Search Results (532)

This study acknowledges the role of high-involvement work practices (HIWPs) in promoting proactive behavior among public organization employees, addressing the need to obtain further insights into the mechanisms and identify contingencies (i.e., both conditional and individual factors) that might impede the effectiveness of such practices. This builds on emerging empirical studies in the public management literature by drawing on social exchange theory and social cognitive theory to empirically test the impact of HIWPs on employees’ proactive behavior, using data collected through a two-wave, time-lagged survey design with a one-month interval from Turkish public organizations. The mediating role of public relations values was also examined, along with the moderating roles of role breadth self-efficacy and employees’ use of normative public values. Relying on 554 data obtained from Turkish public organization employees, this study finds that HIWPs positively impact employees’ proactive behavior and public relations values. Public relations values positively impact employees’ proactive behavior and partially mediate the link between HIWPs and employees’ proactive behavior. Role breadth self-efficacy moderates the positive relationship between HIWPs and public relations values, with the relationship being stronger for employees with high role breadth self-efficacy than for those with low. Employees’ use of normative public values moderates the positive link between public relations values and employees’ proactive behavior, with the relationship being stronger for employees with high use of normative public values than for those with low. The main theoretical and practical implications of the study’s outcomes are outlined and discussed, along with important future research directions. The findings highlight the importance of human-centric organizational practices in fostering public value in VUCA-D environments. By enabling proactive behavior, public organizations can enhance adaptability, support value co-creation with citizens, and strengthen trust in public service systems. Full article

Purpose: This study explores the nonlinear influences of three organizational capabilities, including Cultural Adaptability (CA), Service Efficiency (SE), and Brand Commitment (BC), on Perceived Fairness (PF) and their subsequent effects on Customer Retention (CR) and Purchase Decision (PD). It also analyses the moderating effect of Perceived Social Norms (PSN) in this context. Design/Methodology/Approach: A two-wave time-lagged design was used to increase temporal precedence and reduce common-method bias, and 500 consumers in China and Pakistan were sampled. The hypothesized curvilinear associations were tested using Structural Equation Modeling (SEM). Findings: CA, SE, and BC have a positive influence on PF, though their relationships follow an inverted U-shaped pattern. PF shows positive correlations with CR and PD, and PSN enhances the relationship between PF and customer outcomes. Originality: The research adds value to Social Exchange Theory and Commitment–Trust Theory by demonstrating that organizational capabilities may yield diminishing returns of fairness and thus disproves the more-is-better linear relationships in customer relationship management. Full article

This paper examines whether, and to what extent, social relations can be understood in terms of utilitarian exchange, or whether they are more adequately interpreted through the categories of solidarity and social love. More specifically, the article develops a critical analysis of reductionist theories of exchange by focusing on the relationship between young people, participation, and local communities in the inner areas of Molise, a region in southern Italy that is particularly marked by socio-economic fragility. Within this framework, the study adopts a qualitative research design, based on semi-structured interviews with 62 young people aged 16 to 34, introduced using a photo-elicitation prompt. The findings indicate that, despite experiencing the constraints associated with a limited availability of services, opportunities, and resources, people in these territories cultivate forms of relational well-being that cannot be reduced to a mere cost–benefit calculus. Rather, these relationships generate recognition, mutual support, and orientations towards the common good, through practices of care directed both towards the local territory and towards family ties. From this perspective, the paradigm of social love may provide a particularly successful interpretive framework for understanding youth solidarity and the persistence of community bonds within the contradictions of late modernity. Full article

This study examines how innovation and green management influence business sustainability and firm value in Indonesian healthcare companies. Innovation is measured using Value-Added Intellectual Capital (VAIC) efficiency, green management through Environmental, Social, and Governance (ESG) scores, business sustainability as carbon emission disclosure (CEDI), and firm value as Market Value Added (MVA). The sample consists of 123 firm-year observations from healthcare firms listed on the Indonesia Stock Exchange (2019–2023). Based on the capital-based theory of sustainability and stakeholder theory, hypotheses are tested using fixed-effect panel regression, Baron and Kenny mediation analysis, and Structural Equation Modelling (SEM). The results show that VAIC is the only significant predictor of MVA, with a consistent positive effect across all model specifications. Neither ESG Score nor CEDI shows a significant effect on market value, indicating that sustainability disclosure has not yet translated into measurable financial returns in this context. Within the structural model, ESG governance is the strongest predictor of carbon disclosure, while firms with higher VAIC tend to prioritise value creation over environmental reporting. All mediation hypotheses are rejected. These findings suggest that intellectual capital and sustainability practices currently function as separate strategic priorities in Indonesian healthcare. Intellectual capital produces tangible market value in the short term, while the financial benefits of sustainability disclosure are likely to emerge only as Indonesia’s ESG reporting standards and investor awareness continue to develop. Full article

This study examines how the relationship between perceived financial accounting disclosures (FAD) and investor reactions to negative financial news (IRNFN) is conditioned by two individual-level moderators among 310 retail investors holding shares in project-based organisations (PBOs) listed on the Dubai Financial Market and Abu Dhabi Securities Exchange. The two moderators are framing bias susceptibility, a cognitive predisposition to be influenced by presentational form, and AI channel reliance (AICR), the extent to which investors rely on AI-mediated information channels—including algorithmic news aggregators, robo-advisory tools, AI-curated social media feeds, and automated sentiment-scored financial alerts—for receiving and interpreting corporate disclosures. Drawing on Behavioural Finance Theory and the Theory of Planned Behaviour, the study investigates whether the strength of the FAD–IRNFN association depends on these cognitive and informational processing conditions. The measurement model was estimated using confirmatory factor analysis in AMOS 25, and the moderation hypotheses were tested through path analysis with mean-centred composite scores and bias-corrected bootstrap inference, with a latent interaction robustness check reported in parallel. AI channel reliance emerged as a substantial moderator of the FAD–IRNFN relationship, while framing bias provided a smaller, marginally significant moderating effect. The findings are consistent with the theoretical expectation that, in AI-mediated information environments, the perceived quality and presentation of complex disclosures are associated with stronger, rather than weaker, investor reactions to negative news. Because the design is cross-sectional and based on self-reported data, the results are interpreted as associations rather than causal effects, with implications for disclosure regulation, corporate communication, and AI platform design in the UAE and comparable emerging markets. Full article

This study examines the effect of values-based leadership on workplace engagement and explores the moderating role of sustainable social responsibility. The proposed study is based on the social learning theory, the leader–member exchange theory, and the social exchange theory, proposing a multidimensional model of values-based leadership, leadership qualities (LQ), ethical values (EV) and balance in achieving interests (BAI). The quantitative survey design was employed in the collection of data amongst 390 employees of the Ministry of Interior, Qatar. The measurement and the structural models were tested using the partial least squares structural equation modeling (PLS-SEM) using WarpPLS V. 7 Software. The findings show that the three dimensions of values-based leadership make important and positive contributions to engagement in the workplace. The results indicated that sustainable social responsibility had no significant moderating effect on the relationship between leadership qualities and workplace engagement, or on the relationship between achieving a balance of interests and workplace engagement. However, sustainable social responsibility significantly moderated the relationship between ethical values and workplace engagement. The study adds value to the literature on leadership and workplace engagement by separating the dimensions of values-based leadership and the contextualized enhancing role of sustainable social responsibility. Full article

Turnover is a major concern for hotel and hospitality industry on a global scale. This research focuses on Dubai 5-star hotels in terms of transactional leadership and how employees perceive its influence on climate and contract fulfillment. This research combines the premises of social exchange, organizational support, and psychological contract, and organizational climate theories to support the development of hypotheses. A total of 24 employee interviews from two 5-star hotels in Dubai were gathered using semi-structured interviews. The research used inductive qualitative approach via thematic network analysis using QSR NVivo software (version 14). Transactional leadership can stabilize the execution of services by clarifying roles, adequate monitoring, and contingent exchanges in the luxury hotel setting. The thematic qualitative evidence demonstrates that organizational climate is an immediate interpretive medium, while psychological contract fulfillment is an emergent factor that is formed through repetitive interactions between employees and leadership. The results provide an in-depth understanding of these dynamics in the luxury hotel context, which can be beneficial for both scholars and practitioners alike. 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

This study investigates the relationship between toxic workplace culture and voluntary employee turnover, undermining workforce sustainability in Ghana’s construction industry. While some previous research has found a relationship between a toxic working environment and employee withdrawal habits, few studies have investigated the psychological processes between the toxic work culture and employee turnover in Global South construction companies. Based on the theories of Conservation of Resources and Social Exchange, this research examines the possible mediating factors between the toxic work culture and employee turnover: employee burnout, psychological safety, and job dissatisfaction. Structured questionnaires were used to design a quantitative cross-sectional survey, which was administered to 174 construction workers in Ghana. The data were analysed using mediation regression models based on Ordinary Least Squares (OLS). The findings show that a hostile work environment and a lack of organisational support were the two highest dimensions of work culture assessed as negatively impacting employee burnout, psychological safety, and attrition intentions. Employee burnout was the only significant predictor for voluntary employee attrition (β = 0.3628, p < 0.001), and psychological safety had a significant protective effect (β = −0.1785, p = 0.016). Mediation accounted for 67.4% of the variance in attrition outcomes. This paper shows how a negative organisational climate can undermine the stability of human resources, psychological well-being, and the social dimension of sustainability in construction companies. The results indicate that organisational support, leadership accountability and psychologically safe working environments are important for increasing employee retention and long-term organisational resilience. Full article

It is well established in social psychology that intergroup contact is beneficial to reduce intergroup bias. Based on this insight, a growing body of work has focused on correlates of people’s motivation to seek or avoid intergroup contact. The present study contributes to this literature by probing motivation for an ecologically valid and ideal form of intergroup contact: intercultural twinnings (structured exchange activities between people of diverse linguistic and ethnocultural backgrounds). We examined three facets of motivation (contact willingness; intrinsic motivation; and contact opt-in as a proxy for behavioral intent) and a range of well-established intergroup contact associates. We also tested the role of cultural congruity with the dominant society, inspired by push–pull theories of migration. Participants included 214 students in Québec, Canada. The results show that motivational profiles differed depending on motivation facets. Intergroup anxiety was negatively related to intrinsic motivation; desire for self-expansion was positively related to all three facets; ethnocentrism was negatively associated with our behavioral proxy. Cultural congruity was associated with all three facets through a suppression effect, such that greater perception of not fitting in Québec society was related to higher motivation indices once avoidance dispositions were taken into account. With prevalent intergroup tensions, better understanding how to “bring the horse to the contact water” is essential. Full article

This paper explores the importance of local food in tourism development in the Republic of Srpska by analyzing the perceptions of hospitality employees in relation to the characteristics of the food service establishments in which they work. The aim of this study is to determine how local food influences tourism development and whether such effects are conditioned by specific factors. Although previous studies have extensively examined local food through the lens of consumer behavior, there remains a significant research gap regarding the internal perspective of hospitality employees as co-creators of the gastronomic experience. This study addresses that gap by applying Social Exchange Theory (SET) to explain how employees’ perceptions of economic, social, and environmental benefits shape their willingness to support the integration of local food. By placing employees at the center of the analysis, the paper provides insight into the mechanisms through which authentic ingredients are transformed into symbolic capital and strengthen destination identity. In this context, the analytical Local Food model was adapted and applied to a sample of 480 respondents, evenly distributed across the mesoregions of the Republic of Srpska. Using exploratory factor analysis (EFA), three key dimensions of influence were identified—economic, environmental, and social. In addition, independent-samples t-tests and one-way analysis of variance (ANOVA) confirmed that employees’ perceptions vary significantly depending on the production capacity of the establishments, whereas the type and location of the establishments were not identified as significant determinants of these differences. The findings further indicate that the intensity of these factors varies according to location, production capacity, and ownership type, while other characteristics of the hospitality establishments in which the respondents were employed were not found to be significant. A strong interrelationship among the identified factors was confirmed, with the social factor emerging as the most dominant. Overall, the findings highlight the importance of local food in strengthening the tourism attractiveness and sustainability of the hospitality sector in the Republic of Srpska. Full article

The integration of AI technologies into management processes is rapidly shaping the digital era. The need to standardize operations and minimize human-related errors has made algorithmic management a strategic tool for contemporary organizations. Despite their importance and growing prevalence in today’s dynamic business environment, employees’ perceptions and attitudes towards these contemporary approaches remain unclear. Accordingly, the purpose of this cross-sectional study, drawing on Social Exchange Theory, is to investigate the direct effect of algorithmic management on innovative workplace behaviors and its indirect effects through organizational trust, trust in management, and algorithmic trust. Moreover, we tested the moderating effect of autonomy on the relationship between algorithmic management and innovative workplace behaviors. Data were collected from 450 gig-economy workers from the service industry in Istanbul. Data were analyzed in the R statistical environment. The findings demonstrated that all trust types, namely algorithmic trust, trust in management, and organizational trust, partially mediate the relationship between algorithmic management and innovative workplace behaviors. Additionally, we found that the relationship between algorithmic management and innovative workplace behaviors is stronger when employees’ perceptions of autonomy are high. Taken together, the findings revealed that algorithmic management enhances innovative workplace behaviors through algorithmic trust when employees perceive high levels of autonomy. The study concludes by outlining managerial and further research directions, as well as limitations. Full article

As climate governance increasingly shifts toward consumption-side intervention, digital platforms such as the Carbon Generalized System of Preferences have become important tools for promoting low-carbon behavior. However, existing studies have mainly focused on participation and engagement, paying limited attention to users’ advocacy intentions. Drawing on the perceived value perspective and Social Exchange Theory, this study examines how perceived rewards and gameful experiences influence advocacy intentions through perceived benefits and low perceived costs. A three-wave survey of Chinese respondents was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) and Fuzzy-set Qualitative Comparative Analysis (fsQCA). The results show that perceived rewards enhance perceived benefits, while gameful experiences increase perceived benefits and reduce users’ actual perceived burden. In turn, perceived benefits and lower perceived costs both promote advocacy intentions. The mediation analysis confirms the important roles of perceived benefits and low perceived costs, while the fsQCA results identify three distinct configurations leading to high advocacy intentions. This study extends CGSP research from participation to advocacy and offers practical implications for designing digital low-carbon platforms. Full article

Mobile payment services are increasingly embedded in everyday digital consumption, yet their sustainability relevance should not be assumed solely from technological adoption. This study conceptualizes sustainable mobile payment consumption as a relational and digital sustainability issue, reflected in the continuity, trust, diffusion, and resilience of mobile payment ecosystems rather than as a direct measure of environmental sustainability. Drawing on perceived value theory, relationship marketing, social exchange theory, and trust-based consumption logic, this study examines how mobile payment perceived value (MPPV) is associated with customer advocacy through customer experience and customer loyalty, while considering customer trust as a boundary condition. Survey data collected from 382 mobile payment users in Lebanon were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings suggest that MPPV is positively associated with customer experience, customer loyalty, and customer advocacy. Customer experience is positively associated with loyalty while loyalty is positively associated with advocacy. The sequential mediation results are consistent with the proposed relational pathway in which holistic perceived value is linked to advocacy through experience and loyalty rather than through transactional evaluations alone. Customer trust strengthens the associations between MPPV and both loyalty and advocacy, suggesting that trust amplifies value-based relational outcomes in high-uncertainty financial environments. The central finding is that holistic perceived value becomes sustainability-relevant when channeled through accumulated experience and loyalty into advocacy, and that this relational pathway is contingent on trust, a mechanism particularly consequential in Lebanon’s high-uncertainty financial environment. By positioning advocacy as a sustainability-relevant relational outcome, this study clarifies how perceived value, experience, loyalty, and trust jointly contribute to sustainable digital consumption in an emerging economy. Full article

Quiet quitting is reported to be on the increase in the post-COVID pandemic workplace, especially among early-career Generation Z (Gen Z) employees. This trend poses serious challenges and could negatively affect organisational productivity, performance, and profitability. The purpose of this study is to evaluate the effects of mentoring and coaching on quiet quitting among graduate interns. This study also seeks to assess whether work engagement mediates this relationship and job insecurity moderates the mediated relationship between mentoring and coaching and quiet quitting via work engagement. Purposive and snowball sampling were used to recruit participants. Data were collected from 264 graduate interns employed in fixed-term internship programmes in South African organisations. The data was analysed using the SPSS PROCESS macro and SPSS Amos 30 graphics. The results showed that mentoring and coaching was significantly and negatively related to quiet quitting behaviours among graduate interns, and this negative relationship was partially mediated by work engagement. Furthermore, job insecurity moderated the mediated effect of mentoring and coaching on quiet quitting behaviours via work engagement. This study advances our understanding of how organisations can mitigate quiet quitting among graduate interns by integrating the social exchange theory and Job Demands–Resources model (JD-R). The practical implication for organisations is to capacitate line managers with technical, professional, and interpersonal skills to mentor and coach early-career Gen Z employees. Line manager mentoring and coaching will increase early-career Gen Z employees’ work engagement and subdue quiet quitting, which is reported to be on the rise among this generation. Full article