This study examines the direct and indirect effects of green human resource management (GHRM) on job satisfaction, with organizational pride as a mediator and ethical leadership and psychological empowerment as moderators. Data were collected in three waves from 308 respondents in Pakistan's...

This study explores the relationship between Leader-Member Exchange (LMX) quality and team cohesion within the Croatian banking sector. Drawing from relationship-based leadership theories, we investigate how the quality of dyadic relationships between leaders and team members influences team...

Background: This study examines how an organization's climate for innovation influences employees' affective workplace outcomes through the behavioral mechanism of the innovation process and the quality of Leader-Member Exchange relationships. Methods: Survey data were collected from 567...

Do reciprocal workers have higher returns to employer-sponsored training? Using a field experiment with random assignment to training combined with survey information on workers' reciprocal inclinations, the results show that reciprocal workers reciprocate employers' training investments by...

Agents with reciprocal preferences prefer to be matched to a partner who also likes to collaborate with them. In this paper, we introduce and formalize reciprocal preferences, apply them to matching markets, and analyze the implications for mechanism design. Formally, the preferences of an agent...

Matching markets can be unstable when individuals prefer to be matched to a partner who also wants to be matched with them. Through a pre-registered and theory-guided laboratory experiment, we provide evidence that such reciprocal preferences exist, significantly decrease stability in matching...

NATO members have been coping with low motivation and morale. Such environments typically have high turnover intentions and neglect behavior. However, safety behavior is paramount for military organizations and neglect behavior can have serious consequences. Social exchanges are often cited as...

Training is often thought to benefit organizations; however, these benefits only materialize if trained employees remain at the organization. Empirical findings are mixed regarding the direction and significance of the training-turnover association, which implies there are important moderators...

This paper systematically reviews research on organizational socialization by examining ten key theories within four major perspectives: Uncertainty Reduction, Identity Affiliation, Social Exchange, and Resource. We aim to address three main research questions: (1) What motivates individuals to...

Corporate social responsibility (CSR) activities of companies have been reported to generate favorable consumer attitudes towards the business, which in turn, encourages positive consumer behavior. But the application of this conclusion in the mobile commerce domain remains limited. Drawing on...

Environmental, Social, and Governance (ESG) performance has emerged as a critical indicator of corporate legitimacy, resilience, and long-term value. However, translating ESG strategic intent into tangible results remains a pressing theoretical and managerial challenge. This paper introduces an...

Purpose - Based on social exchange theory and social identification theory, I investigated how employee organizational identification affects the effectiveness of commitment-based human resource (HR) practices. I focused on employee attitudes (job satisfaction) and behaviors (proactive knowledge...

Purpose - The primary objective of the present study was to develop an appropriate scale for evaluating LMX by investigating how individuals personally perceive and encounter distinct relationships (both high quality and low quality) with their supervisors, with a specific focus on the Indian...

Career calling is an individual orientation that leads people to see work as central to their identity, as a source of passion and as a way to find purpose in life. This study's aim is to examine antecedents of calling and how organizations can foster it. Doing so is important as those who feel...

Purpose: This study aims to explore the serial mediation effects of cyberloafing (CY) and organisational commitment (OC) on the relationship between leader-member exchange (LMX) and employee performance. Design/methodology/approach: In the study, data were collected through a survey method from...

Purpose: Workplace ostracism and cyberbullying are widespread issues affecting employee job performance, particularly in the information technology (IT) industry. Based on the social exchange theory, this study investigates the impact of ostracism and cyberbullying on employee job performance,...

This paper aims to put forth a model that examines the underlying mechanism through which resonant leadership (RL) impacts creative performance (CP). The study further aims to investigate the role of affective trust (AT) in mediating the relationship between resonant leadership and creative...

Leader-member exchange (LMX) theory consentrates on the unique dyadic relationships between leaders and followers. Consistent evidence associates LMX relationships to employee work engagement, but research on the mechanisms explaining the connection has remain scarce. This study applies social...

With the focus on organizations to emotionally engage employees at the workplace, the research intends to illustrate the importance of negative emotions like workplace envy (WPE) and positive emotions like perceived organizational support (POS) toward outcomes like job satisfaction (JS) and...