Global Business and Organizational Excellence最新文献

In the contemporary global context, the imperative to simultaneously address environmental, social, and economic challenges has become a paramount global goal. The corporate sector, identified as a significant contributor to environmental crises, is under immense pressure from diverse stakeholders, including regulators, activists, consumers, and competitors, who express concerns about the sector's unsustainable practices. In response to these challenges, the United Nations introduced sustainable development goals (SDGs) in 2015, envisioning a planet that thrives for all by 2030. Although the achievement of SDGs has become a global agenda, the role of green human resource management practices (GHRMPs) in this pursuit remains inadequately understood. This qualitative study seeks to address the overarching question of how GHRMPs contribute to the actualization of the environmental, economic, and social SDGs. Drawing insights from semi-structured interviews and focus group discussions with 20 sustainability experts, thematic analysis revealed that specific sub-practices within six core GHRMPs are intricately linked to distinct SDGs. For instance, inclusive hiring practices and diversity programs are identified to contribute to reducing inequalities (SDG 10). Gender-inclusive groups provide a platform for employees to voice concerns and ideas, encouraging equal participation of men and women in decision-making processes, ensuring diverse perspectives are considered (SDG 5). Designing healthier workplaces reduces the risk of occupational illnesses and injuries, supports a healthy lifestyle, and contributes to improved overall well-being (SDG 7). This study offers valuable guidance to business policymakers and civil society actors aiming to enhance the scope of sustainable corporate practices.

The current study investigated the cognitive and affective factors driving employees’ pro-environmental behaviors (PEBs) in organizations to address a critical gap in sustainability research. Specifically, the roles of anticipated guilt, subjective norms (SNs), and the warm glow effect in shaping current and future green behaviors were examined through partial least squares structural equation modeling (PLS-SEM). The findings demonstrated that anticipated guilt was the strongest predictor of PEBs, followed by SNs. The warm glow effect was also revealed to partially mediate the relationship between current and future PEBs, which offered alternative insights into the long-term sustainability of green practices. Resultantly, the findings contributed to the theory of planned behavior and provided practical implications for organizations seeking to foster employees’ continuous environmental commitment while advancing the understanding of the psychological mechanisms underlying sustained workplace PEBs.

The well-being of employees in the banking industry remains vital in the quality of work life (QWL) and work life balance (WLB) research. Building on need-satisfaction theory and spillover theories, this research tests a model that examines the effects of work-family conflict (WFC) and family-work-conflict (FWC) on the QWL of bank employees in India. Further, the nexus between QWL, job satisfaction, life satisfaction, and WLB are investigated. This study also examines the moderating effect of employee commitment and cognitive engagement of employees in enhancing job satisfaction. Data were collected from 597 employees in four cities from southern India to test the moderated moderated-mediation model. After checking the measurement properties of the survey instrument using the LISREL package of structural equation modeling, hierarchical regression, and PROCESS macros were used to validate the model. The key findings indicate that (i) WFC and FWC have adverse effects on QWL, (ii) QWL is positively associated with job satisfaction and life satisfaction, (iii) job satisfaction mediated the relationship between QWL and life satisfaction, and (iv) life satisfaction is a significant predictor of WLB. The results also supported that employee commitment strengthened the relationship between QWL and job satisfaction. Further, cognitive engagement (second moderator) and employee commitment (first moderator) interacted with QWL in influencing job satisfaction. The three-way interaction between QWL, employee commitment, and cognitive engagement is a novel idea that significantly contributes to the literature on organizational behavior and human resource management. This study provides valuable insights for future researchers and practicing managers.

Internet dating is becoming a more common practice in modern societies and social media plays an important role in shaping social interactions and cultural discourse. In this study, TikTok data will be analyzed to explore the online dating potential of TikTok users in Turkey. The study highlights the importance of understanding communication strategies on social media, especially in the context of dating and relationships. Using a structured methodology, it was aimed to gain a comprehensive understanding of how TikTok is used in the context of dating in Turkey, investigating both content creation patterns and audience participation in these topics. The findings show that dating and interpersonal relationships on TikTok are not just personal; they are deeply connected to cultural norms, societal expectations, and digital communication trends. The study provides valuable information for the development of communication strategies on social media, especially focusing on dating and interpersonal relationships. In conclusion, this study underlines the need to further investigate the relationship between social media and interpersonal communication, especially in the context of evolving digital environments.

This study aims to develop and validate a comprehensive measure of firm competitiveness fit, a second-order composite construct consisting of seven strategic dimensions: vision, leadership, work passion, people-centric, customer-centric, infrastructural, and viability. These dimensions have been identified as critical factors that influence a firm's competitiveness; however, there is no widely accepted scale to evaluate them. Therefore, this study aims to provide a comprehensive scale that assesses a firm's competitiveness and links specific practices to improvements or decreases in competitiveness. This study used a mixed-method approach that included both qualitative and quantitative phases. The qualitative stage involved interviewing 10 C-suite executives to gain insights into the dimensions' impact on firm competitiveness and to generate items that reflect an understanding of the dimensions. The quantitative phase involved distributing a survey to 188 participants to measure the relationships between the strategic dimensions and firm competitiveness fit and to assess the scale's reliability, validity, and operability. To achieve this goal, PLS-SEM (partial least squares structural equation modeling) was used. The results reveal that firm competitiveness fit is a composite second-order construct, and the incorporation of the seven strategic dimensions into the model demonstrates its validity as a reliable predictor of firm competitiveness. This study has implications for theoretical and practical applications.

Drawing from the social learning theory (SLT), this study aims to examine the relationship between responsible leadership behavioral styles (RLBS) (instrumental and integrative) and employees' innovative work behaviors (IWBs). This study also examines the mediating role of meaningful work (MFW) and the moderating role of knowledge sharing (KS) in the relationship between RLBS and IWBs. Data were collected from 230 employees at different levels working in the public and private sectors. The SPSS PROCESS macros were used to analyze moderated mediation, mediation, and moderation results. All the hypothesized relationships are supported, except the mediating role of MFW in the relationship between integrative RLBS and IWBs, which is partially supported. The findings demonstrated that KS strengthens the instrumental and integrative RLBS' direct effect on MFW and its indirect effect on employees' IWBs. This paper provides a unique theoretical contribution to the effect of RLBS on IWBs in the organization. Instrumental (effective decision-making and task orientation) and integrative (motivation and welfare orientation) RLBS would be helpful to industrial experts and academicians in creating an innovative work environment for employees in the organization.

In an era of uncertainty and rapid technological change, the ability of organizations to adapt quickly and effectively becomes a primary imperative. This research meticulously examines the contribution of organizational agility as a mediating variable in the relationship between technological innovation and knowledge management regarding sustainable competitive advantage within the context of infrastructure and technology companies listed on the Indonesia Stock Exchange. The structural equation model partial least square (SEM-PLS) method used WarpPLS software. It was found that technological innovation and knowledge management had a significant positive effect on organizational agility and sustainable competitive advantage. Moreover, organizational agility significantly and positively influences sustainable competitive advantage. In testing for indirect effects, it is shown that organizational agility is a significant positive mediating variable that bridges the relationship between technological innovation and knowledge management on sustainable competitive advantage. These findings guide strategic decision-making, offering a nuanced understanding of organizational agility that underpins success in a rapidly evolving technological landscape.