Search Results (814)

This study examines the relationships among paradoxical leadership, positive psychological capital, promotive voice, and job crafting. This study proposes and tests a mediation framework in which positive psychological capital and promotive voice link paradoxical leadership to job crafting. Higher levels of positive psychological capital, comprising hope, efficacy, resilience, and optimism, in turn stimulate promotive voice, which encourages employees to proactively reshape their jobs. Paradoxical leadership and job crafting are conceptually connected through their shared emphasis on navigating complexity, flexibility, and proactive adaptation in contemporary organizations. Empirical evidence indicates that paradoxical leadership is positively associated with positive psychological capital and job crafting, and that both positive psychological capital and promotive voice independently mediate the relationship between paradoxical leadership and job crafting. These findings reveal that paradoxical leadership is linked to job crafting not only by strengthening employees’ internal psychological resources but also by encouraging proactive voice behavior. Therefore, investigating the relationship between paradoxical leadership and job crafting not only advances leadership, but also offers actionable insights for organizations seeking to enhance flexibility, innovation, and sustainable performance through leadership practices that empower employees to actively craft their jobs. 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

This study explores how Machiavellian leadership behaviors may become embedded in ethical mentorship relationships and how these dynamics influence trust formation, dependency, emotional ambivalence, and trust erosion within higher education institutions (HEIs). Drawing on destructive leadership and impression management perspectives, this study examines how ethical rhetoric and developmental language may function as mechanisms through which manipulation, reciprocity expectations, and dependency become normalized within organizational mentorship relationships. A qualitative research design was adopted, using semi-structured interviews with sixteen participants employed within multicultural HEIs in the United Arab Emirates. The data were analyzed using thematic analysis to identify recurring patterns related to mentorship experiences, ethical self-presentation, emotional tension, and evolving trust dynamics. The findings revealed five interrelated themes: “The Wolf in a Scholar’s Robe,” where mentors project ethical identities while pursuing self-interest; “Debts That Never End,” reflecting the use of gratitude and reciprocity to create ongoing obligation; “Trust Fractures,” characterized by the erosion of interpersonal and institutional trust following perceived manipulation; “Ambivalence of Gratitude,” capturing the emotional conflict between appreciation and resentment; and “Signals of Dual Image,” highlighting the contrast between public ethical performance and private exploitative behavior. Together, these findings demonstrate how ethical mentorship may simultaneously function as a source of professional support and a mechanism of subtle control. This study contributes to the literature by conceptualizing performative ethical mentorship as a potential mechanism through which manipulative leadership behaviors may become legitimized within academic institutions. It further extends current scholarship by integrating Machiavellian leadership, ethical mentorship, emotional ambivalence, and trust dynamics within an analysis of multicultural HEI environments in the UAE, highlighting how performative ethical leadership may gradually erode psychological safety, relational trust, and organizational confidence. Full article

The growth of commercial aerospace enterprises (CAEs) has injected new vitality into the entire aerospace system. Nevertheless, there remains a research gap concerning the entrepreneurial behavior of these enterprises, which is primarily driven by commercial demands and technological innovation. Drawing on network embeddedness theory and complex system theory, this study proposes a conceptual framework that links the structural and relational embeddedness of aerospace system subnetworks to entrepreneurial behavior, while examining the mediating roles of perceived organizational resilience and perceived environmental uncertainty. The moderating role of transformational leadership is evaluated using the trait activation theory. A two-phase quantitative design was employed, combining Partial Least Squares Structural Equation Modeling (PLS-SEM) and fuzzy-set Qualitative Comparative Analysis (fsQCA). Empirical analysis using a sample of 265 CAEs in China revealed several key findings: (1) the structural position of CAEs within the aerospace system network, along with informational resources formed through relationships, can enhance perceived organizational resilience and reduce perceived environmental uncertainty, thereby promoting entrepreneurial behavior; (2) entrepreneurs’ transformational leadership can effectively enhance the positive relationship between perceived organizational resilience and their entrepreneurial behavior; (3) two distinct configurations lead to high entrepreneurial behavior among CAEs. The study concludes with corresponding theoretical and practical implications. Full article

Background: This study fills a gap in the literature by examining how perceptions of health news are associated with interpersonal trust in physicians and institutional distrust in the healthcare systems, particularly in the Türkiye context. While previous studies have examined trust in physicians and distrust in healthcare systems separately using different independent variables, evidence remains limited on the simultaneous association between health news perception and both trust in physicians and distrust in the healthcare system, particularly in the Türkiye context and using validated measurement tools. Therefore, the main objective of this study is to examine the association between health news perception, trust in physicians, and distrust in the healthcare system. Methods: The population of this cross-sectional study consisted of individuals aged 18–60 residing in the central district of Kutahya. The study data were collected face-to-face using a two-part questionnaire. A total of 719 completed questionnaires were analyzed. Results: 58% of the participants in the study were aged 41 and above. Commercial concerns and advertising, consumption promotion, behavioral change, health behavior exploitation, and trust in health news were positively associated with distrust in the healthcare system (β = 0.119, β = 0.196, β = 0.054, β = 0.061, β = 0.046; p < 0.01, p < 0.05). The model explained 22.4% of the variance (R² = 0.224). Commercial concerns and advertising, consumption promotion, behavioral change, health behavior exploitation, and trust in health news were negatively associated with trust in physicians (β = −0.221, β = −0.014, β = −0.014, β = −0.127, β = −0.211; p < 0.05, p < 0.01). The model explained 25.3% of the variance (R² = 0.253). Conclusions: The study found that health news perception was associated with trust in physicians and distrust in the healthcare system. Therefore, understanding the associations between health news perception, trust in physicians, and distrust in the healthcare system is important for improving individual and public health. For this reason, it is of great importance to raise the level of health and digital health literacy in society through policies developed under the leadership of public health experts. Full article

Increasing stakeholder pressures and environmental uncertainty require organizations to move beyond short-term financial outcomes and pursue sustainable performance. Despite the growing interest in sustainable leadership, the mechanisms and conditions under which this leadership approach is associated with sustainable performance have not yet been sufficiently clarified. This study examines the relationships between sustainable leadership and sustainable performance within a framework that incorporates the mediating role of organizational commitment and the moderating role of intra-organizational knowledge sharing. The research model was tested using data obtained from 399 employees working in SMEs operating in Türkiye through a convenience sampling approach, and the hypotheses were examined using PROCESS Macro Model 14 with a bootstrapping procedure (5000 resamples). The findings indicate that sustainable leadership is positively associated with sustainable performance and organizational commitment. Furthermore, organizational commitment is positively associated with sustainable performance and partially mediates the relationship between sustainable leadership and performance. In addition, intra-organizational knowledge sharing strengthens this indirect relationship, such that higher levels of knowledge sharing are associated with a stronger indirect effect. These findings suggest that sustainable performance is not solely a direct outcome of leadership behaviors but is associated with the interaction between employees’ relational bonds with the organization and knowledge-based processes. By integrating the natural resource-based view, social exchange theory, and the knowledge-based view, the study offers a conditional process perspective that is consistent with the observed relationships and contributes to the literature by providing a more integrated and contextually grounded understanding. Full article

This study examines educator staffing instability in New Mexico by analyzing certified staffing rosters from the New Mexico Public Education Department (2014–2019) alongside a statewide Teacher Working Conditions Survey (N = 4481). The goal was to identify which working conditions districts can influence and to highlight practical strategies for improving teacher retention. Headcount and vacancy analyses show that instability persisted even during periods of workforce growth: vacancies remained high despite increases in educator numbers, reflecting replacement churn and role-specific shortages rather than an overall teacher supply deficit. Vacancy patterns also fluctuated year to year, indicating a labor market responsive to shocks rather than moving toward stability. Turnover estimates further show that educator loss is structural and cumulative across districts, not episodic. The survey findings indicate that job satisfaction varies by grade band, while years of experience do not, suggesting turnover risk is driven more by organizational context than career stage. District-level regression models support this: compensation, leadership instability, student behavior and discipline conditions, and class size predict both annual and long-term turnover. Time for planning, preparation, and collaboration uniquely predicts long-term retention, while administrative discipline support is more strongly associated with annual exits. Overall, the findings highlight retention—not supply—as the central challenge. Full article

Career development spans higher education through post-entry adaptation, retention, and transition. Organizational career management (OCM) links human resource management, career attitudes, and employability, yet lacks a coherent account of how organizational provisions become concrete developmental experience in daily work. This article re-specifies OCM as a developmental system comprising four layers: OCM as superordinate architecture, developmental HR practices as implementation infrastructure, developmental networks as a relational access layer, and proactive career behaviors/career self-management (CSM) as self-regulatory behaviors conditioned by institutional and relational support. The central contribution is proposing collective leadership behaviors (CLB) as a candidate for specifying the missing workplace-practice layer. Developmental networks explain who employees turn to for support; CLB explains how support is enacted in team interaction so that organizational provision becomes developmentally usable. CLB is treated not as shared leadership or a substitute for supervisor support, but as enacted workplace practice once institutional provision and relational access are in place. Because empirical studies linking CLB to career development remain limited, this framework advances as a theory-building integrative review: developmental networks matter most when the bottleneck is access to heterogeneous support, whereas CLB matters most when support exists but is not yet enacted as usable developmental experience. Full article

Corporate social responsibility (CSR) has increasingly become a strategic and governance-relevant domain that depends on internal capability development to translate stakeholder and sustainability expectations into credible action. In emerging economies, higher education institutions (HEIs) are key arenas where future managers and intrapreneurs acquire human-capital foundations relevant to CSR-related strategy implementation. This exploratory study examines whether students’ self-reported transformational leadership (TL) is associated with entrepreneurial competencies (EC) that are relevant for responsible value creation and stakeholder-oriented execution. Using a quantitative, cross-sectional correlational design, we surveyed 207 senior undergraduate students from business-related programs in a private HEI in Peru. TL was measured using the MLQ-5X (transformational subscale), and EC were assessed through a content-validated and reliability-tested eight-dimension scale (networking, problem solving, achievement orientation, risk taking, teamwork, creativity, autonomy, and initiative). Given distributional characteristics, Spearman’s rho was used for hypothesis testing. Because the design was intentionally limited to first-order associations, no control variables or multivariate models were incorporated. Results show a strong, positive association between TL and overall EC (ρ = 0.822, p < 0.001), with statistically significant positive relationships across all EC dimensions (ρ = 0.709–0.807). These findings are consistent with a microfoundational view of CSR, indicating that leadership-related developmental behaviors are systematically aligned with competence bundles that may support CSR-related strategy enactment under stakeholder complexity and sustainability constraints. The study does not measure CSR outcomes or CSR communication directly; rather, it provides capability-level evidence with implications for HEI curricula and leadership development aimed at preparing graduates for responsible innovation and stakeholder-sensitive decision-making in emerging-economy contexts. Full article

This study examines the interplay between CEO overconfidence, strategic risk-taking, and financial performance within Indonesian digital banks. Grounded in Upper Echelons Theory and behavioral corporate finance, we investigate whether strategic risk-taking serves as an organizational pathway through which CEO overconfidence is more likely to be associated with specific financial outcomes. We analyzed a census-based, longitudinal dataset of seven Indonesian digital banks from 2014 to 2024. Using Partial Least Squares Structural Equation Modeling (PLS-SEM), we tested a moderated mediation framework incorporating CEO age and gender as contextual characteristics. The empirical results reveal a nuanced pattern: while CEO overconfidence is positively associated with strategic risk-taking, such risk-taking tends to correlate negatively with financial performance. Since these direct and indirect pathways operate in opposite directions, the total association between overconfidence and performance is not statistically significant. This structure suggests that strategic risk-taking represents a primary channel through which the potential downside of CEO overconfidence may be translated into financial outcomes. Furthermore, this negative association appears more pronounced under male leadership, while CEO age exhibits no significant moderating association. Overall, the findings suggest that while CEO overconfidence may align with strategic ambition, its financial implications appear contingent upon the specific risk posture through which it is expressed. Full article

This study examines how market leadership in Indian equities has structurally shifted away from foreign institutional investors (FIIs) toward domestic institutional investors (DIIs) and mutual funds (MFs), and it evaluates the systemic risks created by this rebalancing. Using monthly transaction data from April 2007 to January 2026, we analyze evolving investment patterns among FIIs, DIIs, and MFs by employing trend analysis, Pearson’s and Spearman’s correlation analyses, phase decomposition, stationarity tests, Granger causality analysis, ARIMA modelling, and GARCH volatility estimation. Since 2021, FIIs have recorded cumulative net outflows exceeding ₹8.68 lakh crore (US$95.36 billion), while DIIs mainly led by mutual funds financed largely through Systematic Investment Plans (SIPs) have made net purchases of over ₹19.37 lakh crore (US$212.67 billion), effectively absorbing FII selling and helping to maintain elevated index levels. The trend continues with SENSEX having remained above 80,000 points through 2025 despite persistent FII disengagement. The DII share of total market purchases rose from approximately 39% in 2017 to over 54% by January 2026, documenting a structural shift in market composition. The results show that DII flows have stayed positively and significantly correlated with SENSEX, with FII flows being significantly negatively correlated. Granger causality tests suggest market-responsive rather than market-driving behavior by domestic institutions. Drawing upon Minsky’s financial instability hypothesis and behavioral finance frameworks, we interpret that prolonged domestic absorption of FII exists where direct fundamental evidence is unavailable. The Minsky-type fragility interpretation is offered as a structured hypothesis for future empirical investigation. The findings carry important implications for retail investors, fund managers, and regulators. Full article

This study addresses the growing necessity to understand how artificial intelligence (AI) competency and soft skills jointly influence organizational innovation and performance in the era of digital transformation. Despite the rapid adoption of AI technologies across industries, organizations continue to face significant challenges in effectively integrating technical AI capabilities with essential human-centric soft skills such as communication, adaptability, and leadership. This gap often limits the realization of AI-driven value and sustainable competitive advantage. The primary challenge in this research area is the lack of comprehensive models that simultaneously examine AI competency and soft skills within a unified framework, particularly in emerging economies where digital maturity varies widely. Existing studies tend to focus either on technical competencies or behavioral factors in isolation, leading to fragmented insights. To address these challenges, this study proposes a novel integrated research model that examines the combined effects of AI competency and soft skills on innovation outcomes and organizational performance. The model is empirically validated using structural equation modeling (SEM), providing robust evidence of the interrelationships among key constructs. The findings reveal that both AI competency and soft skills significantly contribute to innovation capability, which in turn enhances organizational performance. The study offers important theoretical and practical implications by bridging the gap between technical and human dimensions of AI adoption, thereby providing a more holistic understanding of digital transformation success. Full article

In the complex and high-risk underground environment of coal mining, ensuring occupational health and safety is a fundamental pillar of social sustainability. Traditional safety compliance is insufficient to prevent unpredictable accidents and sustain long-term enterprise resilience. Thus, fostering proactive safety citizenship behavior is essential for enhancing organizational resilience. Drawing on the cognitive appraisal theory of stress, this study constructs a double-edged sword model of felt accountability on miners’ safety citizenship behavior. A three-wave time-lagged survey was conducted among 375 frontline coal miners in China, with data analyzed using SPSS 26.0 and AMOS 24.0. The findings show that felt accountability can increase work engagement and promote employee safety citizenship behavior, while also enhancing psychological strain and inhibiting employee safety citizenship behavior. In addition, safety-specific transformational leadership amplifies the positive impact of felt accountability on work engagement and mitigates its effects on psychological strain. These findings enrich our understanding of the impact of felt accountability, and provide practical insights for coal enterprise managers to improve sustainable safety performance and foster a socially sustainable work environment. Full article

Systemwide Social and Emotional Learning (SEL) promotes a host of academic and behavioral benefits for K-12 students. Yet, many schools face barriers to SEL implementation. Through a research–practice partnership, this study provides insights into facilitators of and challenges to systemwide SEL implementation. We collected 652 field notes of SEL in action across twelve schools in the Northeast and Western regions of the United States between December 2022 and May 2024. All field notes were analyzed with Dedoose using thematic inductive coding. Key facilitators of systemwide SEL include prioritization/support from leadership, professional development for educators, integration into students’ daily experiences, and engagement with parents/caregivers and the community. Key challenges to systemwide SEL involve leadership ambiguity, educator burnout, and student disengagement. Implications for optimizing SEL implementation in educational practice and policy are discussed. Full article

Entrepreneurship education has been promoted as a pathway for strengthening entrepreneurial orientation among university students; however, uncertainty remains regarding the mechanisms through which it influences entrepreneurial intention, particularly in emerging economies. This study examines whether entrepreneurship education influences the entrepreneurial intention of university students in Honduras indirectly through entrepreneurial self-efficacy and entrepreneurial motivation. A quantitative, cross-sectional, and explanatory study was conducted with a sample of 431 university students. Data were collected using a structured 56-item questionnaire with a seven-point Likert scale. The analysis was carried out through confirmatory factor analysis and structural equation modeling using the WLSMV estimator. The results show that entrepreneurship education positively influences all dimensions of entrepreneurial self-efficacy and entrepreneurial motivation included in the model. Personal attitude emerged as the strongest predictor of entrepreneurial intention, followed by subjective norms and specific dimensions of self-efficacy related to business planning and management and entrepreneurial leadership. In contrast, the innovation and problem-solving dimension did not show a significant direct effect on entrepreneurial intention, while perceived behavioral control showed a marginal effect. The parsimonious model explained 75.9% of the variance in entrepreneurial intention. Overall, the findings suggest that entrepreneurship education exerts its influence primarily through indirect pathways by strengthening capability beliefs and motivational appraisals that are proximal to action. Full article