Search Results (792)

Sustainable innovation presents a significant challenge for modern organizations as they operate in an ever-evolving and complex global environment. It requires creating and adopting new products, services, or processes that are not only economically feasible but also environmentally responsible. This study aims to provide insights into the impact of ergonomics on sustainable innovation within the Hospitality sector, with a focus on green work engagement and green intrinsic motivation as mediating factors. Data was collected from full-time employees working in five-star hotels in Egypt, with a total of 424 valid responses analyzed. The study employed the PLS-SEM analytical method, and the analysis was conducted using WarpPLS 7.0. The findings revealed a positive relationship between employees’ perception of ergonomics and sustainable innovation. Additionally, ergonomics was positively linked to both green work engagement and green intrinsic motivation. Moreover, green work engagement and green intrinsic motivation were found to have a positive impact on sustainable innovation. The study also demonstrated that green work engagement and green intrinsic motivation serve as mediators between ergonomics and sustainable innovation. This study offers valuable insights into the significance of ergonomics for the hospitality industry. Integrating ergonomics enables organizations to create a healthier, more innovative, and sustainable work environment. Full article

Drawing on social comparison and attribution theories, this study examines how employees’ attitudinal dissimilarity within work groups shapes their willingness to speak up or remain silent. We conceptualize dissimilarity in psychological ownership and job stress as individual-level differences that trigger internal attributions, leading employees to direct attention inward and reduce their likelihood of speaking up. In contrast, dissimilarity in perceived status conflict, an individual-level perception of a structural feature of the group, induces external attributions toward the social system, motivating employees to express voice aimed at preserving or challenging the status quo. Using multi-source data from 202 employees nested in 39 work groups in South Korea, hierarchical regression analyses support all proposed hypotheses: individual-level dissimilarities are negatively related and structural-level dissimilarity is positively related to voice. These findings reveal that the behavioral consequences of difference depend on where attribution is directed—toward the self or the system. The study contributes to the voice literature by integrating attributional reasoning into social comparison processes and by identifying two forms of attitudinal minorities: invisible minorities who remain silent, and boisterous minorities who speak up for change. Full article

The construction sector is traditionally known for a harsh working culture characterized by uncertainty, frequent crises, and long working hours, which increase stress among employees at all organizational levels. The primary objective of the present research is to examine the extent to which workplace stress factors grouped under organisational/interpersonal, task and physical stressor categories influence professionals within the construction industry. A cross-sectional online survey of 185 construction professionals in Turkey was conducted between October 2024 and February 2025. Findings reveal that the task stressors category associated with increased workload exerts the most significant adverse effect on employees, while organisational/interpersonal stressors are the least impactful. The analysis also shows significant variations in perceptions across different demographic and workplace contexts. An overwhelming majority of significant differences between male and female employees occur within the “Organizational/Interpersonal Stressors”, with six out of the eight significant factors falling under this category. In particular, the most pronounced gender-based differences are observed in specific areas such as gender and age discrimination in promotion and development opportunities at work, fear of failure at the job/job insecurity and insufficient encouragement/support from managers. In addition, young professionals and employees of medium sized firms are found to be more severely influenced by task stressors. By highlighting the differing perceptions of stress factors among employees based on their demographic profiles, these findings provide insights for managers in formulating effective organizational policies. Establishing goals about streamlining tasks, reviewing hiring policies to reduce workloads, providing guidance and training for employees’ task prioritization skills, and implementing workload redistribution strategies are some of the strategies that may be considered by organisations in the construction industry. Full article

The rapid integration of artificial intelligence (AI) into organizational workflows is re-shaping traditional patterns of interaction between leaders and employees. Grounded in power dependence theory, this study investigates how employees’ voluntary dependence on AI influences leader–subordinate power relations and, consequently, influences employees’ voice behavior. We propose that employees’ dependence on AI can increase their perceived power when interacting with leaders, which subsequently enhances their willingness to offer constructive suggestions or question established practices. Furthermore, we propose that the extent to which leadership tasks can be substituted by AI plays a moderating role in this process. Coaching leadership, characterized by its emphasis on guiding task performance and developing employee skills, may be particularly sensitive to such substitution. Using two experimental studies and two survey investigations, we provide evidence that employees’ AI dependence is positively associated with voice behavior through heightened perceptions of personal power, and that this relationship is strengthened under high levels of coaching leadership. These findings advance leadership theory by explicating how AI adoption alters foundational power structures in the workplace and by identifying a novel, power-based pathway linking AI use to proactive employee behaviors. The study contributes to emerging discussions on effective leadership in technologically augmented organizations and offers empirical insights into how leaders can adapt their roles and behaviors in the new era of AI-driven work. Full article

This study analyzes the factors affecting the implementation of Lean methodologies, as well as the resulting benefits, using Bosch Security Systems as a case study. In an uncertain and volatile environment, such as that created by Industry 4.0 technologies, companies must be committed to operations management to ensure their efficiency and competitiveness. In this context, Lean methodologies emerge as a powerful management tool, and this study aims to enhance their benefits by identifying the factors that may affect their implementation. By combining a literature review with a quantitative approach, a questionnaire was applied to collect empirical data, allowing this study to address the gap regarding employees’ perceptions of the factors affecting implementation and its operating benefits at a subsidiary of a European multinational group. Statistical analysis of the data enabled us to identify constraints to the consolidation of Lean methodologies and the creation of the following three integrated groups: (1) technical and operational factors; (2) human and cultural factors; and (3) organizational and management factors. In addition, this study provides evidence of significant gains in terms of efficiency, quality, flexibility, and customer focus. Therefore, this research deepens our understanding of Lean thinking in complex operational environments by highlighting the importance of an integrated, adaptive approach that focuses on employee involvement. Full article

Environmental sustainability in tourism and hospitality has emerged as a critical focus of Saudi Arabia’s Vision 2030, aligning with global Sustainable Development Goals (SDGs) and national priorities such as environmental stewardship, human health, and future economic diversification. This study examines how perceived leader favoritism influences non-green behavior among hospitality employees, exploring malicious envy as a mediator and perceived organizational injustice as a moderator. A cross-sectional survey was administered to 412 employees across five major hotels in Riyadh. Measures included validated scales for perceived leader favoritism, malicious envy, non-green behavior, and organizational justice. Structural equation modeling tested hypothesized relationships and moderation effects. Perceived leader favoritism was positively associated with non-green behavior (β = 0.39, p < 0.001) and malicious envy (β = 0.58, p < 0.001). Malicious envy mediated the favoritism–behavior link (indirect effect β = 0.17, p < 0.01). High perceptions of organizational injustice strengthened these effects, exacerbating environmentally harmful behaviors. Interpretation: The findings reveal that unfair leadership practices undermine corporate sustainability efforts by provoking negative emotions and unethical environmental actions. Managerial interventions to enhance fairness and mitigate envy are imperative for achieving SDG 12 (Responsible Consumption and Production) and SDG 13 (Climate Action), supporting Saudi Arabia’s goals in environmental sustainability, basic needs fulfillment, and future economies. Implementing justice-centered leadership programs can foster healthier organizational climates, promoting both employee well-being and ecological resilience. Full article

This study investigates the intricate mechanisms linking ESG practices, innovation performance, and brand outcomes from the perspective of internal stakeholders—employees. This study investigates employees’ perceptions of ESG practices and their influence on brand identification and brand love, based on a quantitative survey conducted among 346 employees from three major Taiwanese airlines; the findings reveal that ESG practices positively influence innovation performance, which, in turn, significantly enhances brand loyalty and brand value, ultimately fostering greater brand love. Moreover, the results indicate that an innovative organizational climate exerts a significant positive moderating effect on the relationship between ESG practices and innovation performance. In contrast, the moderating effect of human capital was not found to be significant. Full article

In contemporary e-commerce, enterprises coordinate transactions, supply chains, and customer interactions within platform-based, data-intensive ecosystems. Integrated office application (IOA) serves as the operational backbone of these ecosystems by unifying communication, content management, workflow automation, and analysis across procurement, fulfillment, and after-sales service processes. As e-commerce processes become fully digitized, employees’ daily interactions with IOA directly impact service quality, operational efficiency, and sustainability outcomes. However, the micro-mechanisms by which IOA attributes translate into sustainable work practices are under-explored in the e-commerce literature. This study aims to explore how system quality, information quality, and collaboration quality influence user perceptions (perceived ease of use and usefulness), social influences (subjective norms), and satisfaction, thus jointly driving user intention and IOA-enabled sustainable behaviors. By integrating the Technology Acceptance Model, the Theory of Planned Behavior, and the IS Success Model, this research elaborates in a human-centered way on how an e-commerce enterprise’s system support can promote corporate and individual sustainability through employees’ adoption and continuous effective use. Full article

The adoption of artificial intelligence (AI) is reshaping organizational practices, yet workers’ attitudes remain crucial for its successful integration. This study examines how perceived organizational ethical culture, organizational innovativeness, and job performance influence workers’ attitudes towards AI. A survey was administered to 356 workers across diverse sectors, with analyses focusing on 154 participants who reported prior AI use. Measures included the Attitudes Towards Artificial Intelligence at Work (AAAW), Corporate Ethical Virtues (CEV), Inventory of Organizational Innovativeness (IOI), and an adapted version of the In-Role Behaviour Scale. Hierarchical regression analyses revealed that ethical culture dimensions, particularly Clarity and Feasibility, significantly predicted attitudes towards AI, such as anxiety and job insecurity, with Feasibility also associated with the attribution of human-like traits to AI. Supportability, reflecting a cooperative work environment, was linked to lower perceptions of AI human-likeness and adaptability. Among innovation dimensions, only Raising Projects, the active encouragement of employees’ ideas, was positively related to perceptions of AI adaptability, highlighting the importance of participatory innovation practices over abstract signals. Most importantly, perceived job performance improvements through AI predicted more positive attitudes, including greater perceived quality, utility, and reduced anxiety. Overall, this study contributes to the growing literature on AI in organizations by offering an exploratory yet integrative framework that captures the multifaceted nature of AI acceptance in the workplace. Full article

This research applies the stress appraisal framework to examine how perceived status threats, triggered by high-performing new employees, affect incumbent employees’ work engagement and withdrawal behaviors. The investigation proposes that coping approaches, specifically proactive adaptation strategies and disengagement tactics, serve as mediating mechanisms, with stress perception orientation playing a moderating role. By reversing traditional research perspectives to concentrate on incumbent employees rather than new employees, this analysis identifies the key drivers of perceived occupational vulnerability and investigates their behavioral consequences. Through a time-lagged research methodology, we garnered responses from 266 incumbent employees spanning multiple sectors. The results demonstrate a strong positive correlation between the competence of new employees and incumbent employees’ perceived status of threat, which subsequently elevates work engagement via approach-focused strategies, while simultaneously increasing disengagement behaviors through avoidance mechanisms. Notably, employees’ fundamental beliefs about stress significantly weaken the association between perceived competitive threats and passive coping methods. These discoveries highlight critical implications for managing workplace dynamics and optimizing team performance through an enhanced understanding of perceived status challenges. Full article

Drawing on organizational justice theory, this study examines how workers’ perceptions of fair treatment influence job satisfaction following the transition from temporary agency employment at subcontracting firms to regular employment with client firms. A multilevel analysis was conducted to simultaneously assess individual- and organizational-level effects. Data were collected through a survey of Korean public organizations that had implemented regular employment transitions, yielding a final sample of 966 employees nested within 116 institutions. At the individual level, perceived fair treatment after regularization was positively associated with job satisfaction. At the organizational level, systematic human resource management practices enhanced employees’ perceptions of fair treatment, while government support during the transition process—including the provision of clear guidelines and professional consulting—moderated the relationship between perceived fair treatment and job satisfaction. These findings contribute to a deeper understanding of how fair treatment perceptions shape employee attitudes following employment regularization and highlight the role of organizational human resource practices and government involvement in fostering positive outcomes during labor market transitions. Full article

With the growing emphasis on sustainable development, organizations and government agencies are increasingly incorporating environmental, social, and governance (ESG) factors into their strategic agendas. However, previous research has primarily examined ESG performance, stakeholder engagement, and financial outcomes in isolation, overlooking the systemic role of employee perceptions and psychological responses. To address this shortcoming, this study integrated social identity theory and social exchange theory to explain how ESG practices influence green innovation behavior through organizational pride. Furthermore, drawing on organizational climate theory, we explored the moderating role of innovation climate in this relationship. We used structural equation modeling (SEM) to analyze data from 346 employees across diverse Chinese companies, enabling us to capture the overall structure of the relationship rather than isolated causal relationships. Our results show that all three dimensions of ESG practices significantly enhance organizational pride, which in turn stimulates green innovation, highlighting the indirect, systemic relationship between ESG and innovation outcomes. Organizational climate is an important contextual variable influencing both individual behavior and organizational performance. When organizations have a favorable innovation climate, employees are more likely to translate their pride into concrete innovative behaviors. While the direct impact of ESG (S) and ESG (G) on green innovation has not been confirmed, the mediating role of organizational pride and the moderating role of innovation climate highlight the dynamic interplay between psychological and organizational subsystems. This study conceptualizes ESG practices, organizational pride, and innovation climate as interconnected subsystems within a broader organizational system, providing a systems-based perspective for sustainability research. It advances theoretical understanding of how sustainability initiatives spread through psychological and organizational mechanisms and offers practical insights for policymakers and decision makers seeking to promote long-term green innovation. Full article

Background/Objectives: Given the high prevalence of mental health problems in the workplace, fostering disclosure and reducing sickness absence are critical for ensuring timely support and sustaining employees’ work ability. Drawing on the health-oriented riented leadership (HoL) model, this paper examines the associations between staff care, disclosure, and sickness absence, and addresses the underexplored question of whether staff care continues to show beneficial relationships when employees experience acute health deterioration. To account for differing perspectives, we included samples with employees and with leaders. Methods: We conducted three distinct cross-sectional studies with (1) predominantly healthy employees (N₁ = 148), (2) employees with severe mental health issues or a diagnosis (N₂ = 338), and (3) leaders (N₃ = 91). Results: Staff care is positively related to disclosure across all studies. In study 1, this relationship was unexpectedly stronger for low than for high health deterioration, though still significant for high deterioration. In studies 2 and 3, the interaction was non-significant. However, a perceptual gap emerged: simple slopes showed that leaders with low staff care still expected disclosure from employees with high health deterioration (study 3), whereas employees reported higher concealment intentions (study 1). Staff care was negatively related to sickness absence only in study 2, with this relationship strengthened under high health deterioration. Conclusions: Staff care seems particularly relevant for supporting disclosure during early health declines and for mitigating sickness absence during acute deterioration among those already affected. Divergent leader–employee perceptions may hinder timely support. We provide practical recommendations for organizations. Full article

The purpose of this study was to assess workers’ perceptions, experiences, and strategies related to financial health, with the goal of identifying and validating a model of financial resilience aligned with theoretical and empirical fit criteria. A sequential quantitative approach was employed, combining exploratory factor analysis (EFA) to uncover latent dimensions, followed by confirmatory factor analysis (CFA) to validate the resulting structure. This dual methodology was designed to ensure both empirical robustness and theoretical coherence. The study used a non-experimental, cross-sectional design and drew on survey data from 311 employees of a sugar company in San Juan Bautista Tuxtepec, Oaxaca, selected through a non-probabilistic self-selection sampling method. The instrument, based on existing models was administered electronically. Internal consistency was assessed using Cronbach’s alpha (α), McDonald’s omega (ω), composite reliability (CR), and average variance extracted (AVE), while multivariate normality was also examined. Findings reveal that financial resilience encompasses not only recovery from financial shocks but also proactive financial behaviors such as budgeting, long-term saving, and responsible debt management. Respondents emphasized the role of credit history, insurance access, and perceived financial autonomy in promoting both financial stability and emotional well-being. These results contribute to the theoretical conceptualization of financial resilience and have practical implications for policy and financial education with a preventive and mental health-oriented perspective. Full article

As technological revolutions continue to advance, AI increasingly emerges as a focal driver for enhancing innovation quality. Grounded in coping theory, this study develops a moderated dual-pathway model to examine the mechanisms through which AI-related task complexity influences innovative work behavior. A three-wave field survey was conducted among 353 employees from high-tech enterprises in Beijing and Shanghai. Hypotheses are tested via structural equation modeling. The findings reveal that AI-related task complexity significantly promotes innovative work behavior by fostering problem-focused coping while simultaneously suppressing it by triggering emotion-focused coping. Moreover, AI opportunity perception is found to moderate these relationships, strengthening the positive effect of problem-focused coping and attenuating the negative effect of emotion-focused coping on innovation. This study advances theoretical understanding of employee behavioral responses in AI-integrated work contexts and offers practical insights into how organizations can leverage AI to stimulate innovation among their workforce. Full article