Global Business and Organizational Excellence最新文献

This study aims to investigate the impact of internal migration on household wellbeing, measured using a multidimensional wellbeing index (MWI). Utilizing the Alkire–Foster methodology, we conceptualize MWI to encompass the following five broad dimensions: education, health, income and employment, standard of living, and inclusion. The study is based on household-level primary data collected from the Indian state of Jharkhand using a multistage stratified sampling method. Data were analyzed using probit regression with MWI as a dependent variable. Our findings suggest that (i) internal migration has a positive association with households' wellbeing and (ii) the inflow of remittances significantly contributes to increasing the total household income of migrant families, which positively impacts household wellbeing.

Workplace spirituality and employee well-being are significant aspects of organizational behavior that greatly influence the success of an organization. While numerous studies have demonstrated the positive impact of workplace spirituality on employee performance, few have delved into its correlation with workplace happiness (WPH). The present research seeks to investigate the direct and indirect effects of workplace spirituality on workplace engagement and employee well-being, with WPH serving as a mediator. The groundwork for the proposed conceptual model was laid by conducting a survey with 473 working professionals from Indian organizations, employing the structural equation modeling (SEM) method. Results reveal that employees with a strong sense of workplace spirituality tend to have greater attachment to the workplace. WPH, in turn, acts as a mediator in the relationship between workplace attachment (WPA) and employee well-being. This study sheds light on the significant relationship between workplace spirituality, WPA, and employee well-being. It underscores the importance for organizations to prioritize WPH of employees which in turn, would enhance their well-being within the workplace. The study also discusses the theoretical and practical implications of the findings, offering suggestions about directions for future research.

The rapid advancement of artificial intelligence (AI) has made it an indispensable tool for organizations, transforming how leaders make decisions and promising to revolutionize team dynamics. Despite the growing importance of AI at the organizational leadership level, there is a lack of reliable scientific research on how it will change current leadership practices. To address this gap, this study conducted expert interviews with 10 IT companies in Pakistan to better understand how AI impacts organizational leadership. The findings suggest that AI will bring about significant changes in leadership practices, including shifting towards intelligent approaches, making leaders tech-savvy, expanding human capabilities, learning and unlearning traditional managerial competencies, fostering AI-congruent leadership characteristics, benchmarking sustainability, and coaching leaders for the future. AI fundamentally alters how leaders make decisions and holds the potential of transforming future team dynamics. These findings have important implications for the future of organizational leadership practices and research.

In the contemporary globalized business environment, the escalating complexity in supply chains has led organizations to face an array of burgeoning risk factors. To address these challenges, firms strive to enhance their visibility across various supply chain levels by equipping themselves with the ability to scrutinize operational activities and effectively manage supply chain risks. This study employed a quantitative approach by administering a survey questionnaire to 158 manufacturing companies in Malaysia. Partial least squares structural equation modeling (PLS-SEM) was utilized to examine the anticipated relationships. By drawing on organizational information processing theory principles, this study investigates the influence of supply chain operational reference (SCOR)—based data analytics capability (SCOR-DAC) in bolstering firm performance by developing a more secure, risk-averse enterprise, and improved strategic alignment. Additionally, this study investigates the mediating role of supply chain and risk management performance in the relationship between SCOR-driven data analytics and organizational performance and the interaction between business strategy alignment and SCOR-DAC. The study accentuates the notion that the capacity to manage disruptions, attained through improved risk management performance, positively impacts a firm's performance. Furthermore, the research underscores the importance of the synergy between data analytics and organizational strategies in constructing a holistic approach to risk management and performance enhancement. The findings offer valuable insights for companies aiming to enhance risk management and improve overall performance by increasing investments in data analytics and fostering a data-driven culture for consistent business growth.

During crises like pandemics, organizations often face substantial disruptions that significantly increase job demands (JDs) on employees. This study investigates the impact of high JDs on moral disengagement (MD) and subsequent employee behaviors. Drawing upon social cognitive theory, we hypothesize that excessive JDs undermine self-regulatory mechanisms, resulting in MD and affecting counterproductive work behavior (CWB) and extra-role behaviors (ERBs). Additionally, we employ the conservation of resources theory to examine how family–work enrichment (FWE) can encourage ERB, potentially mitigating negative outcomes. To test our hypotheses, a two-wave time-lagged survey was conducted among hospital staff members during the COVID-19 pandemic. The findings support our theoretical model, demonstrating that high JDs deactivate self-regulatory systems, leading to MD and varied behavioral outcomes. However, FWE fosters ERB even among morally disengaged employees. This study advances the literature by elucidating the mechanisms of MD and highlighting the role of family support in promoting positive behaviors during crises. Implications for both theory and practice are discussed, offering insights for managing employee well-being and performance in challenging times.