Papers by Journal of Chinese Human Resources Management
Journal of Chinese Human Resources Management, 2025
This research predominantly examines green human resource management and green transformational l... more This research predominantly examines green human resource management and green transformational leadership, a unique contribution in nurturing employees' green behavior in Chinese enterprises. In addition, this research examines the green creativity mediating mechanisms on the relationship between green human resource management, green transformational leadership, and employees' green behavior in Chinese enterprises. As organizations increasingly prioritize environmental sustainability, understanding these mechanisms becomes necessary. A total of 647 Chinese manufacturing employees participated in this research, and the data collected were analyzed using SmartPLS. The findings indicate green human resource management and green transformational leadership positively influence employees' green creativity and green behavior, the findings emphasizing leadership substance in promoting a sustainabilitydriven organizational culture. Green creativity mediates the relationship between three green human resource management, green transformational leadership, and employee green behavior. This study fills the knowledge and theoretical gap in the human resource management literature. These findings highlight the importance of green human resource management and green transformational leadership in promoting manufacturing organizations' sustainability goals. This study emphasizes the pivotal role of green creativity as a mechanism for promoting environmentally responsible behaviors within the Chinese manufacturing industry, offering actionable insights for policymakers and business leaders aiming to cultivate a culture of environmental responsibility.
Journal of Chinese Human Resources Management, 2025
The present study examines the effects of remote work on employee engagement and productivity amo... more The present study examines the effects of remote work on employee engagement and productivity among 213 employees from major service sectors in metropolitan cities across India, including Bengaluru, Delhi, Chennai, and Kolkata. Employing a Mixed Methods approach, empirical data was collected through structured questionnaires, complemented by qualitative insights from interviews. Participants were chosen based on their substantial remote work experience, with a minimum of three months' duration, and voluntary participation. The results indicated a positive relationship between remote work and employee engagement, driven by increased flexibility, autonomy, and improved work-life balance. Productivity gains were attributed to personalized work environments and flexible work schedules, which facilitated greater focus and efficiency. Nonetheless, challenges such as isolation and communication barriers were identified, emphasizing the need for strong communication channels and effective virtual collaboration platforms to enhance remote work experiences. The study's implications highlight the significance of clear communication strategies and digital tools for the success of remote work. Limitations include dependence on self-reported measures and the focus on specific industries. Future research could investigate the long-term effects of remote work, the role of organizational support, and how different remote work models impact employee outcomes.
Journal of Chinese Human Resources Management, 2025
There is still a research gap that highlights how transformational leadership indirectly influenc... more There is still a research gap that highlights how transformational leadership indirectly influences entrepreneurial behaviour through employee creativity. Thus, this study not only narrows the gap in academic literature but also makes a real contribution to the practice of leadership and organizational management. Transformational leadership, which emphasizes its main characteristics (such as inspiring and motivating employees, encouraging innovation, and increasing commitment), provides a better context for employees and organizations. Therefore, this study aims to analyse and prove the effect of transformational leadership on entrepreneurial behaviour through employee creativity, the effect of transformational leadership on employee creativity and entrepreneurial behaviour. Data collection was conducted by distributing questionnaires to 110 employees working in the Islamic financial institution sector located in Gorontalo Province, Indonesia. The collected data were analysed using AMOS 23 to obtain information on CFA values, model fit evaluation, path analysis, and mediation tests with bootstrapping. The results of the study found that transformational leadership has a significant effect on entrepreneurial behaviour through employee creativity. Conversely, it does not have a direct effect on entrepreneurial behaviour. Creativity has a direct effect on entrepreneurial behaviour. Research implications, theoretically, strengthen and expand the theory of transformational leadership, present new contributions to the literature by including creativity as a key variable, and open new opportunities for subsequent studies that explore other mediating variables in the relationship between transformational leadership and entrepreneurial behaviour. Practically, for HR management, it is necessary to organize training and coaching programs to equip leaders with transformational skills; it is necessary to implement a performance evaluation system that includes indicators of creativity and innovation; it is necessary to encourage intrapreneurship programs; it is necessary for organizations to create a work culture that supports creativity and innovation. The originality of the study lies in the integration of new mediating variables, comprehensive analysis methods, and dual contributions to management theory and practice in encouraging creativity, innovation and entrepreneurial behaviour in the organizational environment.
Journal of Chinese Human Resources Management, 2025
This study examines the Quality of Work Life of internal migrant workers in Vietnam, focusing on ... more This study examines the Quality of Work Life of internal migrant workers in Vietnam, focusing on identifying structural differences in Quality of Work Life dimensions between male and female groups. The authors surveyed 334 internal migrant workers for this research. Qualitative and quantitative methods were applied, including expert interviews, T-tests, reliability testing, exploratory factor analysis, and confirmatory factor analysis. The findings reveal significant differences in Quality of Work Life structures between genders. For male workers, Quality of Work Life is represented by four distinct factors: Health and Safety Needs, Economic and Family Needs, Self-esteem and Self-actualization Needs, and Self-development Needs. In contrast, for female workers, Quality of Work Life is reflected through three factors: Health and Safety Needs, Economic and Family Needs, and Personal Growth and Fulfillment Needs. The study's results highlight the necessity for labor policies to consider gender as well as the influence of socio-cultural factors on each gender group's perceptions of Quality of Work Life. This highlights the need to develop tailored strategies to address the distinct challenges and priorities of male and female migrant workers, fostering more equitable and supportive workplace environments.
Journal of Chinese Human Resources Management, 2025
This study addresses the gap in existing negative leadership literature by delving into less expl... more This study addresses the gap in existing negative leadership literature by delving into less explored behavioral outcomes and their underlying mechanism. It investigates how despotic leadership affects work deviance through the mediating roles of job stress, frustration, and job autonomy in a high-power-distance cultural context. This study used a cross-sectional method through a structured questionnaire administered in the manufacturing industry. The structural equation modeling (SEM) outcomes show that despotic leadership significantly increases job stress, and frustration, decreases job autonomy, and encourages work deviance. Furthermore, while job stress and frustration positively influence work deviance, job autonomy influences it negatively. Moreover, increased job stress, frustration, and autonomy exhibit critical mediators within the model. This study contributes significantly to the current literature on negative leadership types by expanding previous research on the outcomes of despotic leadership. The study reveals the direct impact on work deviance. Furthermore, it portrays this effect through the mediators grounded by the Job Demands-Resources (JD-R) Model, Belongingness Theory, Frustration-Aggression Theory, and Strain Theory. This study provides acumen for management to decrease workplace deviance by effectively regulating the leadership style and cultivating employees' psychological well-being as potent strategies in high-control and intimidating environments.
Journal of Chinese Human Resources Management, 2025
This research paper is an empirical study of the moderating effect of industrial relations climat... more This research paper is an empirical study of the moderating effect of industrial relations climate (IRC) on the relationship between strategic human resource management (SHRM) practices and organisational commitment (OC). Despite increased emphasis of organisations over the years on growth and productivity through diverse mechanisms such as the implementation of robust SHRM practices and augmentation of employee commitment measures, there has not been much research on the moderating role of industrial relations climate on the interfaces among such constructs. This research clearly brings out the moderating role of industrial relations climate in an organisation. The researcher has gathered information from 312 employees using a quantitative approach. To evaluate the data and investigate the hypotheses, partial least squares structural equation modelling (PLS-SEM) has been used. The novelty of this study consists in proffering new perspectives by linking industrial relations climate to the association between exogenous SHRM practices and endogenous organisational commitment. The practical implications of this research suggest that in situations of conducive industrial relations climate, the divergent actors of IRC would function as 'partners in progress', and such climate would exacerbate the relationship between SHRM practices and organisational commitment and performance.
Journal of Chinese Human Resources Management, 2025
Maintaining employees' work contentment is crucial for public organizations because it directly i... more Maintaining employees' work contentment is crucial for public organizations because it directly impacts productivity, retention, and overall organizational performance. Content employees are more likely to be engaged, motivated, and committed to their roles, leading to higher-quality public service delivery. Additionally, job satisfaction reduces turnover rates, saving organizations the costs of recruiting and training fresh staff. Employee Contentment also raises a positive workplace culture, encouraging collaboration, innovation, and effective teamwork. Ultimately, ensuring employee satisfaction aligns with the broader goal of creating a sustainable and efficient public sector that meets the community's needs. The current research proposes a mediated study paradigm and investigates the relationships among transactional leadership, sustainable work contentment, and public service motivation in public organizations. The research explicitly investigates how transactional leadership could sustain employees' work contentment in the public sector. This study collected data from 371 employees of public organizations using a cross-sectional survey design to assess research hypotheses. Andrew and Hayes' Process Macro was applied to analyze this research, whereas mediation analysis utilizes SPSS statistical program. The insights offer an understanding of how transactional leadership can motivate employees to work within public organizations, thereby enhancing their sustainable work contentment. Moreover, the study rigorously highlights the correlation between transactional leadership and sustainable work contentment, mediated by public service motivation. The research offers a comprehensive analysis of the findings and their practical and policy implications for public organizations. The study also recognizes its limitations and provides recommendations for future studies that could expand on these preliminary conclusions to improve the knowledge of leadership dynamics and sustainable work contentment within public organizations.
Journal of Chinese Human Resources Management, 2025
This study investigates the role of active and passive bystander behaviors in workplace cyberbull... more This study investigates the role of active and passive bystander behaviors in workplace cyberbullying (WPCB) and their impact on employee innovation performance, filling a critical gap in the literature on bullying in digital work environments. A structured online survey collected data from 328 white-collar professionals. The structural equation modeling (SEM) technique was applied to test the relationships between WPCB, bystander behavior, social engagement, social withdrawal, and innovation performance. Active bystander interventions significantly mitigate the negative effects of WPCB by increasing employee social engagement and enhancing innovation performance. Conversely, passive bystanders exacerbate the harmful impacts of WPCB, leading to increased social withdrawal and a decline in innovation. WPCB's direct effect on innovation was found to be insignificant, but indirect effects through social behaviors were substantial. Organizations should promote active bystander behavior through targeted training and policy development, fostering a workplace culture that discourages cyberbullying and supports social engagement to enhance innovation. Addressing passive bystander behaviors and fostering a supportive work environment can reduce the prevalence of WPCB and its detrimental effects on individuals and organizational culture, contributing to healthier social interactions at work. This research offers novel insights into how bystander behavior moderates the relationship between WPCB and innovation performance, presenting a unique perspective on managing workplace conflict in the digital age.
Journal of Chinese Human Resources Management, 2025
The rise of crowdsourced job reviews has provided valuable insights into employer branding. This ... more The rise of crowdsourced job reviews has provided valuable insights into employer branding. This study applies text-mining techniques to analyse employee reviews and identify key employer value propositions (EVPs) in the U.S. IT industry. A dataset of 21,482 employee reviews from 11 Fortune 500 IT companies was collected from Indeed. com, followed by bigram analysis and Structural Topic Modeling (STM) for extracting recurring themes and sentiments. The bigram analysis identified work-life balance and competitive compensation as the most positively associated factors, whereas job security emerged as the most frequently criticized aspect. The STM analysis identifies five dominant EVPs that IT professionals prioritize. Further, findings indicate a growing emphasis on management quality and economic value over time, while employee joy at work has declined since 2012. These insights have practical implications for HR managers and policymakers aiming to enhance employer branding strategies. This study contributes to the field of people analytics by integrating computational textmining methods to analyze employee feedback, offering a data-driven approach to understanding workforce sentiments. Limitations and future research directions are discussed in relation to expanding the study across different industries and geographical contexts.
Journal of Chinese Human Resources Management, 2025
Social media use presents opportunities that foster productivity in organizations. This productiv... more Social media use presents opportunities that foster productivity in organizations. This productivity can be derived from the prism of empowerment theory (structural and psychological), since organizations urgently need social media platforms to stay updated with shifting potentials, trends, and expectations, eventually affecting employee productivity. Drawing upon this theory, the current study looks at how employees are empowered by social media use. Yet, social media presents several issues for firms, such as disrupting employee productivity. This systematic literature review aims to identify the moderating and mediating elements influencing the relationship between social media use, empowerment theory, and employee productivity. An updated overview of earlier empirical research is needed, considering an overarching digitalization. This study reviews empirical research systematically on social media, empowerment theory, and employee productivity between 2010 to 2024, its significance, focus, and the research methodologies utilized. Using a data-driven convergent analysis design adhering to PRISMA reporting standards, the study integrated descriptive synthesis with narrative synthesis of the textual data. Out of 2,130 studies, 1,991 analyzed studies were kept after the criteria for inclusion and exclusion were applied. This review offers a broad overview of the study and the disconnected gaps that still necessitate attention. The study concluded that social media has emerged as a popular means of communication for employees to interact and share knowledge. Through the review and analysis of prior research, the majority of studies proved that social media use increases both individual and corporate productivity. In addition to providing practitioners with advice and ideas on how to model and manage social media use, it advances systematic knowledge progress in the field. Despite growing research, there remains insufficient evidence and theory, and an adverse influence of social media at work. Most studies report their results using longitudinal data and cannot explicate the underlying moderating and mediating components that influence employee productivity in the workplace. As a result, this review adds to the body of knowledge and provides a foundation for further research aimed at establishing the underlying moderating and mediating components that influence social media use and employee productivity. Consequently, a model framework was presented in this review as a means of addressing the causal moderating and mediating components outcomes.
Journal of Chinese Human Resources Management, 2025
The objective of the present study was to examine the relationship between Employee Value Proposi... more The objective of the present study was to examine the relationship between Employee Value Proposition (EVP), organizational commitment (OC), and intention to stay in such a way that their impacts on sustainable human resource management (HRM) were highlighted. The research employed Structural Equation Modeling (SEM) in order to analyze survey data collected using an online questionnaire from 261 Data Collection and Monitoring Assistants (DCMAs) working with Khyber Pakhtunkhwa Education Monitoring Authority (KPEMA). The results of the study showed a significant and positive relationship between EVP and intention to stay, which is, however, mediated by OC. The results highlight the need for the alignment of EVP with sustainable HR strategies that can increase employee retention and organizational resilience. The researchers of the present study recommend that future studies use longitudinal designs to validate these findings in other organizational contexts.
Journal of Chinese Human Resources Management, 2025
With the rapid development of artificial intelligence (AI) technology and its potential benefits ... more With the rapid development of artificial intelligence (AI) technology and its potential benefits for enterprise management, more companies are applying AI in the workplace. The increasing demand for AI within organizations may, however, trigger negative emotional experiences among employees, particularly when leaders use abusive supervision practices to force followers to adopt AI. This could provoke negative behavioral reactions among employees. Considering the process of digital transformation in enterprises, research has, to date, paid limited attention to the mechanisms by which AI-demand abusive supervision affects follower behavior. To address this research gap, this study draws on social exchange theory to examine how AI-demand abusive supervision influences follower workplace deviant behavior, through the mediating role of silence. We also explore the moderating role of AI knowledge in the relationship between abusive supervision and workplace deviant behavior. We tested our hypotheses using 295 participants from a two-wave survey in China. The results indicate that AI-demand abusive supervision strengthens organizational and interpersonal workplace deviant behavior. Contrary to expectations, follower silence did not mediate the relationship between AIdemand abusive supervision and organizational deviance; however, it did mediate interpersonal deviance. Additionally, although AI knowledge negatively moderates the relationship between AI-demand abusive supervision and both organizational and interpersonal deviant behavior, it does not moderate the relationship between AI-demand abusive supervision and silence behavior. This study's findings have important implications for enterprise management. Organizations should establish effective communication channels regarding AI implementation, to encourage employees to express their opinions and reduce silence. Furthermore, providing AI technology training can enhance employees' understanding and confidence in AI usage, thereby alleviating the negative emotions and behavioral responses caused by abusive supervision.
Journal of Chinese Human Resources Management, 2025
This research has been focused on China's trucking industry, which is the very backbone of the ec... more This research has been focused on China's trucking industry, which is the very backbone of the economy as well as a backbone for trade. Truck drivers work really hard and have several occupational problems that create high work stress such as working long hours, cost explosion, and difficult working conditions. The study tries to examine how these factors create a link to work stress, occupational identity, organizational commitment, and turnover intention. Hence, this research has aimed to investigate how different organizational stress factors such as psychological demand, job control, social support and occupational identity influence turnover intention among highway transportation drivers in China while also evaluating the moderating role of organizational commitment in the relationship between these factors. The study surveyed 300 experienced highway transportation drivers as a part of the primary quantitative method. Data has been analysed with the help of SmartPLS. The findings have revealed that apart from social support, every other factor including occupational identity and organizational identity significantly influences the turnover intention of drivers. In the case of the moderating role of organizational commitment as well, it has been found that apart from the relationship between occupational identity and turnover intention of drivers, it fails to moderate the relationship between turnover intention and any other variable. This has proved that despite being committed to their jobs, any stress factor can influence highway transportation drivers to quit. These findings can guide logistics managers to stop pressurizing drivers to work excessively and reduce the turnover rate. However, looking at the limitation of the quantitative research method used here to provide descriptive questions, future researchers are suggested to follow the qualitative method and if possible, base their research on other contexts. Still, with the help of the COR theory, the current research has successfully reached its projected outcome.
Journal of Chinese Human Resources Management, 2025
This study explores the synergistic effects of Green Human Resource Management (GHRM) and Green S... more This study explores the synergistic effects of Green Human Resource Management (GHRM) and Green Supply Chain Management (GSCM) on the sustainability performance of large-scale infrastructure projects, with particular emphasis on the mediating role of Environmental and Social Responsibility Perception (ESRP). Through an empirical analysis of the "China-Laos Railway" (CLR), we examine how these organizational mechanisms contribute to environmental, social, and economic sustainability outcomes. Data were collected from 211 professionals at China's Ministry of Transport and Laos' Ministry of Public Works and Transport using a validated 7-point Likert scale questionnaire. Using Structural Equation Modeling (SEM), our findings reveal three critical insights: (1) Both GHRM and GSCM demonstrate significant positive correlations with CLR's sustainability performance; (2) ESRP partially mediates the GHRM-sustainability relationship and the GSCMsustainability relationship; (3) GHRM shows a moderate direct effect, while GSCM exhibits the strongest direct impact on sustainability performance. This study provides actionable insights for state-owned enterprises, suggesting that institutionalizing green management practices and strategically embedding ESRP in organizational decision-making can enhance long-term project viability. These findings advance theoretical understanding of sustainability drivers in infrastructure development while offering policymakers a framework for aligning megaproject governance with Sustainable Development Goals (SDGs).
Journal of Chinese Human Resources Management, 2025
As the proprietors and trailblazers of knowledge and technology, employees' sustainable innovativ... more As the proprietors and trailblazers of knowledge and technology, employees' sustainable innovative behavior is crucial for exploring innovative technology and ensuring the sustainable development of technology-based enterprises. This paper centers on the influence of psychological capital, perceived organizational support, and social capital on employees' sustainable innovative behavior. It constructs a moderating effect model incorporating mediating factors. Through the analysis of 279 questionnaires, the results indicate that psychological capital, perceived organizational support, and social capital all strongly relate to work engagement; psychological capital, perceived organizational support, and social capital all strongly relate to the sustainable innovative behavior; work engagement partially mediates the influence of psychological capital, perceived organizational support, and social capital on the sustainable innovative behavior; the error management climate exerts a positive moderating effect on work engagement and the sustainable innovative behavior.
Journal of Chinese Human Resources Management, 2025
Given the prevalence of workplace personal negative-event sharing and its unknown cost to organiz... more Given the prevalence of workplace personal negative-event sharing and its unknown cost to organizations, it is more pertinent than ever to analyse the effects on employee attitude and productivity exuded by the sharing behavior. This study provides an analysis of negative-event sharing between co-workers in a Chinese context, which we find as having psychological and physical effects in the workplace. We provide a responder-centric understanding of negative-event sharing and a dialectical perspective on how to effectively use this phenomenon to promote employee job involvement. We propose a dual-pathway model to examine differentiated employee behaviour from the perspective of two responses: reflection and complacency, and examine the moderating effect of perceived coworker competence in the two paths. Primary data using multi-source survey questionnaire were collected from 231 employees and their respective managers of nationwide cities in China, and additional data conducting a situational experiment collected from 316 students with work experience. Hayes' model 1 and model 7 have been used for the moderation and the moderated mediation analysis. The results imply that employee managers could effectively leverage workplace negative-event sharing to enhance employee productivity, reduce complacency, and promote healthy interactions and mutual growth among employees.
Journal of Chinese Human Resources Management, 2025
This study examines how psychosocial safety climate (PSC) and job autonomy impact voice behavior,... more This study examines how psychosocial safety climate (PSC) and job autonomy impact voice behavior, highlighting emotional exhaustion as a mediator and coworker support as a moderator. Drawing on the Conservation of Resources (COR) theory, the study highlights how a positive PSC and high job autonomy can promote voice behavior. The findings demonstrate that PSC and job autonomy positively influence voice behavior directly. Emotional exhaustion mediates the relationships between PSC, job autonomy, and voice behavior, while coworker support mitigates the adverse impact of emotional exhaustion, making employees more likely to engage in voice behavior. Frontline employees from two five-star hotels in the southwest of China provided the data, highlighting the critical role of a supportive organizational environment in fostering proactive employee behaviors. The findings offer theoretical and practical insights into organizational behavior, suggesting that hotel managers are advised to foster a psychologically safe work climate by actively encouraging open communication and addressing employee concerns. Providing greater job autonomy, such as granting employees more control over their tasks and decision-making, can further empower voice behavior. Additionally, cultivating strong coworker support networks through team-building activities and collaboration opportunities can help mitigate emotional exhaustion. These practices contribute to a more engaged and motivated workforce, ultimately improving service quality and organizational performance in the highly competitive hospitality industry.
Journal of Chinese Human Resources Management, 2025
This study examines the impact of transformational leadership (TL), psychological empowerment (PE... more This study examines the impact of transformational leadership (TL), psychological empowerment (PE), and work engagement (WE) on organizational citizenship behavior (OCB) among academic staff in Malaysian universities. Data was collected through a survey of 385 academics and analyzed using Structural Equation Modeling (SEM) via Smart-PLS. The results revealed that transformational leadership significantly enhances psychological empowerment and organizational citizenship behavior but does not directly affect work engagement. Psychological empowerment was found to fully mediate the relationship between transformational leadership and work engagement and partially mediate the relationship between transformational leadership and organizational citizenship behavior. Furthermore, psychological empowerment and work engagement directly influence organizational citizenship behavior. The findings suggest that enhancing psychological empowerment and work engagement is crucial for fostering citizenship behaviors among academic staff. Therefore, leadership strategies should focus on cultivating psychological empowerment as a key driver of engagement and citizenship behavior in higher education institutions.
Journal of Chinese Human Resources Management, 2025
Drawing on social identity theory, this study investigated leader humility's double-edged sword e... more Drawing on social identity theory, this study investigated leader humility's double-edged sword effect on follower unethical pro-organizational behavior via the mediating roles of perceived insider status and leadermember guanxi. Furthermore, we also examined leader trust's moderating role in the relationship between perceived insider status/leader-member guanxi and unethical pro-organizational behavior. We tested our hypotheses using data collected from 569 participants from service and IT enterprises in Shandong, China, using a survey conducted at two time points. The study used SPSS to evaluate the common method variance, and confirmatory factor analysis using AMOS was performed to test the measurement model's suitability. SPSS was used to test all the hypotheses, and multiple regression analysis determined the relationships among the variables. The results showed that leader humility can weaken follower unethical proorganizational behavior via perceived insider status; leader humility can also enhance leader-member guanxi to strengthen follower unethical proorganizational behavior. Additionally, a follower's leader trust can moderate the relationship between perceived insider status and unethical proorganizational behavior. Finally, we discuss the theoretical and managerial implications, limitations, and directions for future research.
Journal of Chinese Human Resources Management, 2025
Purpose
Through the lens of social cognitive theory, this study investigates the impact of percei... more Purpose
Through the lens of social cognitive theory, this study investigates the impact of perceived leadership communication on project success (PS), with team resilience as a mediator and occupational self-efficacy (OSE) as a moderator. The perception of leadership communication is a critical determinant of PS.
Methodology
Time-lagged data were collected from 320 employees working in project-based organizations within the construction industry of Rawalpindi and Islamabad, Pakistan. The data were analyzed using Smart PLS 4.0 and Process Macro.
Findings
The results reveal a significant relationship between perceived leadership communication and PS. Team resilience is a significant mediator between perceived leadership communication and PS, while OSE strengthens the relationship between perceived leadership and team resilience.
Implications for theory and practice
The study advances the understanding of human behavior within organizational contexts, offering valuable insights for developing employee-friendly work policies aimed at achieving PS and enhancing productivity. The findings are particularly relevant for practitioners and researchers, shedding light on the complex dynamics of leadership, team resilience, and individual self-efficacy in achieving project success. By recognizing the multifaceted nature of project success and the underlying mechanisms at play, organizations can better equip themselves to navigate challenges, capitalize on opportunities, and achieve successful project outcomes in today's dynamic and competitive landscape.
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Papers by Journal of Chinese Human Resources Management
Through the lens of social cognitive theory, this study investigates the impact of perceived leadership communication on project success (PS), with team resilience as a mediator and occupational self-efficacy (OSE) as a moderator. The perception of leadership communication is a critical determinant of PS.
Methodology
Time-lagged data were collected from 320 employees working in project-based organizations within the construction industry of Rawalpindi and Islamabad, Pakistan. The data were analyzed using Smart PLS 4.0 and Process Macro.
Findings
The results reveal a significant relationship between perceived leadership communication and PS. Team resilience is a significant mediator between perceived leadership communication and PS, while OSE strengthens the relationship between perceived leadership and team resilience.
Implications for theory and practice
The study advances the understanding of human behavior within organizational contexts, offering valuable insights for developing employee-friendly work policies aimed at achieving PS and enhancing productivity. The findings are particularly relevant for practitioners and researchers, shedding light on the complex dynamics of leadership, team resilience, and individual self-efficacy in achieving project success. By recognizing the multifaceted nature of project success and the underlying mechanisms at play, organizations can better equip themselves to navigate challenges, capitalize on opportunities, and achieve successful project outcomes in today's dynamic and competitive landscape.