Search Results (51)

Internalized Weight Bias (IWB) is consistently associated with poor body image, elevated depression, and diminished self-esteem. However, very little research has examined how additional psychological constructs may indirectly influence the association between IWB and these outcomes. This investigation examined whether IWB was associated with body image, depression, and self-esteem among individuals with overweight and obesity indirectly through body shame, experiential avoidance, and self-compassion. The current sample included 403 participants, with slightly over half the participants (51%) identifying as a female with an average age of 48.3 (SD = 16.9, range 18 to 84), and an average BMI of 33.1 (SD = 7.5, range 25 to 68). Participants were recruited through a Qualtrics research panel that was reflective of the United States population on variables of education, geographic location, income, and biological sex. All participants were aged 18+ and had a BMI ≥ 25. To maximize racial/ethnic diversity, the current sample contained three equally represented self-identified racial/ethnic groups: Black non-Hispanic or Latino/a (N = 140), Hispanic or Latino/a (N = 133), and White non-Hispanic or Latino/a (N = 130). Results showed a significant indirect effect of IWB on psychological and body image outcomes through body shame, experiential avoidance, and self-compassion. Future longitudinal research examining the contexts in which body shame, experiential avoidance, and self-compassion may act as mediators will be important to further develop an understanding of IWB. Full article

The current educational transformation driven by the incorporation of digital technologies has required teachers to acquire new technical and pedagogical skills. The purpose of this study was to identify the level of pedagogical implementation of interactive whiteboards (IWBs), analyze the levels of technical competence in the use of IWBs, and identify the advantages, limitations, challenges, and perceived impact of IWBs in regular basic education, considering the differences between public and private institutions. The methodology adopted a descriptive-comparative approach, with the application of a structured questionnaire to teachers in public and private basic education institutions. The results showed the growing use of IWB as a teaching resource to facilitate learning, as well as a significant gap in the skills and frequency of use of IWBs between teachers in the public and private sectors. It was also found that IWBs foster greater student interaction, motivation, and participation, particularly when they are integrated into active and collaborative teaching strategies. However, limitations related to technological infrastructure, teacher training, and equipment maintenance were recognized. In conclusion, IWB integration is effective, but it requires equipment and ongoing training in digital and pedagogical skills. Full article

The growth of generative artificial intelligence (GAI), remarkably, Large Language Models (LLMs) such as ChatGPT, converts the educational environment by empowering intelligent, data-driven education and curriculum design innovation. This study aimed to assess the integration of LLMs into higher education to foster curriculum design, learning outcomes, and innovative work behaviour (IWB). Specifically, this study investigated how LLMs’ perceived usefulness (PU) and perceived ease of use (PEOU) can support educators to be engaged in IWB—idea generation (IG), idea promotion (IP), opportunity exploration (OE), and reflection (Relf)—employing a web-based survey and targeting faculty members. A total of 493 replies were obtained and found to be valid to be analysed with partial least squares structural equation modelling (PLS-SEM). The results indicated that PU and PEOU have a significant positive impact on the four dimensions of IWB in the context of LLMs for curriculum development. The evaluated model can assist in bridging the gap between AI technology acceptance and educational strategy by offering some practical evidence and implications for university leaders and policymakers. Additionally, this study offered a data-driven pathway to advance higher education IWB through the adoption of LLMs. Full article

This study investigates the role of Agreeableness as a personality trait in promoting psychological well-being, with a specific focus on the potential mediating mechanism of social support, and how this pathway is influenced by family’s income. 3206 college students from China’s universities were recruited from Internet, randomly. Subjects were demanded to complete the Agreeableness Subscale of Chinese Big Five Inventory Brief version (CBF-PI-B), the Chinese Campbell Index of Well-Being (Campbell IWB), the Chinese Perceived Social Support Scale (PSSS) and demographic variables. The results, analyzed using a moderated mediation procedure, confirmed that perceived social support mediates the relationship between Agreeableness and subjective well-being. Furthermore, family yearly income was found to significantly moderate the first stage of this mediation pathway. Specifically, the positive associative effect of Agreeableness on perceived social support was stronger for individuals with lower annual family income. This result suggests that, for those with fewer economic resources, a prosocial and agreeable disposition is a particularly critical asset for building the social support networks that subsequently enhance well-being. The findings highlight the complex interplay between personality and socioeconomic context, indicating that social support serves as a healthy coping mechanism, the utility of which is conditionally shaped by an individual’s financial circumstances. Full article

Corporate team unity and role clarity are crucial for organizational success and human resources. This study examines how job clarity affects employee performance and innovative work behavior (IWB) via organizational citizenship behavior (OCB). Additionally, to determine how artificial intelligence (AI) information and leader-member exchange (LMX) moderate the relationship between job clarity, IWB, and employee performance. This research focused on Pakistan’s Federal Capital Territory (FCT) Islamabad, and Punjab province’s IT sectors. The self-administered questionnaire received data from 555 IT professionals. The suggested model was tested using Smart PLS structural equation modeling. Results showed that job clarity and OCB significantly improve IWB and employee performance. Role clarity, IWB, and employee performance are partly mediated by OCB. In addition, LMX adversely moderates the relationship between job clarity and IWB and employee performance, but not AI information. Emphasis is primarily placed on elucidating the respective roles of the employees in order to ensure that they are aware of the expectations placed upon them. Consequently, they are able to demonstrate task performances that are not stipulated in their job descriptions but directly relate to their performance improvement. The current study reveals that human resources (HR) and management should prioritize job clarity and OCB to boost individual performance and IWB. Full article

This study examines the relationship among work engagement, psychological empowerment, and perceived organizational support in fostering innovative work behavior (IWB) within sustainability-oriented organizations. Using latent class analysis (LCA), employees were classified into distinct profiles based on their levels of engagement, empowerment, and perceived support. The findings indicate that employees with higher engagement and organizational support exhibit significantly greater innovative work behavior, while those with lower psychological and organizational resources face challenges in contributing to innovation. This study also reveals that sustainability practices enhance the positive impact of these resources on innovation, improving both employee well-being and organizational performance. Grounded in Structural–Interactionist Innovation Theory, Self-Efficacy Theory, and Social Exchange Theory, this research provides practical insights for organizations to develop targeted strategies, such as tailored training programs and leadership support, to promote innovation and sustainability. Full article

With the use of digital technologies in today’s innovation era, the financial sector has transformed how they facilitate customer business and generate a high level of revenue. This study aims to explore the relationship between innovative work behavior (IWB), digital transformation (DT), and organizational financial performance (OFP) to analyze the mediating role of workers’ psychological empowerment (PE) between independent and dependent variables. Further, we examined the moderating role of smart technologies (ST) between PE and OFP. This study collected data from Saudi banking sector employees using a well-structured questionnaire adopted from previous literature. Next, Smart-PLS was used to analyze the data using the structural equation modeling-partial least squares (SEM-PLS) approach. The results reveal that IW positively relates to OFP, with PE mediating this relationship. Furthermore, DT positively affects OFP. ST acts as a positive moderator that enhances workers’ PE and OFP. Meanwhile, PE, as a mediator, positively relates DT and IWB to OFP. Overall, this study makes valuable theoretical, empirical, and practical contributions, which can benefit bank management, policymakers, and future academic research. Full article

The research’s main objective is to examine the mediating role of Employee Commitment (EC) in the relationship between Flexible Work Arrangements (FWAs) and employee behavior (Innovative Work Behavior (IWB) and Employee Performance (EP)) among employees in the Republic of Serbia. The research consists of a theoretical part (review of the literature on previous theoretical and empirical findings) and an empirical part (Partial least squares structural equation modeling (PLS-SEM) analysis conducted on a sample of 582 employees in Serbia). The main findings have determined that there is full mediation, as the indirect effect of FWAs on Innovative Work Behavior through employee commitment is significant, and partial mediation, as the indirect effect of FWAs on Employee Performance through Employee commitment. The flexibility provided by FWAs not only increases employee satisfaction and loyalty but also motivates them to reciprocate through improved behavior and employee performance. In this way, employee commitment becomes a key factor that links organizational flexibility policies with positive outcomes in employee behavior. Flexible work arrangements are key to HR sustainability by enabling a better work-life balance, reducing stress, increasing employee commitment, and fostering long-term innovation and productivity. The mediating role of employee commitment in the relationship between flexible work arrangements and employee behaviors, such as innovative work behavior and employee performance, is particularly important. A high level of commitment, which stems from flexible work conditions, significantly contributes to innovative practices and improved performance, further strengthening the sustainability of organizations. Full article

The aim of this study was to examine the mediating role of knowledge-sharing behavior (KSB) in the relationship between employee engagement and innovative work behavior (IWB). We collected 193 completed survey responses from employees working in the service sector in the United Arab Emirates (UAE). Drawing on social exchange theory (SET), we employed hierarchical regression to analyze the research framework and the mediation effect. The primary findings indicate a significant positive association between employee engagement and IWB, as well as between employee engagement and KSB. Additionally, there is a significant positive association between KSB and IWB. Furthermore, employee engagement has an indirect effect on IWB via the mediating role of KSB. We recommend further research and practical investigation into how employee engagement contributes to enhancing knowledge-sharing behavior and IWB, ultimately improving organizational performance. Full article

The increasing adoption of cutting-edge technologies, such as cloud computing and machine learning by robots that replace human workers, has posed serious challenges to employees’ career sustainability (CS), affecting their innovative work behavior (IWB). As the digitalization of the workplace continues to progress as normal, further investigations into the relationship between CS and IWB are urgently required. In response, we investigate the relationships among CS, IWB, human capital (HC), and user resistance (UR). Using data collected from 537 employees in Chinese high-tech enterprises, structural equation and regression analyses were performed. Our results reveal that (1) three dimensions of CS (career renewability, career flexibility, and career integrity) are positively related to IWB, while the fourth dimension of CS (career resourcefulness) exerts inverted U-shaped influences on IWB, and (2) there is a significant dual moderating effect between UR and HC on the four dimensions of CS and IWB, with the former demonstrating a negative effect and the latter showing a positive effect. These findings offer valuable insights for global managers and policymakers to more appropriately implement HR practices in this highly competitive international market. Adopting a conservation of resources theory (COR) framework and the Job Demands–Resources model (JD-R), we theoretically elucidate how different dimensions of CS serve as personal resources for IWB in the digitalized context, thereby enriching the literature on innovative behavior and career development. Full article

The turnover of key talent is a critical issue that can negatively impact an organization’s ability to execute strategies and achieve competitive advantage. Therefore, it is important to understand the factors that influence employees’ decisions to change jobs. In this study, we test the antecedent factors that affect Korean employees’ intention to change jobs and the relationships among them. Specifically, to examine the various paths that affect turnover intention (TI), a dual mediation model including organizational justice (OJ), organizational commitment (OC), and innovative work behavior (IWB) is analyzed. To analyze the research model, we use survey data on Korean employees and various analyses, including frequency, reliability, confirmatory factors, and discriminant validity analyses, as well as structural equation modeling analysis using SPSS and AMOS. All the paths in the research model are found to be significant. Additionally, an indirect path from OJ to TI through OC, an indirect path from OJ to TI through IWB, and an indirect path from OJ to TI through OC and IWB are found to be significant. This study may help explore effective countermeasures for strategic development and employee retention in organizations. Full article

In an increasingly competitive landscape, both researchers and businesses are showing growing interest in promoting employee’s innovative work behavior (EIWB). Although earlier studies have highlighted the significance of transformational leadership (TL) in cultivating innovation among employees, there needs to be more understanding regarding the precise mechanisms and processes by which leaders exert their influence over the IWB of their employees. This study is based on the social exchange theory (SET) and upper echelon theory (UET) to investigate how the relationship between TL and employees’ IWB is mediated by the employees’ intellectual agility (EIA) and the employee’s voice (EV). To the best of researchers’ knowledge, this study represents the pioneering effort to examine the mediating mechanisms of EIA and EV between TL and EIWB within the specific context of small and medium Enterprises (SMEs) in a developing country. An online self-administered questionnaire was utilized to collect data from 430 SMEs in Pakistan. The proposed hypotheses were examined using partial least squares structural equation modeling (PLS-SEM). The study findings revealed a significant influence of TL on EIWB mediated by both their EIA and EV. These findings empower leaders to recognize their pivotal roles in nurturing innovation within their enterprises and crafting an optimal culture and climate conducive to innovative endeavors. Furthermore, this insight enables leaders to establish innovative environments that promote employees’ confident sharing of ideas and concepts. The study also includes a comprehensive finding and their implications, limitations, and suggestions for future research directions. Full article

Stripe rust, caused by Puccinia striiformis f. sp. tritici (Pst), is among the major threats to global wheat production. The common wheat landraces AUS27506 and AUS27894 displayed stripe rust resistance against several commercially prevailing Pst pathotypes. These genotypes were crossed with a stripe-rust-susceptible landrace AUS27229 to understand the inheritance of resistance and to determine the genomic location(s) of underlying gene(s). F₃ generations of crosses AUS27506/AUS27229 and AUS27894/AUS27229 showed monogenic segregation for stripe rust resistance under greenhouse conditions. The absence of segregation for stripe rust response among the AUS27506/AUS27894-derived F₃ population suggested that both genotypes carry the same gene. The stripe rust resistance gene carried by AUS27506 and AUS27894 was tentatively named YrAW4. A bulked segregant analysis placed YrAW4 in the long arm of chromosome 2B. The AUS27506/AUS27229 F₃ population was enhanced to develop an F₆ recombinant inbred line (RIL) population for detailed mapping of chromosome 2BL. DArT-based SSR, STS and SNP markers were employed to enrich the 2BL map. DArT-based STS markers sun481 and SNP marker IWB12294 flanked YrAW4 proximally (1.8 cM) and distally (1.2 cM), respectively. Deletion mapping placed sun481 in the deletion bin 2BL-5. All stripe rust resistance genes, previously located on chromosome 2BL, neither express an infection type like YrAW4, nor are they mapped in the deletion bin 2BL-5. Hence, YrAW4 represented a new locus and was formally named Yr72. The usefulness of the markers IWB12294 and sun481 in marker-assisted selection was demonstrated by the amplification of alleles that are different to that linked with Yr72 in 19 common wheat and two durum wheat cultivars. Full article

While moving towards sustainable performance, organizations try to create a win-win situation not only for the organization itself but for the planet and society as well. The main aim of this study is to examine the linkage between environmental corporate social responsibility (ECSR), green talent management (GTM), and organization’s sustainable performance. The study also investigates the impact of ECSR and GTM towards sustainable performance through transformational leadership, employees’ innovative work behavior (IWB), and green performance (GP). The results of the present study show that ECSR directly influences the sustainable performance and GTM of an organization. Similarly, green hard and soft talent management (TM) both have direct and positive links with employees’ IWB and GP. Another important finding is the significant and direct relationship of both IWB and GP of employees towards the sustainable performance of an organization. The moderating role of transformational leadership exerts a significant moderating influence between green hard TM and IWB. However, the moderating role of transformational leadership between green soft TM and IWB and the moderating role of transformational leadership between GTM and employee’s GP proves insignificant. The findings of this study can help the organizations to understand the importance of engaging in environmentally sustainable activities and to support and recognize the significance of green values and competencies within their employees. Full article

This study examines how innovative work behavior (IWB) is affected by job insecurity (JI). The study also explores knowledge-hiding behavior (KHB) and team anti-citizenship behavior (TAB) as mediators. Data were collected from employees working in Egypt’s five-star hotels and category (A) travel agencies. There were 457 valid responses and they were analyzed using PLS-SEM. The findings demonstrated that there is a negative relationship between job insecurity and employee innovative work behavior. There were positive relationships between job insecurity with knowledge-hiding behavior and team anti-citizenship behavior. The findings also revealed a negative relationship between knowledge-hiding behavior and team anti-citizenship behavior with employee innovative work behavior. In addition, findings revealed that knowledge-hiding behavior mediates the relationship between JI and IWB. Contrary to the hypothesized model of the study, team anti-citizenship behavior did not mediate the relationship between JI and IWB. This research contributes to the studies on JI, KHB, and TAB in terms of IWB, specifically in the hospitality and tourism context. It also includes suggestions for coping with JI, KHB, and TAB in hotel and tourism enterprises, which may promote IWB and the overall workplace environment. Full article