23 research outputs found
Sustainable Inclusion: Emerging Technologies, Innovative Learning Environments, and Entrepreneurial Learning in the Context of Individual and Societal Variability
No full textThe world is transforming at an unprecedented pace [...
Zkoumání spojitosti mezi schopnostmi informačních technologií, řízením znalostí a ekologickými inovacemi produktů: důkazy z průmyslu malých a středních podniků
No full textThe aim of this study to investigate the relationship between information technology capabilities (ITCs) and green product innovation (GPI). The information technology (IT) capabilities with multiple dimensions, such as IT competence, IT integration, and IT infrastructure, were used in this paper. Moreover, to verify the deep relationship between ITCs and GPI, we used knowledge management (KM) as a mediator. The data were collected through a questionnaire from the senior managers, middle-level managers, and operational staff associated with the small- and medium-sized production industry of Pakistan. We collect data in two waves between January 2022 and July 2022. The data were analyzed through the partial least square structural equation modeling through SmartPLS 3.2.2. The findings of this study conclude. First, in the direct relationship, two IT capabilities, such as IT competence and IT infrastructure, have a positive and significant direct relationship with green product innovation, but IT integration has an insignificant relationship with green product innovation. Second, the results show that three IT capabilities have positively influenced knowledge management. Third, the results confirm that KM has a significant positive effect on GPI. Finally, the outcomes confirmed that knowledge management positively and significantly mediates between all IT capabilities and GPI in the indirect relationship.Cílem této studie je prozkoumat vztah mezi schopnostmi informačních technologií (ITC) a ekologickými inovacemi produktů (GPI). V tomto dokumentu byly použity možnosti informačních technologií (IT) s více dimenzemi, jako je IT kompetence, IT integrace a IT infrastruktura. Navíc, abychom ověřili hluboký vztah mezi ITC a GPI, použili jsme jako zprostředkovatele znalostní management (KM). Údaje byly shromážděny prostřednictvím dotazníku od vrcholových manažerů, středních manažerů a provozních zaměstnanců spojených s malým a středním výrobním průmyslem Pákistánu. Data sbíráme ve dvou vlnách mezi lednem 2022 a červencem 2022. Data byla analyzována pomocí parciálního modelování strukturních rovnic nejmenších čtverců pomocí SmartPLS 3.2.2. Závěry této studie uzavírají. Za prvé, v přímém vztahu mají dvě schopnosti IT, jako je kompetence IT a infrastruktura IT, pozitivní a významný přímý vztah k inovacím ekologických produktů, ale integrace IT má nevýznamný vztah k inovacím ekologických produktů. Za druhé, výsledky ukazují, že tři schopnosti IT pozitivně ovlivnily řízení znalostí. Za třetí, výsledky potvrzují, že KM má významný pozitivní vliv na GPI. Nakonec výsledky potvrdily, že znalostní management pozitivně a významně zprostředkovává všechny IT schopnosti a GPI v nepřímém vztahu
The Relationship between Workplace Violence and Innovative Work Behavior: The Mediating Roles of Employee Wellbeing
No full textIt has been contended that violence is prevalent in the workplace, and there has been increasing research interest into its potential effects. Human interactions at workplaces are apparent. However, the interactions among humans may have positive or negative dimensions. Usually, the positive or negative interactions between workers lead to different outcomes. Sometimes, they lead to a productive working environment; however, in some cases, they lead to toxicity among workers. In this study, we investigate the impact of workplace violence (WV) on innovative work behavior (IWB). Specifically, it examines the impact of the three dimensions of WV, namely, harassment, mobbing, and sabotage. Moreover, employees’ wellbeing mediates the relationship between WV (harassment, mobbing, and sabotage) and IWB. A questionnaire survey approach was used in this study. The target population were the workers of SMEs entrepreneurs located in Guangdong Province (China). The results confirm that, in the direct relationship, WV (harassment, mobbing, and sabotage) has a negative relationship with innovative IWB. Moreover, results also confirm that employee wellbeing is mediated between WV (harassment, mobbing, and sabotage) and IWB. Therefore, the empirical results of this paper identify that workplace violence reduces employees’ innovative work behavior by reducing their subjective and eudemonic wellbeing, which further broadens the perspective of IWB’s motivation analysis. Practical implications for small and medium enterprise organizations have also been discussed in this paper
Sustainable Work Performance: The Roles of Workplace Violence and Occupational Stress
No full textThe purpose of this study is to analyze the relationships between workplace violence, occupational stress, and sustainable work performance. Multiple dimensions of workplace violence (harassment, mobbing, ostracism, and stalking) were used in this study. A questionnaire survey was used, composed of 48 items with a 5-point Likert scale (1, strongly disagree, to 5, strongly agree). Data were collected from 15 hospitals in the vicinity of Karachi, Lahore, and Islamabad, Pakistan. The target population of this study consisted of doctors, nurses, and paramedical staff. We distributed 500 questionnaires among the target population. In total, 345 usable questionnaires were returned, resulting in a response rate of 69%. Partial least squares structural equation modeling was used to test the direct and indirect effects. The results of this study highlight that in both direct and indirect relationships, workplace violence negatively influences sustainable work performance. The findings of this study are as follows: First, harassment reduces employee morale, which consistently lessens employees’ work performance. Second, mobbing at the workplace reduces productivity, increases levels of stress, anxiety, depression, and irritability, and increases low work engagement, work absences, and work destruction. Third, ostracism at the workplace reduces motivation among workers and organizations, which reduces work efficiency. Work performance is undermined due to stalking at the workplace because it creates a bad image and brings toxicity among colleagues and peers. Fourth, occupational stress is considered a stigma among employees who are facing stress at the workplace. We can conclude that if employees are happy and healthy, they can be their most productive. So, organizations need to construct a culture where employees can be at their best and shine
Emerging Trends in Innovative Learning Environments and Entrepreneurial Learning
No full text224 p.This research collection addresses the urgent need for a new approach to education and entrepreneurship. Traditional learning models often fail to account for individual and societal variability, like diverse cultural backgrounds and socioeconomic factors, which has marginalized many learners. This work aims to bridge this gap by exploring the relationship between emerging technologies, innovative learning environments, and entrepreneurial learning. The emphasis is on fostering an entrepreneurial mindset—including creativity and resilience—as a vital life skill for all. Contributors examine how education can be tailored to individual needs, how technology can be used equitably, and how entrepreneurial thinking can be nurtured across different societal contexts. This research also highlights the importance of incorporating sustainability and social impact into entrepreneurial education, moving beyond a focus solely on profit. Papers in this volume offer key insights across several areas. They explore foundational skills for entrepreneurial readiness, investigate organizational factors that shape innovative behavior, and address the intersection of technology, sustainability, and inclusion. This comprehensive collection provides a multifaceted view of how to create resilient and equitable entrepreneurial practices for everyone
An Empirical Study Analyzing Job Productivity in Toxic Workplace Environments
No full textPurpose: This empirical study aims to determine the effects of a toxic workplace environment, which can negatively impact the job productivity of an employee. Methodology: Three hundred questionnaires were randomly distributed among the staff members of seven private universities in Pakistan with a final response rate of 89%. For analysis purposes, AMOS 22 was used to study the direct and indirect effects of the toxic workplace environment on job productivity. Confirmatory Factor Analysis (CFA) was conducted to ensure the convergent and discriminant validity of the factors, while the Hayes mediation approach was used to verify the mediating role of job burnout between the four dimensions of toxic workplace environment and job productivity. A toxic workplace with multiple dimensions, such as workplace ostracism, workplace incivility, workplace harassment, and workplace bullying, was used in this study. Findings: By using the multiple statistical tools and techniques, it has been proven that ostracism, incivility, harassment, and bullying have direct negative significant effects on job productivity, while job burnout was shown to be a statistical significant mediator between the dimensions of a toxic workplace environment and job productivity. Finally, we concluded that organizations need to eradicate the factors of toxic workplace environments to ensure their prosperity and success. Practical Implications: This study encourages managers, leaders, and top management to adopt appropriate policies for enhancing employees’ productivity. Limitations: This study was conducted by using a cross-sectional research design. Future research aims to expand the study by using a longitudinal research design
Exploring the Relationship Between Corporate Social Responsibility, Trust, Corporate Reputation, and Brand Equity
No full textThe purpose of this study is to investigate the relationship between corporate social responsibility (CSR), corporate reputation (CR), and brand equity (BE). Building on the resource-based theory of the firm, this study proposes a theoretical framework. In this framework, CSR is theorized to strengthen CR and brand equity, directly and indirectly, through consumer trust. We used a questionnaire survey approach. In the questionnaire, 17 items were used with a 5-point Likert-Scale (1 stands for “strongly disagree,” and 5 stands for “strongly agree”). Data were collected from the consumers of the banking sector in the vicinity of Lahore, Pakistan. To estimate the proposed relationships in the conceptual model, we use structural equation modeling (SEM) through Smart PLS 3.2. The outcomes of this study confirm that CSR significantly impacts CR and brand equity. It is also demonstrated that trust mediates positively and significantly in the relationship between CSR, CR, and BE. Results of the present study have several implications for the senior management, marketing expert, administrators, and policymakers. This study expresses how CSR boosts BE and CR. Moreover, this study also indicates that trust is an important factor that enhances BE and CR
Positioning Depression as a Critical Factor in Creating a Toxic Workplace Environment for Diminishing Worker Productivity
No full textThis study determined how a toxic workplace environment can influence worker productivity, directly and indirectly, using work depression as a mediating variable. A toxic workplace environment with multiple dimensions (harassment, bullying, ostracism, and incivility) was used in this study. We used a questionnaire survey approach to evaluate the data. A total of 53 items were used in the questionnaire with a five-point Likert scale. The data were collected from 23 branches of five Chinese banks in the vicinity of Shanghai. The authors distributed 250 questionnaires among targeted employees (senior managers, middle managers, and administrative staff) and received 186 filled questionnaires, among which six were incomplete. Thus, the completed sample size of the research was 180, and the overall response rate was 72%. To estimate the proposed relationships in the research model, we used partial least-squares structural equation modeling (PLS-SEM 3.2). The outcomes of this study indicate that for direct and indirect relationships, a toxic workplace environment negatively influences worker productivity. Moreover, the outcomes of this study also show that work depression negatively impacts worker productivity. The study concludes with a discussion, limitations, and future research directions
Exploring the Relationship between Despotic Leadership and Job Satisfaction: The Role of Self Efficacy and Leader–Member Exchange
No full textThis study explores the effects of despotic leadership (DL) on employee job satisfaction (JS) using self-efficacy (SE) as a mediating variable and leader–member exchange (LMX) as a moderated variable. Building on the social learning and social exchange theory, our research proposes a research model. In this model, despotic leadership affects employee job satisfaction both directly and indirectly through self-efficacy and leader–member exchange. We used a questionnaire survey analysis approach to collect data. Data were collected from the employees of small- and medium-sized enterprises (SMEs) located in Guangdong Province, P.R. China. A pilot test of 20 participants with similar demographics as the final sample was performed to test the usability of the questionnaire. We distributed 500 questionnaires among the target population. In total, 230 usable questionnaires were returned, resulting in a response rate of 53%. To estimate the proposed relationships in the theoretical framework, we used SPSS and AMOS. The results of this study confirmed that despotic leadership has a negative impact on employee job satisfaction. Moreover, the outcomes of this study indicate that self-efficacy has a mediating effect between despotic leadership and employee job satisfaction. Similarly, the results also confirm that LMX has a moderating effect between despotic leadership and employee self-efficacy. Therefore, we conclude that the community is understanding of the mechanism of despotic leadership, identify the mechanism to effectively deal with its negative effects, broaden the relevant research on the antecedent variable of self-efficacy, and provide practical enlightenment enterprises to retain and employ people
Exploring the Relationship between Despotic Leadership and Job Satisfaction : The Role of Self Efficacy and Leader–Member Exchange
No full textThis study explores the effects of despotic leadership (DL) on employee job satisfaction (JS) using self-efficacy (SE) as a mediating variable and leader–member exchange (LMX) as a moderated variable. Building on the social learning and social exchange theory, our research proposes a research model. In this model, despotic leadership affects employee job satisfaction both directly and indirectly through self-efficacy and leader–member exchange. We used a questionnaire survey analysis approach to collect data. Data were collected from the employees of small- and medium-sized enterprises (SMEs) located in Guangdong Province, P.R. China. A pilot test of 20 participants with similar demographics as the final sample was performed to test the usability of the questionnaire. We distributed 500 questionnaires among the target population. In total, 230 usable questionnaires were returned, resulting in a response rate of 53%. To estimate the proposed relationships in the theoretical framework, we used SPSS and AMOS. The results of this study confirmed that despotic leadership has a negative impact on employee job satisfaction. Moreover, the outcomes of this study indicate that self-efficacy has a mediating effect between despotic leadership and employee job satisfaction. Similarly, the results also confirm that LMX has a moderating effect between despotic leadership and employee self-efficacy. Therefore, we conclude that the community is understanding of the mechanism of despotic leadership, identify the mechanism to effectively deal with its negative effects, broaden the relevant research on the antecedent variable of self-efficacy, and provide practical enlightenment enterprises to retain and employ people
