Green human resource management and employee innovative behaviour: Does inclusive leadership play a role?

Purpose: This study examines the relationship between green human resource management (green HRM) and employee innovative behaviour. It also investigates the mediating role of job satisfaction to explore the mechanism through which green HRM is related to employee innovative behaviour. Additionally, it examines the moderating role of inclusive leadership to determine the boundary condition of the relationship between green HRM and employee innovative behaviour. Design/methodology/approach: The study used a quantitative research approach using survey and collected 508 responses from full-time employees in Australia. Findings: The authors have found support for all the hypothesised relationships in the study. Specifically, green HRM is positively related to employee innovative behaviour. This relationship is mediated by job satisfaction and accentuated by inclusive leadership. Originality/value: Green HRM promotes a green atmosphere in which employees can contribute to a safer and healthier environment. Despite the increasing attention to green HRM in the management literature, little is known about the mechanisms and boundary conditions explaining employees\u27 responses to green HRM

Creating meaningful work for employees: The role of inclusive leadership

Meaningfulness is a fundamental psychological need and can result in numerous positive outcomes for employees and organizations. However, little is known about how inclusive leadership can promote employees\u27 sense of meaningful work. Drawing upon self-determination theory, we posit that inclusive leadership enhances meaningful work through creating psychological safety and fostering learning from errors. Inclusive leadership improves work meaningfulness as it contributes to better job attributes. Study hypotheses were tested using a multiple-study research design, including a two-wave field study of 317 full-time employees (Study 1) and a randomized experimental vignette methodology with 440 participants (Study 2). Findings from both studies support the hypothesized mediation model and suggest that inclusive leaders enhance employees\u27 meaningful work mediated through psychological safety and learning from errors

The role of inclusive leadership in fostering organisational learning behaviour

Purpose: Organisational learning is fundamental in establishing a fearless organisation, creating a competitive advantage and maintaining a sustained growth. While research suggests that leaders can influence organisational learning, there is currently no empirical evidence on how inclusive leadership fosters organisational learning behaviour. Therefore, the purpose of this study is to investigate the relationship between inclusive leadership and organisational learning behaviour. It also seeks to explore the mediating role of psychological safety and climate for initiatives in the mentioned relationship. Design/methodology/approach: The study used a two-wave quantitative examination with 317 respondents. Online survey was used to collect data from randomly selected full-time Australian employees in two times. The data were then analysed using partial least squares structural equation modelling to provide insights. Findings: The study found empirical evidence on the positive association of inclusive leadership and organisational learning behaviour. Moreover, the two mediation paths of psychological safety and climate for initiative were supported for the relationship between inclusive leadership and organisational learning behaviour. Research limitations/implications: The current study contributes to theory by examining the role of inclusive leadership on organisational learning behaviour through two relatively unexplored mediating paths. It suggests how inclusive leadership can create a fearless organisation through fostering learning behaviour within the organisation which empowers organisations to sustain growth. Despite controlling for and assessing endogeneity, due to the cross-sectional design of the study, it is limited in demonstrating causal links. Originality/value: The current study provides empirical evidence on the role of inclusive leadership in fostering organisational learning behaviour through two mediating paths of psychological safety and climate for initiatives. The proposed model sets the ground for future research to further develop insights on positive impacts of inclusive leadership within organisations

Why do employees respond differently to corporate social responsibility? A study of substantive and symbolic corporate social responsibility

Corporate social responsibility (CSR) plays an increasingly significant role in business and can impact organizational performance and sustainability. However, the degree to which stakeholders see the organization as legitimate may depend on the perceived authenticity of CSR processes and practices. As internal stakeholders, employees have a strong influence on organizational outcomes. CSR, in turn, has been found to positively influence several employee outcomes. To examine the mechanisms of this relationship, this study questioned when and how CSR enhances employees\u27 perceptions and results in affective commitment. Drawing on a time-lagged sample of 317 full-time employees in Australia, we found that substantive CSR is positively associated with affective commitment mediated by meaningfulness through work and strengthened with embeddedness, while symbolic CSR is not. Through assessing and controlling for endogeneity threats in analysis, this study provides more accurate empirical insights into the importance of CSR authenticity, offers theoretical contributions to the field, and presents practical implications for organizations in enhancing their CSR planning and practice

Knowledge Management Performance Award (KMPA) For Universities & Institutes Of Higher Education.

As one of the main sources of competitive advantage, knowledge has become an increasingly important resource in enabling organizattons to survive the complexities of the market and business world. It has also acted as a means to create extra opportunitiesfor the organizations. Effective use of knowledge has contributed to the development of organizational capabilities and brought about sustainable competitive advantages to the firms: Therefore, nowadays and with the emergence of knowledge era. organizations tend more to find ways to effectively manage their knowledge assets and knowledge management (KM) processes. Universities and institutes of higher education are especially important in this regard, because they can be considered as heralds of knawledge creation and bases of knowledge dissemination

Agility Path Through Work Values in Knowledge-Based Organizations: A Study of Virtual Universities

All people enter organizations with a formed personality and some initial experiences and values depending on the culture, which will, in turn, influence their efficiency and performance. Therefore, great attention must be paid to work values of the employees and the issues which affect them, especially in organizations that are complex in their structure and culture. Today's dynamic environment requires organizations to be agile in their processes, with the issue being even more critical in knowledge-based organizations such as virtual universities. In this research, we identify the path through which organizations can achieve agility by means of work values. Although there are many dimensions in work values and organizational agility, using the methodology applied in th is research, we omit some of these dimensions and find the best methods that will enable man· agers to wisely invest in the most important issues and get the best results in the path to achieve agility through work values

Modelling predictors of blog stickiness and retention by university students

Weblogs represent a popular tool for sharing common knowledge and promoting learning among university students. Yet, little is known about what influences university students to stick to a blog. The current study develops a framework to investigate the role of several key factors on blog stickiness and retention among university students. Data for the study was collected from a sample of university students in Malaysia (n=725) and analysed using structural equation modelling. Results of the study revealed that social influence, content quality and perceived enjoyment were the most important predictors of blog stickiness, resulting in blog retention. More specifically, it was found that the need for cognition, perceived enjoyment and social influence also play a key role in predicting blog stickiness among student. Results of this study help to provide insights to the social, cognitive and physiological components that will encourage student to read and use blogs more frequently. This understanding can assist in designing approaches to increase blog application, stickiness and retention among students and help educate better learners capable of obtaining information from electronic sources of knowledge

An Investigation into the Impact of E-Customs on Stretching Strategic Thinking

Challenges facing the customs organization continuously change its management system in different countries and customs managers face a large number of challenges. Globalization tendencies, in-creased technological developments, customer-orientation, decreased product life cycle, change in product nature, regionalism and competition diversity demand a new form of leadership. The manag-ers, therefore, need to be prepared for administrating changes in dynamic environments. On the other hand, the organizations should also take the necessary actions in order to change and improve the current procedures; otherwise, they will jeopardize their existence and perpetuity because today the existence of organizations is threatened more than ever before. Considering the difficulties and bot-tlenecks of strategic planning, strategic thinking is used today as an important instrument assisting managers to solve problems and promote competitiveness and dynamics. The aim of this study is to investigate the impact of establishing e-customs on stretching strategic thinking. It is a survey study in terms of method where the statistical population is composed of all technical experts of IRICA in 2015, i.e. a total number of 650 cases 234 of which were selected through simple-random sampling using Krejcie and Morgan method. Data was collected using a researcher-made questionnaire. Its validity was confirmed through formal validation and its reliability was calculated using Cronbach’s alpha (0.726). All data was analyzed in SPSS 19. According to data analysis results, e-customs affects strategic thinking dimensions with a different influence on every dimension. The results showed that the impact of establishing e-customs on systems thinking, creativity, conceptual thinking, intelligent opportunism, and foresight was 15%, 17%, 17%, 13%, and 22%, respectively. Hence, it is proposed that managers pay special attention to foresight and then to creativity and conceptual thinking in or-ganizations. Research paper Reference to this paper should be made as follows: Salamzadeh, A., Nejati, M., & Heidaripourafshar. Y. (2015). “An Investigation into the Impact of E-Customs on Stretching Strategic Thinking (Case Study: Islamic Republic of Iran Customs Administration (IRICA))”, Journal of Entrepreneurship, Business and Economics, Vol. 3, No. 1, pp. 105–139

Stakeholder salience and social responsibility: Study of small businesses in Malaysia

This study empirically examined the role of stakeholders’ influence on social responsibility practices of small businesses in Malaysia, and analysed the importance and current attention of small firms to these stakeholder groups using the Importance-Performance Matrix Analysis (IPMA). Findings of this study revealed that community’s influence and customers’ influence had significant positive impact on the social responsibility practices of small firms. Moreover, the results of IPMA for the social responsibility construct indicated that community’s influence had the highest importance for small businesses and was given the highest level of attention by the firms. In contrast, customer’s influence was given lower attention by small firms despite its high level of importance for social responsibility practices of the firm