Search Results (575)

Despite growing scholarly interest in leadership within entrepreneurial settings, little is known about how relational leadership operates in informal, resource-constrained ecosystems. This study examines how entrepreneurial leadership fosters positive relational dynamics and collaborative resilience within Ecuador’s highly informal entrepreneurial ecosystem. Drawing on entrepreneurial cognition and relational leadership theories, it investigates how entrepreneurs act as informal leaders who cultivate trust, empathy, and mutual support in the absence of formal institutional structures. Using an original mixed-method lexical–clustering design, data were collected from 880 micro and small entrepreneurs in Quito, who categorized 75 entrepreneurial attributes using a forced-choice instrument. Two dominant narratives emerged: collaborative resilience (65%), defined by empathy, adaptability, and social cohesion, and structural vulnerability (35%), marked by bureaucracy, fear, and emotional strain. Gender differences revealed that women emphasize relational stress and communal coping, while men focus on structural barriers and operational constraints. The findings extend leadership research by demonstrating how positive relational processes enable entrepreneurs to transform adversity into collective strength. The study advances relational leadership theory by revealing its cognitive and emotional foundations in nontraditional contexts. It offers policy insights for designing inclusive, trust-based ecosystems that promote psychological safety, collaboration, and sustainable entrepreneurship in emerging economies. Full article

Leader–member relationships shape public sector performance, yet how leader–member exchange (LMX) operates through capability and motivation pathways remains underexplored. Drawing on social information processing and career construction theories, this study examines how LMX quality influences civil servant performance through career adaptability and perceived social impact. Moderated mediation analyses of survey data from 363 civil servants in Province A, China, reveal that higher-quality LMX enhances career adaptability and perceived social impact, which, in turn, predict higher task performance and organizational citizenship behavior. However, LMX differentiation weakens these positive effects when perceived as high. In practice, public agencies should prioritize high-quality, low-differentiation LMX systems that enhance civil servants’ performance. Full article

Individual beliefs are a critical factor in understanding human action and behavior. Certain beliefs, such as irrational beliefs and burnout, influence all forms of learning and social interaction within the school environment, primarily limiting both individual and collective development. The former are associated with the inherent human tendency to adhere to habits and behaviors not strictly dictated by rationality, often stemming from irrational thoughts held by the individual. The latter, examined within the framework of the Job Demands–Resources Theory, pertain to occupational characteristics that differentially affect employees’ well-being, job demands, and available resources. The present study aims to investigate the role of these variables in relation to teachers’ Innovative Work Behavior, a recurring, multi-stage process oriented toward the implementation of new ideas within the school context. The sample consisted of 337 preschool educators who completed self-report questionnaires. Multiple linear regression analysis indicated that both irrational beliefs (positively) and the dimension of work disengagement (negatively) significantly influenced innovative work behavior, underscoring the distinct contributions of personal belief systems and burnout dimensions. Furthermore, a hierarchical cluster analysis revealed both heterogeneity among educators and common, distinct response patterns. The identification of five different clusters suggests that the examined characteristics and the underlying beliefs represent individual traits that change dynamically, leaving open the possibility of nonlinear relationships present in the workplace. Five profiles were identified, namely Disengaged-Low Innovators, Resilient-Balanced Innovators, Adaptive Innovators, Strained but Innovative Innovators, and Belief-Driven Innovators, which highlight the complex ways in which disengagement, exhaustion, and irrational beliefs combine to shape innovative work behavior. The findings are interpretable within the framework of contemporary theories in organizational psychology and management and can be utilized by educational principals to enhance school climate and teacher performance. Full article

Knowledge loss (KL), the disappearance of critical knowledge once a project ends, remains a persistent threat to the sustainability of organizational performance and competitiveness despite ongoing efforts to implement knowledge retention (KR) methods in construction organizations. This study presents a new research model to examine why KL occurs and how valuable project knowledge can be effectively retained. From the conservation of resources (COR) perspective, we aim to investigate how project urgency and temporariness, referred to as project features (PFs), influence knowledge loss through members’ knowledge withholding (KW) behavior, how this association is affected by their psychological emotions (fears), and the contingent role relational resources, namely project team interaction (PTI), plays in this association. Data were collected from a sample of 469 construction experts with extensive experience in international engineering projects undertaken by Chinese international companies. Partial least squares path modeling (PLS-PM) analysis using SmartPLS 4 was employed to empirically test the proposed theoretical model. The results show that KW behavior is a critical driver of KL and serves as a mediator of the impact of PFs on KL. PFs were found to be positively associated with members’ KW behavior. This linkage was partially mediated by fear of failure (FF), while fear of losing uniqueness (FLU) showed no significant mediating effect. PTI played a moderating role in the relationship between KW and KL. Based on these findings, minimizing KL requires management to focus on reducing FF by fostering a climate of mistake tolerance, and subsequently strengthening PTI to promote effective knowledge exchange. The results of this study offer new theoretical and practical insights into KL risk management within construction organizations. Full article

The research investigates the mediating influence of Green Human Resource Management (GHRM) practices—including environmentally focused recruitment, training, and performance management—on the relationship between green leadership and employees’ green advocacy within Saudi Arabia’s hospitality and tourism industry. Data were gathered through a structured questionnaire administered to supervisors and managers working in five-star hotels, producing 544 valid responses for analysis. The conceptual framework was examined using Structural Equation Modeling (SEM) with the WarpPLS 0.7 software to rigorously assess both the measurement validity and structural associations. The analysis demonstrated that green leadership exerts a positive and significant impact on GHRM practices as well as on employees’ willingness to advocate for environmentally responsible behaviors. Furthermore, GHRM initiatives were found to strengthen employees’ pro-environmental engagement and serve as a partial mediating channel between green leadership and green advocacy. Overall, the findings highlight that institutionalizing sustainable HRM approaches is a fundamental route through which leadership enhances environmental accountability and promotes the long-term economic viability of the hospitality sector. The study concludes by underscoring its theoretical and managerial implications, emphasizing how leadership-guided sustainability actions can foster an organizational culture grounded in ecological responsibility. Full article

ESG washing, as an organizational decoupling behavior, refers to enterprises strategically disclosing environmental information to obscure their actual ESG performance, which not only elevates audit risks but also increases uncertainty in audit pricing. Based on a sample of Chinese listed companies from 2014 to 2023, this study introduces excess executive compensation and executive myopia as mediators to investigate the mechanisms through which ESG washing influences abnormal audit fees via chain mediating effects. Additionally, market structure is considered a moderating variable to examine its moderating role within the model. The empirical results demonstrate that ESG washing in listed companies significantly increases abnormal audit fees. Both excess executive compensation and executive myopia exert positive individual mediating effects as well as a chain mediating effect. Furthermore, the moderating effect of market structure attenuates the mediating role of excess executive compensation but amplifies that of executive myopia. This research proposes an integrated framework combining organizational decoupling theory and transaction cost theory, thereby clarifying the underlying pathways through which ESG washing influences abnormal audit fees. The study offers policy implications for government authorities to strengthen ESG regulations, enhance supervisory mechanisms, and promote a more sustainable business environment. In addition, it provides guidance for enterprises in mitigating ESG washing, optimizing audit-related costs, and enhancing their capacity to address ESG challenges, improve corporate governance, and strengthen competitiveness. Full article

In today’s rapidly evolving and competitive business settings, sustaining work engagement has become a strategic imperative for organizations across sectors. Although work engagement research has traditionally emphasized individual and leadership factors, less is known about how specific dimensions of organizational climate shape work engagement, particularly in industrial contexts. This study examines the relationship between organizational climate and work engagement in the Greek manufacturing sector—an underexplored setting characterized by labor-intensive operations, and economic volatility. Grounded in the Job Demands–Resources (JD–R) model and using the Organizational Climate Measure (OCM), data were collected from 151 industrial employees. Findings revealed that perceptions of employee welfare, supervisory support, and integration were positively associated with work engagement, with welfare showing the strongest zero-order association. In multivariable models, no single facet independently reached significance, yet their combined contribution explained a small but meaningful share of variance in engagement. Furthermore, work engagement moderated the relationship between supervisory support and perceived integration, indicating that highly engaged employees are better able to translate support into collaborative behaviors and stronger alignment. These results highlight the strategic value of promoting supportive climates and integrating well-designed, work engagement-focused interventions within fundamental organizational practices. Full article

Self-regulation is widely theorized as a foundation for early mathematics achievement, yet little is known about how specific forms of teacher scaffolding advance this process in preschool classroom contexts. Drawing on sociocultural and self-regulation theories, this study conceptualizes scaffolding as a mechanism through which teachers support children’s attention, working memory, and behavioral regulation during mathematics instruction. We extend theory by distinguishing three domains of scaffolding—Instructional Strategies, Management Organization, and Warmth Responsivity—and examining how each uniquely relates to children’s math outcomes. Participants were 416 preschoolers (M age = 59.7 months) and 18 head teachers in Santiago, Chile. Teachers’ scaffolding behaviors were video recorded and coded at the beginning and end of the school year, and children’s math achievement was assessed with the Woodcock-Muñoz III. Multilevel models controlling for prior achievement, age, income, and gender revealed that Management Organization was positively associated with math achievement, while Warmth Responsivity was negatively associated, and Instructional Strategies showed no significant effect. These findings refine theoretical models by showing that organizational scaffolding plays a particularly important role in supporting math learning, whereas warmth responsivity may function as compensatory scaffolding in response to children’s difficulties. The study advances understanding of how the quality and type of scaffolding shape the developmental pathway from self-regulation to mathematics achievement. Full article

Perceived organizational support (POS) is critical for fostering discretionary service behaviors, particularly in demanding contexts such as luxury hospitality. This study examines how POS influences extra-role behavior (ERB) among frontline hotel employees by testing the mediating roles of job embeddedness (JEM), leader–member exchange (LMX), and work engagement (WEN), along with the moderating role of transformational leadership (TFL). Drawing on Conservation of Resources (COR) theory, survey data were collected from 170 full-time employees in five-star luxury hotels in Bangkok, Thailand, and analyzed using PLS-SEM. The results indicate that POS significantly predicts JEM, LMX, and WEN, and that each of these mechanisms, in turn, positively affects ERB. Moderation analysis further shows that TFL weakens the JEM–ERB link but strengthens the LMX–ERB relationship, while its interaction with WEN is nonsignificant. These findings suggest that structural mechanisms (POS and JEM) and relational quality (LMX) exert stronger effects than affective engagement in shaping discretionary service contributions. The study supports COR theory by showing that resources such as POS, JEM, and LMX foster discretionary service behavior. However, these effects are context-dependent, with transformational leadership serving as a boundary condition that may either enhance or diminish the translation of resources into extra-role contributions. Full article

Background/Objectives: Healthcare organizations worldwide face challenges in retaining talented employees, with the phenomenon of quiet quitting increasingly recognized as a contemporary issue. Rather than leaving their jobs, employees remain at work but exert minimal effort and exhibit reduced engagement, which can ultimately undermine the performance of healthcare organizations. The aim of this research was to examine the impact of servant leadership on work engagement within healthcare organizations, to determine whether this leadership style can help mitigate the effects of quiet quitting. Methods: The study employed a quantitative approach, utilizing validated instruments to measure servant leadership and work engagement. A cross-sectional study design was utilized, employing a convenience sampling method. A total of 362 valid surveys were collected from healthcare professionals in Serbia participating in the study from January to March 2025. The partial least squares structural equation modeling (PLS-SEM) method was used to examine the relationship between servant leadership and work engagement among healthcare professionals. Results: The results indicate that servant leadership has a positive and statistically significant impact on all dimensions of engagement: vigor, dedication, and absorption. Conclusions: Based on these findings, it is concluded that servant leadership can serve as an effective strategy for enhancing work engagement and reducing negative employee behaviors, such as quiet quitting, which may, in turn, improve organizational efficiency in the healthcare industry. Full article

Insider threats remain a persistent challenge in cybersecurity, as malicious or negligent insiders exploit legitimate access to compromise systems and data. This study presents a bibliometric review of 325 peer-reviewed publications from 2015 to 2025 to examine how machine learning (ML) and deep learning (DL) techniques for insider threat detection have evolved. The analysis investigates temporal publication trends, influential authors, international collaboration networks, thematic shifts, and algorithmic preferences. Results show a steady rise in research output and a transition from traditional ML models, such as decision trees and random forests, toward advanced DL methods, including long short-term memory (LSTM) networks, autoencoders, and hybrid ML–DL frameworks. Co-authorship mapping highlights China, India, and the United States as leading contributors, while keyword analysis underscores the increasing focus on behavior-based and eXplainable AI models. Symmetry emerges as a central theme, reflected in balancing detection accuracy with computational efficiency, and minimizing false positives while avoiding false negatives. The study recommends adaptive hybrid architectures, particularly Bidirectional LSTM–Variational Auto-Encoder (BiLSTM-VAE) models with eXplainable AI, as promising solutions that restore symmetry between detection accuracy and transparency, strengthening both technical performance and organizational trust. Full article

Previous research has repeatedly demonstrated the importance of both safety culture and leadership in promoting workplace safety. Several studies and reviews have identified transformational leadership style as an important contributor to a strong safety culture. However, a transformational leadership style may not be sufficient to establish an effective safety culture in a high-risk rail transportation environment. The present study investigated the role of democratic and authoritative leadership styles and behaviors and their association with the perceived effectiveness of safety culture. Employees of a mid-sized rail transportation company in the Eastern US completed a survey assessing leadership behaviors and safety culture. Correlational analyses revealed strong associations between leadership practices and behaviors, and employees’ perceptions of an effective organizational safety culture. Strong senior management commitment and a focus on educating employees to behave in accordance with predetermined safety procedures were also significantly associated with a perceived effective safety culture. Authoritative leadership behaviors were highly positively correlated with effectiveness, while democratic leadership behaviors were less strongly correlated. Moreover, the odds of the safety culture being perceived as effective were increased if authoritative rather than democratic leadership behaviors were exhibited. The results of the present study are both expected and unexpected considering the previous literature, adding to prior work by clarifying the leadership style most effective in a high-risk rail transportation work environment. Full article

Personnel selection represents a two-sided matching problem in which firms compete for qualified candidates by designing job-offer packages. While traditional models assume fully rational agents, real-world decision-makers often face bounded rationality due to limited information and cognitive constraints. This study develops a matching framework that incorporates bounded rationality through the Quantal Response Equilibrium, where firms and candidates act as probabilistic rather than perfect optimizers under uncertainty. Using Maximum Likelihood Estimation and organizational hiring data, we validate that both sides display bounded rational behavior and that rationality increases as the selection process advances. Building on these findings, we propose a two-stage stochastic optimization approach to determine optimal job-offer packages that balance organizational policies with candidate competencies. The optimization problem is solved using particle swarm optimization, which efficiently explores the solution space under uncertainty. Data analysis reveals that only 23.10% of low-level hiring decisions align with rational choice predictions, compared to 64.32% for high-level positions. In our case study, bounded rationality increases package costs by 26%, while modular compensation packages can reduce costs by up to 25%. These findings highlight the cost implications of bounded rationality, the advantages of flexible offers, and the systematic behavioral differences across job levels. The framework provides theoretical contributions to matching under bounded rationality and offers practical insights to help organizations refine their personnel selection strategies and attract suitable candidates more effectively. Full article

Minority stress appears to be consistently associated with a heightened risk of developing eating disorders. There is limited data investigating the role of witnessed heterosexist experiences (vicarious trauma), such as discrimination, harassment, or violence happening to other LGBTQ+ people. The present study aims to examine the association between vicarious trauma and eating disorder risk while surveying the mediating role of emotional dysregulation, self-esteem, and shame. An anonymous online survey was conducted involving 376 LGBTQ+ people from Italy. Participants completed self-report questionnaires regarding heterosexist experiences and factors associated with eating behavior. Descriptive, bivariate, and mediation analyses were conducted using the “PROCESS” macro. Statistically significant positive associations were found between all the main variables in bivariate analyses. Mediation analyses highlighted a direct effect of vicarious trauma on eating disorder risk and indirect effects of vicarious trauma on eating disorder risk through low self-esteem and emotion dysregulation. The indirect effect through shame was nonsignificant. Vicarious trauma appears to have a significant direct effect on eating disorder risk and small but significant indirect effects through emotional dysregulation and low self-esteem. Health promotion contexts would benefit from policies at the institutional, organizational, and social levels to prevent minority stress and reduce observed health disparities. Full article

By applying the Non-Perturbative Approach (NPA), the corresponding linear differential equation is obtained. Aimed at organizational investigation, the resulting linear equation is used. Strong agreement between numerical calculations and the precise frequency is demonstrated, and the reliability of the results acquired is established by the correlation with the numerical solution. Additionally, this study explores a new control process to affect the stability and behavior of dynamic motorcycle systems that vibrate nonlinearly. A multiple time-scale method (MTSM) is applied to examine the analytical solution of the nonlinear differential equations describing the aforementioned system. Every instance of resonance was taken out of the second-order approximations. The simultaneous primary and 1:1 internal resonance case ($\mathsf{\Omega }\approx {\omega }_{eq},$${\omega }_2\approx {\omega }_{eq}$) is recorded as the worst resonance case caused while working on the model. We investigated stability with frequency–response equations and bifurcation. Numerical solutions for the system are covered. The effects of the majority of the system parameters were examined. In order to mitigate harmful vibrations, the controller under investigation uses (PD) proportional derivatives with (PPF) positive position feedback as a new control technique. This creates a new active control technique called PDPPF. A comparison between the PD, PPF, and PDPPF controllers demonstrates the effectiveness of the PDPPF controller in reducing amplitude and suppressing vibrations. Unwanted consequences like chaotic dynamics, limit cycles, or loss of stability can result from bifurcation, which is the abrupt qualitative change in a system’s behavior as a parameter. The outcomes showed how effective the suggested controller is at reducing vibrations. According to the findings, bifurcation analysis and a control are crucial for designing vibrating dynamic motorcycle systems for a range of engineering applications. The MATLAB software is utilized to match the analytical and numerical solutions at time–history and frequency–response curves (FRCs) to confirm their comparability. Additionally, case studies and numerical simulations are presented to show how well these strategies work to control bifurcations and guarantee the desired system behaviors. An analytical and numerical solution comparison was prepared. Full article