modern organizations aiming to address turnover through supportive, empowering leadership practices. Additional mediators and contextual variables should be explored in further research. Full article

This study aimed to investigate the effect of organizational culture on employee-perceived performance and whether this relationship is mediated by perceived organizational support and moderated by employee motivation. Three hundred individuals working in organizations located in Portugal and Angola participated in this study. This is a quantitative, exploratory, correlational, and cross-sectional study. The results indicate that only goal culture, rule culture, affective organizational support perception, and identified motivation have a positive and significant effect on perceived performance. Supportive culture and goal culture have a positive and significant effect on affective organizational support perception. All dimensions of organizational culture have a significant effect on cognitive organizational support perception, with the effects of the supportive culture and the goal culture being positive and significant, while the effects of the innovative culture and the rule culture are negative and significant. The perception of affective organizational support has a total mediating effect on the relationship between goal culture and perceived performance. Intrinsic motivation and identified motivation have a moderating effect on the relationship between all dimensions of organizational culture and perceived performance. This study is expected to help human resource managers understand the importance of the type of organizational culture that prevails in their organization to enhance employees’ perception of organizational support and performance. Full article

Despite the increasing integration of government chatbots (GCs) into digital public service delivery, their real-world effectiveness remains limited. Drawing on the literature on algorithm aversion, trust-transfer theory, and perceived risk theory, this study investigates how the type of service agent (human vs. GCs) influences citizens’ trust of e-government services (TOE) and e-government service adoption intention (EGA). Furthermore, it explores whether the effect of trust of government (TOG) on TOE differs across agent types, and whether perceived risk (PR) serves as a boundary condition in this trust-transfer process. An online scenario-based experiment was conducted with a sample of 318 Chinese citizens. Data were analyzed using the Mann–Whitney U test and partial least squares structural equation modeling (PLS-SEM). The results reveal that, within the Chinese e-government context, citizens perceive higher risk (PR) and report lower adoption intention (EGA) when interacting with GCs compared to human agents—an indication of algorithm aversion. However, high levels of TOG mitigate this aversion by enhancing TOE. Importantly, PR moderates the strength of this trust-transfer effect, serving as a critical boundary condition. Full article

This study offers the first systematic exploration of the Greek e-Government team, a public sector innovation unit that operated within the Office of the Prime Minister of Greece from 2009 to 2012—the sole example of such a unit in the country. It illustrates how strategically positioned innovation units can function as change agents within government bureaucracies. The purpose of this work was to analyze how this distinctive unit functioned by bridging policy formulation, legislative drafting, and technological implementation at the highest government levels. The research involved thematic analysis of original interviews conducted with most core members of the team. The findings highlight successes, notably the Diavgeia transparency platform, which markedly improved administrative transparency, accountability, and citizen access to government decisions. Important challenges were also identified, particularly regarding the sustainability of the unit, issues of institutionalization, and meaningful citizen engagement. The experience of the Greek e-Government team suggests that public sector innovation (PSI) units are most effective when they combine high-level political access with multidisciplinary expertise and operational flexibility. The analysis also reveals inherent tensions between the need for centralized coordination and the benefits of decentralized implementation, as well as challenges in maintaining citizen participation throughout the policy development process. Full article

The Apple TV+ series Severance (2022–present) offers a dystopian portrayal of workplace life that intensifies real-world dynamics of control, boundary management, and identity regulation. This paper analyzes Severance as a speculative case study in organizational theory, treating the show’s fictional world as a site for conceptual reflection. Drawing on critical management studies and labor process theory, we examine how mechanisms of control, the regulation of work–life boundaries, and the fragmentation of autonomy and subjectivity are depicted in extreme form. We argue that fiction—particularly speculative satire—can serve as a tool of theoretical production, not merely illustration. Rather than restating familiar critiques, Severance allows us to see workplace norms with renewed clarity, surfacing the moral and psychological consequences of surveillance, coercion, and instrumentalized consent. A methodological note outlines our interpretive approach to narrative fiction, and a discussion of implications situates the analysis within broader debates about organizational ethics, resilience, and critique. Full article

Understanding the factors that drive green buying intentions has become critical, as environmental issues continue to rise globally. The study investigates the influence of environmental commitment and green motivation on environmental identity and green purchasing intentions. Additionally, it assesses the mediating role of environmental identity in the relationships between environmental commitment, green motivation, and green purchasing intentions. Moreover, it examines the moderating effect of eco-conscious behaviour on the relationships between environmental commitment, green motivation, green identity, and green purchasing intentions. A total of 440 participants, who stayed in high-rate hotels in Sharm el-Sheikh, were asked to fill out the survey distributed. (PLS-SEM) was used to analyze data. The study outcomes confirmed that environmental commitment and green motivation significantly affect green identity and purchasing behavior. Besides, the results showed the essential mediator contribution of the environmental identity between environmental commitment and green motivation. In addition, it explains eco-conscious behavior as a moderator between the previously mentioned variables. The study contributes to the existing tourism literature by demonstrating the impact of green commitment and environmental motivation on making choices to buy eco-friendly products. Moreover, the results hold significant implications for researchers, policymakers, and tourism stakeholders. Full article

This theoretical study rigorously investigates how generative artificial intelligence reshapes decision-making in social entrepreneurship by modeling the opportunity search process through the lens of optimal stopping theory. Social entrepreneurs often face high uncertainty and resource constraints, requiring them to strategically balance the cost of continued searching with the chance of identifying socially impactful opportunities. This study develops a formal model that captures two core mechanisms of generative AI: reducing search costs and increasing the probability of mission-aligned opportunity success. The theoretical analysis yields three key findings. First, generative AI accelerates the optimal stopping point, allowing social entrepreneurs to act more quickly on high-potential opportunities by lowering cognitive and resource burdens. Second, the influence of increased success probability outweighs that of reduced search costs, underscoring the strategic importance of insight quality over efficiency in socially embedded contexts. Third, the benefits of generative AI are amplified in uncertain environments, where it helps navigate complexity and mitigate information asymmetry. These insights contribute to a deeper conceptual understanding of how intelligent technologies transform the cognitive and strategic dimensions of social entrepreneurship, and they offer empirically testable propositions for future research at the intersection of AI, innovation, and mission-driven opportunity pursuit. Full article

As an example of pedagogical approaches that blend online and face-to-face instruction, the flipped classroom model has seen exponential growth in business schools. To explore its effectiveness, expectancy-value theory and cognitive load theory were employed to develop a framework linking students’ perceived usefulness of the online and in-person content to their pre-class preparation, class participation, perceived learning, and skills development. A preliminary test of this framework was conducted using a flipped Organizational Behavior course within a business diploma program at a publicly funded Canadian college. The perceived usefulness of the online component was positively associated with students’ pre-class preparation, which, in turn, was positively related to both their perceived learning and skills development. Implications for practice and directions for future research are discussed. Full article

In crisis-stricken economies, leadership effectiveness increasingly hinges not on technical expertise alone but on emotional competence. While emotional intelligence (EI) has been widely acknowledged as a catalyst for effective leadership and employee outcomes, its role in volatile and resource-scarce contexts remains underexplored. This study addresses this critical gap by investigating the impact of five core EI dimensions, namely self-awareness, self-regulation, motivation, empathy, and social skills, on employee performance amid Lebanon’s ongoing multidimensional crisis. Drawing on Goleman’s EI framework and the Job Demands–Resources theory, the research employs a quantitative, cross-sectional design with data collected from 398 employees across sectors in Lebanon. Structural Equation Modeling revealed that all EI dimensions significantly and positively influenced employee performance, with self-regulation (β = 0.485) and empathy (β = 0.361) emerging as the most potent predictors. These findings underscore the value of emotionally intelligent leadership in fostering productivity, resilience, and team cohesion during organizational instability. This study contributes to the literature by contextualizing EI in an under-researched, crisis-affected setting, offering nuanced insights into which emotional competencies are most impactful during prolonged uncertainty. Practically, it positions EI as a strategic leadership asset for crisis management and sustainable human resource development in fragile economies. The results inform leadership training, policy design, and organizational strategies that aim to enhance employee performance through emotionally intelligent practices. Full article

The age of entrepreneurship calls for the evolving of learning and development (L&D) models to meet the dynamic demands of innovation, sustainability, and technology innovation. This study examines the trends and issues of L&D models for entrepreneurs, more so focusing on how these models influence business success in a rapidly changing global landscape. The research employs bibliometric analysis, VOSviewer cluster analysis, and co-citation analysis to explore the literature from 1994 to 2024. Data collected from the Web of Science Core Collection database reflect significant trends in entrepreneurial L&D, with particular emphasis on the use of digital tools, sustainability processes, and governance systems. Findings emphasize the imperative role of L&D in fostering entrepreneurship, more so in areas such as digital transformation and the adoption of new technologies. The study also identifies central regions propelling this field, such as UK and USA. Future studies will be centered on the role of digital technologies, innovation, and green business models within entrepreneurial L&D frameworks. This study provides useful insight into the future of L&D within the entrepreneurial domain, guiding academia and companies alike in the planning of effective learning strategies to foster innovation and sustainable business growth. Full article

Background: Equine-assisted experiential learning (EAL) is an emerging approach that uses human–horse interactions to develop leadership skills through experiential methods. Purpose: This review synthesizes the literature on the role of EAL in developing leadership competencies and explores its implications for workplace learning. Design/methodology/approach: A narrative review was conducted examining empirical studies and theoretical frameworks on EAL and leadership development. Findings/Conclusions: Recent studies show EAL improves self-awareness, emotional intelligence, nonverbal communication, trust building, adaptability, and problem solving. These competencies are fostered through activities such as ground-based exercises, join-up techniques, and trust-building tasks, which require congruence between intention and action. Participants report behavioral changes such as improved empathy, clarity under pressure, and team cohesion. These align with core management skills for organizational performance. Implications: EAL complements traditional leadership training by developing relational and embodied leadership skills, including trust building, adaptability, and emotional intelligence, which contribute to organizational resilience and sustainable growth. Full article

Background: In this work, we examine determinants of staff departure rates in the NHS, a critical issue for workforce stability and continuity of care. High turnover, particularly among clinical staff, undermines service delivery and incurs substantial replacement costs. Methods: Here, we analyse a unique dataset derived from Electronic Staff Records at Ashford and St. Peter’s NHS Foundation Trust, using a machine learning approach to move beyond traditional survey-based methods, to assess propensity to leave. Results: In addition to established predictors such as salary and length of service, we identify drivers of increased risks of staff exits, including the distance between home and workplace and, especially for medical staff, cost centre vacancy rates. Conclusions: These findings highlight the multifactorial nature of staff retention and suggest the potential of local administrative data to improve workforce planning, for example, through hyperlocal recruitment strategies. Whilst further work will be required to assess the generalisability of our findings beyond a single Trust, our analysis offers insights for NHS managers seeking to stabilise staffing levels and reduce attrition through targeted interventions beyond pay and tenure. Full article

This research aims to examine the role and emerging trends of critical thinking within tertiary education through a bibliometric analysis, with particular emphasis on disparities among countries with differing Human Development Index (HDI) levels. The analysis seeks to identify thematic associations related to critical thinking across nations at various stages of development, as well as to explore the educational methods and strategies employed regionally to cultivate critical thinking skills. The findings highlight notable contrasts between developed and developing nations, especially in terms of educational strategies, dominant academic discourses, and region-specific research priorities. Full article

This study investigates the relationships between proactive personality, psychological capital, work engagement, work well-being, and innovative work behavior among employees in Saudi public authorities, based on the conservation of resources theory and the job demands-resources model. Using a sequential mediation model, data from 457 public employees were analyzed through structural equation modeling. The results show that a proactive personality and psychological capital significantly predict work engagement, but neither is significantly related to work well-being. Notably, while a proactive personality does not directly impact innovative work behavior, psychological capital does. Additionally, work well-being partially mediates the relationship between work engagement and innovative work behavior. These findings suggest that enhancing psychological capital and fostering engagement are key to promoting innovation. The mediating role of well-being highlights the importance of employee welfare in this process. This study provides practical implications for HR managers in the Saudi public sector and emphasizes strategies for building internal psychological resources. However, as data were collected from a single source, future research should include multiple key informants to enhance generalizability. This study builds on theory by demonstrating how proactive personality and psychological capital jointly stimulate innovative behavior through engagement and well-being, enriching the job demands-resources model with personal resource dynamics in public sector organizations. Full article