Search Results (486)

Digital transformation in construction small and medium-sized enterprises (SMEs) depends on employees’ willingness to use information systems in their daily work. This study examines the role of transformational leadership (TL) and perceived organizational support (POS) in employees’ behavioral intention to use information systems in Chinese engineering construction SMEs. It also considers the mediating role of perceived usefulness (PU) and perceived ease of use (PEOU) and the moderating role of organizational culture. A total of 361 valid responses were collected from employees in Chinese engineering construction SMEs. The results show that TL and POS both act as organizational drivers of employees’ adoption intention. TL influences BI by improving employees’ cognitive evaluation of information systems through PU and PEOU. POS provides resource-based support to help employees feel more confident using these systems. OC further conditions how employees respond to leadership and support signals during digital transformation. These findings suggest that technology acceptance in engineering construction SMEs is shaped by both individual technology beliefs and organizational conditions. This study extends technology acceptance research by making the Theory of Planned Behavior more concrete through managerial and support mechanisms. It also provides practical guidance for SME managers seeking to support digitalization through clear leadership communication, targeted resource support, and a learning-oriented culture. Full article

Background: In increasingly dynamic and uncertain organizational environments, employees’ proactive behavior—characterized by self-initiation, future orientation, and change orientation—is critical for organizational adaptability and long-term competitiveness. Prior research has primarily examined how externally provided job resources stimulate proactive behavior. More recent work has begun to consider employees’ personal resources, but it largely adopts a capability level-based view, conceptualizing them as self-evaluations of individuals’ ability to control and influence their environment. This focus overlooks capability malleability-based personal resources that shape more fundamental beliefs about the malleability of human capability. Objective: Drawing on the job demands–resources (JD–R) model, this study investigates how employees’ growth mindset—reflecting beliefs that human capability can be developed—promotes proactive behavior by alleviating workplace anxiety, an anticipatory emotional state rooted in concerns about future work-related threats. We further examine time pressure as a key boundary condition. Method: A three-wave, multisource survey design was employed, collecting data from 326 employee–supervisor dyads. Results: The results show that employees’ growth mindset is negatively associated with workplace anxiety, which in turn positively predicts proactive behavior. Moreover, time pressure strengthens both the anxiety-buffering effect of growth mindset and the indirect effect of growth mindset on proactive behavior via workplace anxiety. Conclusions: By incorporating capability malleability-based personal resources into the JD–R model, this study advances understanding of the antecedents of proactive behavior beyond capability level-based self-evaluations toward deeper beliefs about the malleability of human capability. Applications: This study offers practical implications for managers seeking to cultivate employee proactivity. Full article

Background: Although green supply chain management (GSCM) has been widely examined, prior studies have often treated it as a homogeneous construct and have paid limited attention to how different types of GSCM practices operate in logistics firms. This study addresses this gap by distinguishing between technical GSCM practices and behavioral GSCM practices and examining how both dimensions influence organizational performance through green innovation culture (GIC). Methods: Drawing on data from a cross-sectional survey of 426 logistics practitioners involved in supply chain, operations, and sustainability-related functions in Guangzhou, China, the study tested the proposed model using structural equation modeling (SEM). Results: Both technical and behavioral GSCM practices positively influence GIC, with behavioral practices having a stronger effect. GIC significantly improves organizational performance. Technical and behavioral GSCM practices also directly enhance organizational performance, indicating partial mediation. The indirect effect of behavioral GSCM practices through GIC is stronger, suggesting that behavioral governance is especially important for developing an innovation-oriented green culture. Conclusions: The study advances GSCM and green innovation literature and suggests logistics firms can achieve more sustainable performance improvements by combining technological upgrading with leadership support, employee involvement, stakeholder collaboration, and an innovation-oriented green culture. Full article

Person–Environment Fit Theory explains organizational match in beliefs and values influences employee satisfaction and motivation in the workplace. Automated systems [e.g., artificial intelligence (AI)] and advanced technology have been integrated into business operations to compete in the digital era. However, how employee technology orientation and individual differences influence workplace preferences is underexplored. This study advances how organizations can strategically attract talent aligned with their technological infrastructure and work design. Parallel mediation path analysis was conducted on a surveyed U.S. convenience sample (SPSS PROCESS Model 4; N = 912). Technology adaptability was positively associated with preference for a job role highlighting working with automated systems relative to emphasizing supportive coworkers. Technology adaptability related to a greater need to belong and job satisfaction (as parallel mediators) and thereby less preference for a role working with automated systems (i.e., preference for a supportive coworkers job ad). The findings reveal that job ads promoting automated systems do not unilaterally attract tech-adaptive employees. Belonging needs and job satisfaction can function as psychological factors that redirect tech-savvy workers towards socially enriched roles. Proactively advertising social belonging and job satisfaction cues alongside advanced technology use could more comprehensively appeal to tech-adaptive job seekers. This can signal a better value congruence between an organization and these job seekers. Full article

This study examines the relationships between intrinsic motivation factors—task autonomy, personal growth and development opportunities, self-actualization, and decision-making participation—and employee retention, as well as the mediating role of perceived organizational pride. Using a quantitative cross-sectional survey, data were collected from 154 academic staff members at Taif University, Saudi Arabia. CFA supported the measurement model, and the hypotheses were tested using Hayes’ PROCESS macro. The findings show that all intrinsic motivation factors are positively associated with employee retention. Perceived organizational pride also mediates these relationships, suggesting that intrinsically motivating work conditions may support retention by strengthening employees’ pride in institutional membership. The results further indicate that developmental and participative factors show stronger associations with retention than task autonomy. This study contributes to employee retention research by integrating intrinsic motivation and identity-based explanations in the context of Saudi higher education. However, given the cross-sectional design and single-university sample, causal interpretation and generalizability should be treated with caution. The findings highlight the importance of growth-oriented, participative, and pride-enhancing work environments for supporting academic staff retention. Full article

Digital leadership, as a core organizational capability driving technological transformation, plays a pivotal role in the digitalization of traditional industries. Focusing on employees of Sichuan Baijiu enterprises in China and grounded in upper echelons theory, this study develops a theoretical framework in which digital leadership and organizational learning influence organizational innovation through the mediating mechanism of employees’ digital capabilities. Using survey data from 309 employees of Baijiu enterprises, we employ partial least squares structural equation modeling (PLS-SEM) to test our hypotheses. The empirical results reveal three key findings: (1) digital leadership positively affects organizational innovation by enhancing employees’ digital capabilities; (2) employees’ digital capabilities partially mediate the relationships between digital leadership and organizational innovation, as well as between organizational learning and innovation outcomes; and (3) these capabilities serve as a critical transmission channel that amplifies the effect of organizational learning on innovation, thereby forming a “learning–capability–innovation” chain. This study extends upper echelons theory to the digital transformation context of traditional manufacturing industries. By introducing employee-level digital capabilities as a key mediating variable, it provides both theoretical insights and practical implications for Baijiu enterprises and analogous traditional industries seeking to foster innovation through strengthening digital leadership, building learning-oriented organizations, and developing employees’ digital competencies. Full article

The increasing integration of multimodal technologies, including augmented and virtual reality and interactive digital systems, has shifted the focus of innovation from technological capability to user experience and interaction. In organizational settings, leadership structures play a key role in shaping how these technologies are designed and experienced. This study examines how leadership control orientation influences innovation outcomes through multimodal experience design and cognitive burden. Using structural equation modeling on a sample of 3017 employees who actively use multimodal systems, the study develops a process-based model linking leadership, multimodal experience design, cognitive burden, and innovation. The findings suggest that control-oriented leadership is negatively associated with multimodal experience design and positively associated with cognitive burden, whereas well-structured multimodal systems are associated with lower levels of cognitive burden. Multimodal design emerges as a central driver of perceived innovation, whereas cognitive overload negatively affects innovation outcomes. The results further reveal a sequential mediation process involving multimodal experience design and cognitive burden. Multi-group analysis confirms that these relationships remain stable across different levels of environmental control. The study contributes by integrating leadership, human–technology interaction, and experience design into a unified framework, offering a process-oriented explanation of innovation in multimodal environments. Full article

Organizational commitment is crucial for employee retention and performance; however, little is known about how social and leadership resources translate into organizational commitment through routine learning behaviors. Based on the Conservation of Resources (COR) theory, this study explores how trust and leader’s vision of talent influence organizational commitment through three informal training formats: peer/supervisor coaching, knowledge sharing, and job rotation. Using data from the 2023 Korea Human Capital Enterprise Survey (N = 10,371), this study employs a generalized structural equation model that combines Bernoulli logit mediation equations with Gaussian identity outcome equations, along with the bootstrap method, to test the proposed mediation model. The results show that trust and leader’s vision of talent are positively correlated with organizational commitment, whereas knowledge sharing and job rotation significantly mediate these relationships. Peer/supervisor coaching shows no mediating effect. This study conceptualizes informal training as a mechanism through which workplace resources are implemented and translated into employee attitudes, thereby extending COR theory from resource acquisition and protection to resource utilization processes in everyday organizational contexts. The findings suggest that organizations should strengthen trust-based and development-oriented human resource practices to foster employee commitment. These implications extend beyond Korean firms to global HR practitioners seeking to build learning-supportive workplaces. Full article

In the digital economy, small and medium-sized enterprises (SMEs) face growing pressure to align digital transformation with sustainability-oriented value creation. Yet, it remains unclear how and through which mechanisms digital leadership is associated with sustainable digital innovation in resource-constrained and turbulent contexts. This study investigates whether digital leadership is associated with sustainable digital innovation directly and indirectly through digital capabilities and digital orientation, and whether strategic agility strengthens these relationships. Drawing on the Resource-Based View (RBV) and Dynamic Capability Theory (DCT), the study develops an integrated framework that explains sustainable digital innovation as a strategically managed outcome of digital economy transformation rather than a simple result of technology adoption. Using survey data from 423 employees in Lebanese SMEs, the hypotheses were tested through partial least squares structural equation modeling (PLS-SEM). The findings show that digital leadership is positively associated with sustainable digital innovation both directly and indirectly, with digital orientation emerging as the stronger mediating pathway compared to digital capabilities. In addition, strategic agility strengthens the association between digital orientation and sustainable digital innovation, while its moderating role on the digital capabilities path is not significant. These findings contribute to the literature by identifying dual transformation mechanisms and revealing an asymmetric boundary role of agility in sustainability-oriented digital transformation. The study also offers practical implications for SME leaders seeking to align digital strategy with long-term environmental, social, and economic value creation. Full article

Construction projects are increasingly shaped by digital tools such as BIM, IoT-based monitoring, digital twins, and real-time project platforms, yet safety performance remains uneven because these technologies must be interpreted, coordinated, and applied by people. This study examines whether digital leadership is associated with safety performance in construction projects through task- and safety-related employee competence and whether adaptive leadership conditions this relationship. Drawing on Dynamic Capabilities Theory (DCT) and Social Exchange Theory (SET), the study develops a framework in which digital leadership is treated as a leadership capability linked to competence development, while adaptive leadership represents a contextual leadership condition that may strengthen this capability-building process. Data were collected from 487 construction professionals in Türkiye and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that digital leadership is positively associated with safety performance and task- and safety-related employee competence, and that employee competence is positively associated with safety performance. The indirect relationship between digital leadership and safety performance through employee competence is also significant. Adaptive leadership strengthens the relationship between digital leadership and employee competence and reinforces the conditional indirect effect, although it does not significantly moderate the direct relationship between digital leadership and safety performance. These findings suggest that safer digital project environments depend not only on technology adoption but also on leadership practices that support procedural knowledge, risk awareness, emergency response capability, and adaptation under changing project conditions. The study contributes to research on digital project delivery, construction safety, and leadership by clarifying how technology-oriented leadership and task- and safety-related human capability are associated with safety performance. Full article

Understanding the gap between individuals’ intention to reduce car use and their actual willingness to adopt public transport is critical for advancing sustainable urban mobility. This case study in Rome examines how perceived public transport service quality and travel burden influence car-dependent employees’ willingness to shift to public transport. The analysis draws on survey data collected from 392 respondents, including 190 car-dependent employees, between May and July 2024. The results reveal that perceived public transport service quality has a significant positive direct effect on willingness to use public transport. In contrast, its indirect effect through intention to reduce car use is not significant. In contrast, travel burden does not show a significant total effect on willingness; however, in the combined model, it exhibits a positive direct effect on willingness, while its indirect pathway through intention is weak. Furthermore, travel burden has a marginal negative effect on intention, reflecting structural constraints associated with car dependency. Intention is a strong predictor of willingness but does not significantly mediate the effect of service quality. It also shows a significant interaction effect with travel burden in the combined model. Overall, the findings suggest that improving public transport service quality is more effective in encouraging modal shift than increasing the burden of car use. This highlights the importance of service-oriented and user-centered interventions, as well as the need to address structural barriers that limit behavioral change. Full article

The transition toward a digital and knowledge-based economy has fundamentally transformed the drivers of labor productivity, raising important questions about its sustainability, inclusiveness, and long-term resilience. In this context, understanding the role of future-oriented competencies becomes essential for both economic performance and sustainable development. The aim of this article is to examine the relationship between selected indicators of digitalization and human capital and labor productivity, with particular reference to future-oriented competencies in the context of ongoing labor market transformation. The study relies on secondary analysis of data and reports published by international organizations and research institutions, particularly the World Economic Forum (WEF), the International Labour Organization (ILO), and the OECD. The research combines content analysis, comparative analysis, and selected statistical methods, including correlation and regression techniques, supported by data triangulation. The results suggest that future-oriented competencies, especially digital, cognitive, and social skills, are strongly associated with higher levels of labor productivity. At the same time, productivity growth increasingly depends on the effective integration of technological advancement with human capabilities, which is critical for building resilient and inclusive economies. The study emphasizes the need to invest in competency development, encourage innovation-driven organizational cultures, and implement flexible work arrangements that support sustainable productivity, digital inclusion, and employee well-being. The development of future-oriented competencies may also help reduce structural inequalities and improve the adaptability of labor markets. In addition, the study contributes to the existing literature by linking labor productivity with future competencies within the broader context of digital transformation and sustainable development. Full article

Healthcare sustainability has become increasingly important due to the sector’s environmental footprint and the growing emphasis on environmental, social, and governance (ESG) criteria. This study examines ESG awareness, sustainability reporting readiness, and the association between sustainability-oriented leadership climate and employee green behavior in Greek healthcare organizations. A cross-sectional survey was conducted among 379 healthcare professionals employed in public hospitals and private clinics in Greece. Data were analyzed using descriptive statistics, exploratory factor analysis, correlation analysis, non-parametric group comparisons, and hierarchical regression. The findings indicate limited ESG awareness and weak institutionalization of sustainability reporting across the sampled organizations. The analysis also identified two distinct and reliable constructs, leadership climate for sustainability and employee green behavior. These constructs were positively associated, and leadership climate for sustainability remained a significant predictor of employee green behavior after controlling demographic and occupational characteristics, although the overall explained variance remained modest. The study contributes empirical evidence from the Greek healthcare sector by linking ESG awareness and sustainability reporting readiness with perceived leadership climate and employee green behavior, while identifying leadership climate for sustainability as one relevant organizational condition associated with employee-level green behavior. Full article

Employee well-being in hospitality settings depends on how individuals shape their daily work experience under continuous service demands. This study examines whether job crafting is associated with workplace mindfulness, whether this association is statistically linked with meaningful work, and whether the strength of these relationships varies across levels of growth mindset. Data were collected from 553 frontline employees in five-star hotels in Antalya, Turkey, and analyzed using partial least squares structural equation modeling with bootstrapped conditional effects. The results indicate that job crafting was positively associated with workplace mindfulness, and that meaningful work accounted for part of this association. The findings also indicate that growth mindset strengthened the association between job crafting and workplace mindfulness and the indirect association through meaningful work. Rather than positioning the model as a radical theoretical departure, this study offers a contextual and mechanism-based refinement by showing how meaningful work and growth mindset jointly qualify the association between job crafting and workplace mindfulness in a highly standardized service setting. In this study, workplace mindfulness is treated as a distinct work state reflecting present-moment attentional focus, awareness, and emotional regulation during service delivery, which makes it especially relevant in frontline hospitality roles where service consistency depends on employees’ psychological presence during each guest encounter. The findings provide practical insight into how bounded work adjustments and development-oriented support may be linked with employee psychological functioning in luxury hospitality contexts. Full article

Based on Social Learning Theory, the Health-oriented Leadership Model posits leaders as SelfCare role models. While this modeling influence is established for general SelfCare, its applicability to sensitive behaviors—such as disclosing mental health problems—remains unclear. Additionally, the role of interactional and contextual factors is insufficiently understood. The present paper investigates whether leaders’ role modeling extends to disclosure and whether communication aspects and Working from Home (WfH) intensity moderate these effects. Two cross-sectional studies were conducted among employees working partly from home. Employees rated their own and leaders’ SelfCare; Study 2 (pharmaceutical company; N = 198) additionally assessed disclosure. Both studies included communication frequency and WfH intensity; Study 1 (public service; N = 227) measured informal communication, and Study 2 assessed communication barriers. Results confirmed that leaders’ SelfCare and disclosure were related to employees’ corresponding behaviors. Communication frequency and WfH intensity showed no moderating effects. Informal communication was associated with a stronger leader SelfCare role model effect, whereas communication barriers were associated with weaker role model effects. Findings suggest an association between leaders’ and employees’ health behavior, consistent with role modeling processes. Based on these preliminary findings, organizations may raise leaders’ awareness of their impact, while leaders should hold informal check-ins and promote barrier-free communication. Future longitudinal and experimental research should validate these findings. Full article