Management and Organization Theory

Öz Biyolojik, psikolojik ve sosyal açıdan olumsuz olarak etkileyen, toplumsal yapı için önemli bir sağlık sorunu olan madde bağımlılığı; sosyal hizmet alanının en önemli konularından biridir. Bu çalışma, Web of Science (WOS) veri tabanında sosyal hizmet alanında madde bağımlılığı konusunda yapılan akademik çalışmaların bibliyometrik bir analizini sunmayı amaçlamıştır. Bu amaç doğrultusunda Web of Science (WOS) veri tabanında 2014 ile 2023 yılları arasında "subtance abuse" filtrelemesiyle toplamda 23.920 araştırma olsa da bu çalışmaların yalnızca %4,89'u (1.171 çalışma) "social work (sosyal hizmet)" kategorisinde yer almaktadır. Araştırma kapsamında yapılan inceleme de dağılımlar, yayın ağları, anahtar kelimeler vb. veriler grafik ve görseller halinde incelenmiştir. Konuyla ilgili çalışmaların önemli bir kısmının çocuk ve gençlik refahı alanına yönelik olduğunu göstermektedir. Bu çalışma, madde bağımlılığıyla mücadelede daha etkili sosyal hizmet politikaları ve müdahale stratejilerinin geliştirilmesi için hem Türkiye'de hem de diğer ülkelerdeki araştırmacıların daha fazla çalışmaya ihtiyaç duyduğunu vurgulamakta ve gelecekteki araştırmaların odaklanabileceği öncelikli alanları belirlemeye rehberlik etmektedir.

Perspektif Resource-Based View (RBV) menjelaskan bahwa hanya sumber daya yang memiliki karakteristik VRIN (Valuable, Rare, Inimitable, Non-substitutable) yang mampu menjadi sumber keunggulan bersaing jangka panjang. Namun, agar relevansi SHC tetap terjaga, perusahaan juga memerlukan Dynamic Capability untuk beradaptasi terhadap perubahan lingkungan bisnis. Artikel ini mengkaji hubungan antara SHC, VRIN, dan Dynamic Capability melalui studi kasus Apple Inc., perusahaan teknologi global yang mampu mempertahankan posisi kompetitif melalui pengelolaan sumber daya manusia yang inovatif dan strategis. Analisis menunjukkan bahwa Apple berhasil menjadikan SHC sebagai aset VRIN yang diperkuat dengan dynamic capability, sehingga mampu menciptakan SCA yang berkelanjutan di tengah era disrupsi digital.

Öz: Hızlı gelişen teknoloji, artan rekabet koşulları ve küreselleşen ekonomik şartlar ile birlikte şirketler varlıklarını sürdürebilmek için maliyetlerini düşürmeye, kaliteli ürün-hizmet üretmeye ve ürün çeşitlerini geliştirerek pazar paylarını artırmaya çalışmaktadırlar. Teknolojik gelişmelere paralel olarak ortaya çıkan yönetim bilgi sistemi ürünlerinden birisi olan Kurumsal Kaynak Planlaması (ERP) sistemi firmalara bu koşulları gerçekleştirebilmek için önemli avantajlar sağlamaktadır. ERP firmaların geleceğine yönelik çalışmalarını yönlendirebilmek adına geliştirilen bir yönetim bilgi sistemi olarak değerlendirilirken, diğer taraftan tüm iş süreçlerini entegre eden bir yazılım sistemi olarak da tanımlanabilmektedir. Başarılı ERP uygulamaları firmalara düşük maliyet, daha iyi müşteri hizmetleri ve üretim takvimi gibi birçok yarar sağlamaktadır. Bu çalışmanın amacı, Artvin ve Trabzon Orman Bölge Müdürlüklerinde ERP'nin uygulanabilirliği, işletmelerde uygulama aşamasında karşılaşılan zorluklar ve işletmeleri ERP'ye zorlayan nedenleri incelemek ve karşılaştırmaktır. Çalışma kapsamında orman bölge müdürlüklerindeki orman bölge müdürlerinin, orman bölge müdür yardımcılarının, şube müdürlerinin demografik özelliklerini belirlemek suretiyle işletmeleri ERP'ye götüren ifadeleri ortaya koymak üzere anket çalışması uygulanmıştır. Bu araştırmanın ortaya koyduğu bulgular, ERP yazılımlarının orman bölge müdürlüklerinde kullanabilirliğini ölçmesi, kullanım aşamasında karşılaşılan problemlerin belirlenmesi ve işletmeleri kurumsal kaynak planlama kullanmaya götüren nedenleri açıklaması açısından önemlidir.

This qualitative phenomenological study explored the lived experiences of 15 U.S.-based HR professionals working remotely, applying Kahn's (1990) engagement theory as an interpretive framework. Data collected via semi-structured Zoom interviews were thematically analyzed. Findings revealed three essential dimensions of engagement: the need for a personalized and distraction-free physical work environment; meaningful and cognitively organized tasks; and emotional support through empathetic leadership and community. This research holds value for remote work managers, organizational leaders, and employee experience designers aiming to support remote employees and HR professionals. It is also relevant for scholars exploring remote work culture, engagement theory, and applied qualitative methods in organizational settings. By centering the voices of HR professionals working remotely, this study contributes insights to an emerging remote work and engagement challenges. It offers evidence-based recommendations that can help align remote engagement strategies with real-world professional experiences, advancing both practical solutions and theory-building in the evolving digital workplace.

Dalam lingkungan bisnis yang dinamis dan sangat kompetitif, pencarian keunggulan kompetitif yang berkelanjutan telah menjadi prioritas utama bagi setiap organisasi. Keunggulan ini memungkinkan perusahaan tidak hanya untuk bertahan, tetapi juga untuk berkembang dan mendominasi pasar dalam jangka panjang. Selama beberapa dekade terakhir, para akademisi dan praktisi manajemen telah mencoba memahami dari mana sumber keunggulan kompetitif ini berasal. Salah satu teori yang paling berpengaruh dan banyak dibahas untuk menjelaskan fenomena ini adalah Resource-Based View (RBV). Teori ini menggeser fokus analisis dari lingkungan eksternal, yang didominasi oleh pendekatan industri, ke dalam organisasi itu sendiri. RBV berargumen bahwa sumber utama keunggulan kompetitif tidak terletak pada posisi strategis di pasar, melainkan pada aset dan kapabilitas unik yang dimiliki perusahaan.

Reliability of the supply chains for products and services that are critical to any given nation is vital to security and people's well-being. This paper aims to discuss how the vulnerability of the supply chain for basic products including food, water, and pharmaceutical products can be reduced. Some of these are diversification, stock management, and technology such as blockchain and IoT. A detailed discussion of the effects of the COVID-19 pandemic and other similar occurrences on supply chains is provided to stress the need for resilience. The paper also analyses the measures and policies applied by the government to enhance supply chain management and the suggestions for further development.

The inclusion of individuals with Autism Spectrum Disorder (ASD) in the workforce presents both challenges and opportunities. While people with ASD often face barriers such as social and communication difficulties and sensory sensitivities, however, they also possess unique strengths, including attention to detail, pattern recognition, dedication to particular interests and innovative thinking. This study explores, through literature review in databases, like PubMed, Scopus, and Google Scholar, the challenges, strengths, and benefits of integrating individuals with ASD into the workforce, emphasizing the importance of tailored support and inclusive practices. Companies like Microsoft, SAP, and Specialisterne have pioneered initiatives to integrate individuals with ASD into the workplace, leveraging digital technologies and artificial intelligence (AI) to support their needs. Programs highlight the benefits of neurodiversity, such as increased innovation and productivity. By creating inclusive environments and utilizing AI tools, organizations can unlock the potential of individuals with ASD, fostering both social and economic growth.

The purpose of the research on ethical behavior has been carried out predominantly focused on adhering to the organizational justice rules among employees. Though, for the success of any organization ethical behavior of its employees needs to be address. This research paper highlights those influential factors that have a significant effect on employees' ethical behavior. Based on the literature, the conceptual model integrated into this research includes informational justice and the emerging proactive qualities of employees that can predict employee ethical attitude towards the organizational justice rule adherence. For this purpose, data were collected by an adopted survey questionnaire. This is empirical research accompanied in public educational institutions of Pakistan, in which cross-sectional data was gathered randomly. Participants of this research were the teaching faculty of the concerned universities. Out of the distribution of 500 questionnaires, 352 questionnaires were received, resulting in a 70.4 % response rate. Using SPSS version 24.0, the data was analyzed, and the hypothesis will be tested by AMOS. The results explored from the structural equation model that informational justice, agreeableness, and utilitarian perception have an affirmative and substantial connection with ethical behavior. Instead, extraversion has no significant relationship with ethical behavior. This study possesses some limitations, such as only public sector universities were analyzed. This is a cross-sectional study, and situational effects on ethical behavior are not taken under consideration. Finally, this research is constrained only to the teaching faculty of universities in Pakistan. However, in the future, the researcher proposes to examine these factors in different circumstances, which might affect the ethical behavior of employees, along with the collection of data from different eras as general for more authentications and generalization of the results. The longitudinal data might give further validation towards the findings.

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It is known that the scale, size, form, and content of the worldview is beyond calculation, expression, and explanation, as it belongs to the world and to man. Maybe it's not even right to call it an event. The worldview combines the countless compatibility inherent in both the world and man, and at the same time, it distinguishes mother and child, as close as twins, native beings as far apart as heaven and earth. Worldview is a product of consciousness. It is a system of relationships. An individual understands the world and the environment through worldview. On the other hand, a person is perceived according to his worldview. In the historical approach, the point of view is variable. Its objects are often outdated or rapidly updated. People are often judged according to the "oldness-newness" of their outlook. Since the worldview phenomenon is evaluated with different approaches (concepts of worldview) according to the requirements of the time, it is more deeply understood in relation to a person, especially a professional personality represented by full activity in a certain field. From this point of view, it is important to study the outlook of the genius scientist Lotfi A. Zadeh, who was born in Azerbaijan, and benefit from the principles of history and modernity, outlook on life and worldview. In the article "Worldview Concept: History and Modernity (in the Context of Lotfi A. Zadeh's Worldview)", we tried to analyze the worldview of the genius scientist of Azerbaijani origin Lotfi A. Zadeh, who lived for 96 years, i.e. almost one century, and continued his scientific research. Thus, in the article, we determined the place of the concept of Worldview in History and Modern Consciousness, and by comparing the scientific-theoretical aspects of this concept with Lotfi A. Zadeh's worldview, we obtained new, relevant, and important results.

Chinese people are known to be strong in dialectical thinking – a cognitive tendency toward the acceptance of contradiction. Based on this finding, we conceptualized cooperative and competitive orientation as two distinct constructs that represent individual beliefs about and attitudes toward the nature of their relationship with others. We hypothesized that as stable individual differences, cooperative and competitive orientation would have differential effects on people's cognition and behaviour. Adopting a contextualization approach to Chinese management research, we developed a seven-item cooperative orientation scale and a six-item competitive orientation scale that demonstrated high reliabilities and validities. A laboratory experiment using the response latency method showed that people scoring higher on cooperative orientation responded significantly faster toward words of a cooperative nature, whereas people scoring higher on competitive orientation responded significan...

ABSTRACTWhile the construct of moqi (默契, pronounced ‘mò-chee’) is ubiquitously understood and finds itself in everyday conversations around the home and workplace in China, the theoretical development of moqi has been scarce. In this article, we expand on prior work on moqi and conceptualize moqi as a dyadic level construct that describes a situated state of shared contextualized understanding without saying a word between two counterparties. We further articulate a broader view of moqi as a dyadic communication construct that is both target-specific and situation-specific. We propose a nomological network of moqi that shows how shared contextualized understandings between counterparties are informed by several different layers, including ‘capability’ (a) a generalized proclivity to be able to form such understandings with others, and ‘contributing factors’, (b) how those understandings are formed either (i) through interactions or (ii) without them through overlaps in background ch...

ABSTRACTWorking for multinational companies (MNCs) is often viewed as a privilege for host country nationals (HCNs) in emerging economies. This raises the question: Why do HCNs leave their jobs to pursue the hardship of establishing their own business? This article addresses this question by adopting a phenomenon-based approach to study 12 professional service firms in Vietnam. We explorewhyHCNs initially become entrepreneurs and identifyhowthey make this transition. We reveal several idiosyncratic motivations and identify four types of migration pathways: MNC returnee, committed hybrid, transitional hybrid, and direct spin-off. Our findings address the shortcomings of the existing HCNs literature that centers on MNCs’ view and employee entrepreneurship literature that overlooks the context of emerging markets. We find evidence that institutional voids often promote, rather than suppress, entrepreneurship in emerging markets. Importantly, by taking a local perspective, our findings ...

This thesis conducted a thorough literature review on the experiences and outcomes of neurodiverse individuals in the workplace and found consistently lower outcomes in well-being, work performance, intention to leave, and job satisfaction compared to neurotypical workers. It examined how the emergence of remote work presents new opportunities for mitigating some workplace challenges around stress and sensory overload, while recognizing that remote work alone falls short as being a definitive solution for the unique challenges faced by neurodiverse people. Instead, it argued for Flexible Work Arrangements (FWA's) as a comprehensive and systemic strategy to address individual needs and organizational inclusion, concluding with recommendations for employee resource groups, participatory leadership, and alternative hiring processes from case studies of large-scale neuroinclusive programs. These findings have significant implications for the design of various flexible work policies, such as remote or hybrid work, and for advancing the well-being and workplace equity of neurodiverse workers.

This article explores the evolution of management theory across three pivotal eras-classical, neoclassical, and modern-and examines how each has influenced contemporary business practices. Drawing on historical examples and personal insights, the piece highlights the enduring relevance of foundational theories and their impact on productivity, leadership, and organisational culture.

Pakistani organizations. The two-source data from 122 supervisor-subordinate dyads provide support for the results. The study finds that low psychological safety strengthens the positive link between abusive supervision and interpersonal deviance. Besides, a low level of identification with an organization strengthens the positive association between abusive supervision and organizational deviance. Thus, the study extends the literature by highlighting the importance of several personal and coping resources for employees at work.

COVID-19’s impacts on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work and organizational psychology, and related fields, is intended to make sense of the implications for employees, teams, and work organizations. This review and preview of relevant literatures focuses on: (i) emergent changes in work practices (e.g., working from home, virtual teamwork) and (ii) emergent changes for workers (e.g, social distancing, stress, and unemployment). In addition, potential moderating factors (demographic characteristics, individual differences, and organizational norms) are examined given the likelihood that COVID-19 will generate disparate effects. This broad-scope overview provides an integrative approach for considering the implications of COVID-19 for work, workers, and organizations while also identifying issues for future research and insights to inform solutions. [Final and authoritative version published in American Psych...

This bibliometric study investigates the scholarly output at the intersection of creativity and transformational leadershipfrom 2015 to 2024. Drawing on data from the Web of Science Core Collection and analyzed via VOSviewer, the study explores publication trends, keyword co-occurrence, co-authorship networks, institutional collaborations, and thematic clusters. The findings reveal a significant growth in interest around creativity-enhancing leadership styles and identify influential contributors and organizations shaping the field. Results highlight emerging themes such as innovation behavior, psychological empowerment, and knowledge sharing, which bridge leadership and creativity discourses. The paper concludes with implications and directions for future research.

Devlet yönetimi, diğer organizasyon yönetimlerinden temel farklılıklar barındıran karmaşık ve özel bir alandır. Bu nedenle başarılı sonuçlara ulaşmak için oluşturulacak strateji ve eylem planları, farklı disiplinlerden ayrı bir çerçevede ele alınmalıdır. Devlet yönetimi, yönetim biliminde oldukça ayrıcalıklı bir konuma sahiptir. Bu alanda liderlik pozisyonu, yani üst düzey yönetim kadrosu ve özellikle lider, kilit bir önem taşır. Bir organizasyonu değil, tüm bir devleti ve hatta ülkeyi yönetecek liderin sorumlulukları son derece ağırdır. Bu sorumluluklar hassas bir denge içinde bulunmalıdır. Lider, sorumluluk, yetki ve hesap verebilirlik ilkelerinin hepsini maksimum düzeyde üzerinde toplamalıdır.

Bangunan bersejarah adalah bangunan yang memiliki nilai penting dari segi sejarah, budaya, ilmu pengetahuan, atau arsitektur, dan menjadi saksi bisu peristiwa masa lalu. Bangunan ini mencerminkan nilai-nilai, kepercayaan, dan tradisi generasi terdahulu, serta menjadi bagian dari warisan budaya yang perlu dilestarikan. Bangunan bersejarah adalah bukti terjadinya peristiwa penting, baik itu peristiwa politik, sosial, budaya, atau keagamaan. Bangunan bersejarah dalam metode penelitian ini adalah rumah adat ini mencerminkan nilai-nilai, kepercayaan, dan tradisi suatu masyarakat dari masa lalu. Bangunan ini bisa memberikan informasi berharga tentang perkembangan teknologi, arsitektur, atau gaya hidup pada masanya. Bangunan bersejarah juga seringkali dilindungi oleh peraturan perundang-undangan sebagai cagar budaya untuk menjaga keberadaannya. Istana Luwu berlokasi di tengah Kota Palopo, Pusat Kerajaan Luwu (sekarang salah satu kota kelas menengah di Provinsi Sulawesi Selatan). Dibangun oleh Pemerintah Kolonial Belanda sekitar tahun 1920-an di atas tanah bekas "Saoraja" (Istana sebelumnya terbuat dari kayu, konon bertiang 88 buah) yang diratakan dengan tanah oleh Pemerintah Belanda. Rumah adat Langkanae adalah bangunan bersejarah bagi orang-orang Luwu yang dibangun pada tahun 1619. Pada tahun 1970, pemerintah Luwu merekonstruksi replika rumah adat Langkanae di Kota Palopo menggunakan kayu bayam (Intsia bijuga) dan kayu angsana (Pterocarpus indicus). Penelitian ini bertujuan untuk mengetahui karakteristik biodeteriorasi rumah adat Langkanae dan menghitung intensitas dan tingkat serangan yang terjadi pada komponen kayu yang rusak. Metode yang digunakan adalah observasi dan inventarisasi komponen kayu bangunan. Data dianalisis menggunakan analisis deskriptif. Hasil penelitian menunjukkan bahwa organisme yang ditemukan berinvestasi komponen kayu rumah adat Langkanae adalah rayap kayu kering dan kumbang bubuk kayu kering. Nilai intensitas serangan tertinggi adalah 44%, yang diklasifikasikan sebagai sedang; sedangkan nilai derajat serangan adalah 70, yang berarti organisme telah menyerang bagian dalam kayu tetapi belum meluas.

ABSTRACTPrivate equity funds implement various management and governance practices in firms they endorse, signaling higher quality of sponsored IPOs (Initial Public Offer). However, the participation of such PE funds comes at a cost for newcomer firms, as they may lose both autonomy and future post-IPO earnings. If they do not choose to signal quality through PE funds, the IPO literature points to the validity of other mechanisms, such as the experience and centrality of the board of directors. We theorize and test the effect of the tradeoff between private equity sponsorship and board centrality and experience on IPO performance. We analyzed the effects of signaling on long-term performance through the one-year cumulative abnormal return in Brazilian IPOs issued between 2004 and 2013. Our results indicate that private equity sponsorship is the most effective signal, completely overtaking the relevance of board centrality and experience to explain IPO performance. However, these lat...

This study investigated a comparative study of the prevalence of moonlighting in the private and public sectors of Ekiti State, Nigeria, with particular focus on determinants, and the demographic and human capital characteristics of moonlighters. Primary method of data collection was utilized. Purposive sampling method of non-probabilistic type was adopted. Collected data were analysed using probit method and percentages. The result revealed that, in the public sector, residency, educational background, level of income, and dependents were significant factors influencing moonlighting. Whereas, in the private sector, residency and dependants were the major significant factors influencing moonlighting. Also, female and Ekiti indigene moonlight more in the public sector than private sector. Based on the findings, the study concluded that residency, educational background, level of income, and dependants were significant factors that account for moonlighting among workers. Also, the public and private moonlighters' demographic and human capital circumstances defer in sex, origin, and residency and number of children, but, similar in marital status, education, experience and age. Consequently, we concluded, practice of Moonlighting in the Public and Private sectors could encouraged undue bureaucracy; accommodate inefficient leadership and uncoordinated organizational policy. The study recommended, among others, that control such as clocking, reporting activities, time allotment for assignment, good pay policy, attractive condition of service, opportunity to access loan at low interest rate, affordable housing scheme and efficient transportation system should be created for public officials to reduce desire to moonlight and improve commitment to their primary jobs.

The antecedents of de-globalization can be traced to the reemergence of China and its entry into the World Trade Organization (WTO) in 2001. In the years that followed, China experienced a massive expansion in international trade and foreign direct investment as well as strong economic development, with average growth in its gross domestic product (GDP) of more than 9% between and 2019 (World Bank, 2021). However, China has also adroitly exploited weaknesses in the world trade regime, which permitted it to avoid adhering to policies and practices on which the organization was founded and to which it was committed (Jannace & Tiffany, 2019). The resulting imbalance in international trade and the failure of leading economists to foresee the attendant steep decline in manufacturing jobs in the US gave rise to sentiments opposing globalization, which in turn facilitated the election of President Donald Trump and accentuated his de-globalization policies. The COVID-19 pandemica black swan-type event in terms of its catastrophic consequences that was surprising despite the predictions of such a health crisistriggered a separate and independent strategic reevaluation of global value chains (GVCs) as a critical element of both international trade and foreign direct investment. In this context, this MOR Special Forum invited commentaries on two broad questions: 1. What are the most salient contextual forces driving the trend toward de-globalization and global decoupling (e.g., geopolitical conflicts, GVCs or global supply chains, reshoring and relocation of manufacturing hubs, software development, electronic payment, platformization, and ecosystems)? 2. How can multinational enterprises (MNEs) headquartered in liberal democracies or state capitalist systems best adapt and respond to these emerging dynamics?

This study explores the influence of personality traits on leadership styles within the UAE banking sector. It specifically examines how traits such as neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness correlate with transformational, transactional, and empowerment leadership styles. Using a convenient sampling method, data were collected from 24 banking leaders through the NEO Personality Inventory and the Birkman Method. Correlation analysis revealed that extraversion (M = 77.58, SD = 13.95) is significantly positively correlated with transformational leadership (r = 0.435, p = 0.034), suggesting that more extroverted individuals are more likely to exhibit transformational leadership behaviors. Conversely, agreeableness (M = 74.00, SD = 17.23) is negatively correlated with empowerment leadership (r =-0.427, p = 0.038), indicating that higher agreeableness may be linked to lower levels of empowerment leadership. Other personality traits displayed weak or nonsignificant correlations with the leadership styles assessed. Despite these insights, the study has limitations. The use of a small and convenient sample may affect the generalizability of the findings. Additionally, the cross-sectional design limits the ability to draw causal conclusions about the relationships between personality traits and leadership styles. Future research should aim for larger and more diverse samples and consider longitudinal approaches to better understand these dynamics.

Amongst many possible influential factors, leadership has been identified as an influential driver of employee wellbeing and innovative behavior. Many companies have replaced their traditional hierarchical management structures with empowered work teams to improve their efficiency and productivity. The relationship-oriented society in the well-known culture of collectivism in a country like Malaysia, where devotion, trust and a feeling of belonging is highly valued. Paternalistic leadership can be characterized as a caring leadership that consolidates resilient power of leaders with concern and kindness. Paternalistic leadership has offered a comprehensive understanding of leadership outside the western world. Despite the fact that the exploration of paternalistic leadership has thrived lately, the dissemination and character of paternalistic leadership has not been straightforwardly thought across eastern Asian nations. A quantitative approach with cross-sectional design as a survey method has been employed in this study and purposive sampling was used as the sampling technique. A total of 209 questionnaires were processed in this study. Partial Least Square-Structural Equation Modelling (PLS-SEM) was used to validate the research model and to test the hypotheses. Leadership styles have positive impact on employee wellbeing. Thus, this study has developed a new understanding of the impact of a leader's behavior based on paternalistic leadership styles on employee wellbeing among air traffic controllers (ATCs).

The purpose of this article is to contribute to past research conducted as it relates to the leadership competencies and attributes promoting social interaction that influence employee retention in virtual and hybrid work environments. A quantitative study involving 304 workers across a diverse group of industries, divided amongst face-to-face, hybrid, and virtual work environments suggested that social interaction was a significant predictor of job embeddedness in hybrid (β = .15, t(96) = 2.16, p < .05 and virtual (β = .33, t(86) = 7.96, p < .05) work groups. Additional research is needed to identify the leadership competencies and attributes that promote social interaction amongst team members in both virtual and hybrid environments. Several instruments are needed. Firstly, a measure for the Knowledge, Skills, and Abilities (KSAs) of hybrid and virtual team leaders. Secondly, an instrument to assess social interaction amongst hybrid and virtual team members. Finally, a modif...

Objectives of the Study: The significance of creativity and performance in the workplace has been illustrated on various occasions. This study aims to find out the link between transformation leadership, organizational innovation, and employee creativity on employee performance. There is still a lack of awareness of the factors influencing employee performance in organizations. Methodology:The relationship between organizational innovation, transformational leadership, employee creativity, and their effect on overall employee performance is established through Qualitative study. Findings: This study's findings on transformational leadership and employee creativity have significantly impacted employee performance. This study shows the links between transformational leadership and employees' perception of creativity and performance along with organizational innovation. The findings of this study can help to increase employee performance by informing employee performance improvement methods. Business executives might learn more about how to engage and motivate employees to improve performance. Conclusion and Recommendation: Our results showed that organizational innovation and transformational leadership positively affect employee performance and creativity, except organizational innovation has no impact on employee performance. One probable explanation is that training in many companies focuses on common knowledge or skills and job performance. Innovation, on the other hand, requires not only the ability to comprehend task-relevant approaches but also the ability to exceed logical and sequential thinking toleap performance. That means innovation is not the only dimension that enhances employee performance. Other factors may need to develop the performance of the employees. Also, sometimes innovation comes up with change, and most people avoid change. So organizationshave to consider other variables that may enhance employee performance, but organizational innovation is also essential for the overall betterment of the business.

Bu çalışma, yönetim ve örgütlenme süreçlerinde inisiyatif kavramını Henry Fayol'un perspektifinden kavramsal bir analizle incelemektedir. Fayol'un temel yönetim ilkelerinden biri olarak tanımladığı inisiyatifin, klasik yönetim anlayışından günümüz dinamik örgüt yapılarına kadar nasıl evrildiği araştırılmıştır. Çalışmanın amacı, inisiyatif kavramının yönetim teorisindeki konumunu belirlemek ve çağdaş yönetim uygulamalarındaki rolünü değerlendirmektir. Araştırmada, etkileşimsiz nitel yöntemlerden kavram analizi kullanılmış olup Walker ve Avant'ın (1983) modeli temel alınarak inisiyatifin tanımlayıcı özellikleri, ilişkili kavramlar ve örgütsel etkileri incelenmiştir. Çalışmada inisiyatifin sadece bireysel bir yetkinlik değil, aynı zamanda örgütsel yenilik, esneklik ve sürdürülebilirlik açısından kritik bir unsur olduğunu tespit edilmiştir. Sonuç olarak dijitalleşme ve artan küresel rekabet ortamında, yönetim süreçlerinde inisiyatifin teşvik edilmesi ve çalışanların bu yetkinliği geliştirmesi, örgütsel başarı için stratejik bir gereklilik haline geldiği belirtilmiştir. This study conducts a conceptual analysis of the notion of initiative within the realms of management and organization, specifically through the lens of Henry Fayol. It investigates how initiative, which Fayol defines as a core management principle, has transitioned from classical management theories to contemporary, dynamic organizational frameworks. This study aims to ascertain the positioning of initiative within management theory and assess its significance in current management practices. The research employs the concept analysis methodology, a qualitative approach characterized by its non-interactive nature. It applies the framework that Walker and Avant (1983) established to delineate the defining traits of initiative, its associated concepts, and its implications for organizational structures. The findings reveal that initiative constitutes an individual competency and is vital for fostering organizational innovation, adaptability, and sustainability. In the context of digitalization and heightened global competition, it has become strategically essential to encourage initiative within management processes and to cultivate this competency among employees for organizational success.

Existing research has primarily examined coping strategies for dirty work while giving less attention to employees' satisfaction. Much of this work has considered the phenomenon from an identity perspective, despite its underlying connections to job demands and resources. Drawing on the Job Demand-Resource (JD-R) model, this study investigates the relationship between dirty work and employee satisfaction, with emotional exhaustion as a mediating variable and self-consciousness as a moderator. Data collected from 234 participants in dirty work occupations with a 4-week time lag show that dirty work is positively associated with emotional exhaustion, which negatively impacts job, career, and life satisfaction. The findings further indicate that employees with higher self-consciousness report greater emotional exhaustion, while those with lower self-consciousness experience less emotional exhaustion. These results provide theoretical contributions to the dirty work literature and offer practical implications for mitigating emotional exhaustion in these roles.

Business School where he is a member of the Centre for Regional and International Business (CRIB). His research interests are in the application of relationship marketing theories to diverse and interdisciplinary problems, in particular, the relationships between diverse geographically co-located actors. He has a further interest in the application of integrative general theories such as structuration theory, to diverse problem areas.

In this study, we examined the relationship between transformational leadership, learning orientation and employee creativity. Furthermore, the mediating effect of creative self efficacy is studied in the relationship of these two variables with creativity. The data obtained from a sample of 176 employees and managers of banking sector indicated the significant relationship between transformational leadership, performance orientation and employee creativity. However, results showed that performance orientation relationship with employee creativity is accepted in mediation while transformational leadership relation with employee creativity in mediation is not supported. Managerial implications and future research are discussed.

ABSTRACTGuanxiis one of the most popular topics in Chinese and Western scholarship concerning social ties in China. However, several problems in research onguanxipersist, and multiple debates are still ongoing without much consensus in sight. This study has two goals. First, we offer a systematic review of the current literature onguanxi, especially by differentiatingguandyads fromxinetworks. This reconceptualization ofguanxienables us to clarify the concept ofguanxiby differentiating its two dimensions. Second, based on this literature review, we propose a redirection of future research onguanxisuch thatguandyads andxinetworks are not examined in isolation; rather, their holistic and dynamic interaction is the most fruitful avenue for future research, especially the four mechanisms of their interaction. The proposed reconceptualization and redirection are our two contributions to the literature.

Although prior work has shown that employees with ethical leaders are less likely to engage in deviant or unethical behaviors, it is unknown whether all employees respond this way or to the same extent. Drawing on social learning theory as a conceptual framework, this study develops and tests hypotheses suggesting that two follower characteristics-conscientiousness and core self-evaluation-moderate the negative relationship between ethical leadership and workplace incivility. Data from employees of a U.S. public school district supported our predictions. Implications and future research directions are discussed.

Although prior work has shown that employees with ethical leaders are less likely to engage in deviant or unethical behaviors, it is unknown whether all employees respond this way or to the same extent. Drawing on social learning theory as a conceptual framework, this study develops and tests hypotheses suggesting that two follower characteristics-conscientiousness and core self-evaluation-moderate the negative relationship between ethical leadership and workplace incivility. Data from employees of a U.S. public school district supported our predictions. Implications and future research directions are discussed.

Exploring the individual characteristics of Generation Z becomes crucial with this generation's increasing number and significance in business life. This study investigates the mediating role of life satisfaction on emotional intelligence and depression linkage. It examines whether the mediating role is contingent upon Generation Z’s majors (STEM/non-STEM) and gender. The universe was Generation Z university senior students. Data were gathered via an online survey (emotional intelligence, life satisfaction, depression scales) from 844 university students. Findings reveal that emotional intelligence decreases depression via life satisfaction. Gender moderated this relationship so that the mediating role of life satisfaction was more pronounced in female Generation Z.

What happens to innovation when the founder never shows up? This study reframes one of the most romanticized elements of entrepreneurship-the visionary founder-as a potential bottleneck to resilience, accountability, and governance in digitalnative organizations. Focusing on Decentralized Autonomous Organizations (DAOs), we explore how startups can operate without a central leader, and what that means for the future of organizational design. Using a structured literature synthesis (n = 127 articles, PRISMA protocol) and multi-case comparative analysis of prominent DAO failures, we identify systemic governance vulnerabilities-ranging from role confusion and voting fatigue to social trust collapses. In response, we propose the Conflict-Proof DAO Model, a three-phase circular governance framework built around pre-crisis safeguards, active crisis protocols, and post-crisis institutionalization. Unlike prior models, this framework does not assume stability as the default-it assumes conflict. And it treats governance not as a bureaucratic add-on, but as a core infrastructure layer in founderless systems. Our findings suggest that resilience in decentralized startups is not a byproduct of automation or community goodwill, but a direct outcome of intentional design. This paper contributes to the emerging discourse on post-founder entrepreneurship, governance-as-code, and antifragile organizational models. For researchers, it offers a replicable framework for analyzing DAO failure patterns. For builders and policymakers, it presents a roadmap for surviving disruption-without waiting for a hero to fix things.

In today's evolving work culture, professionals and businesses seek workspaces that combine quality, flexibility, and cost-efficiency. Pune, being a thriving hub for startups, entrepreneurs, and freelancers, offers an impressive range of affordable coworking space Pune options that do not compromise on amenities or ambience. These spaces are thoughtfully designed with modern infrastructure, offering private cabins, well-equipped meeting rooms, and inspiring community-driven environments. If you're looking for a workspace that fuels productivity and encourages collaboration-without a hefty price tag-Pune's coworking spaces are exactly what you need.

In the unfolding saga of technological acceleration, quantum computing emerges not simply as a computational enhancement, but as an epistemological challenge to the digital architectures we have come to rely on. At the center of this challenge lies Bitcoin - often portrayed either as a digital fortress or a fragile edifice built on crumbling cryptographic ground.

The study examines the problems related to ethics and organizational readiness that Pakistani IT and banking sectors encounter when adopting HR systems using AI for neurodiverse employees. Studying algorithmic bias and fairness, the research is specifically interested in how responsible AI practices shape how neurodivergent employees are hired and performing. It also considers how having inclusive policies, welcoming cultures and strong capacity are important for neurodiverse people in AI-driven workplaces. Researchers analyzed the relations among ethical AI, preparedness of organizations and how inclusive organizations were using data from 211 HR professionals and managers. Ethical AI practices on their own, as well as how ready the organization is for AI, contribute to fostering fairness and inclusion amongst employees with neurological differences. The IT industry is found to be more prepared and ethical than the banking sector. The findings suggest that organizations which combine ethical standards with adequate resources become more inclusive and supportive to all staff. Such findings add to the new discussions about AI ethics and diversity in developing countries.

ABSTRACTThe management paradigms in the West mainly rely on legal contracts and explicit rules (formality), while the management traditions in the East emphasize social relationships and implicit norms (informality). In an era of ‘West-meets-East’, balancing formality and informality is becoming critical for firms, especially those facing institutional differences in transnational contexts and institutional transitions. In this research, we conducted a comparative multicase study on returnee entrepreneurs and local entrepreneurs in China. We found that at the early stage of venturing, returnee entrepreneurs emphasized formality more than informality, while local entrepreneurs stressed informality more than formality. However, the formality-informality balance among both returnee and local entrepreneurs converged over time in line with the institutional transition in China. Returnee entrepreneurs increased the emphasis on informality (but kept the dominant position of formality), whe...