Journal of Management Development

Purpose This study aims to improve the effectiveness of coaching by enhancing the quality of coaching sessions. We developed and validated a formative evaluation measurement scale to assess the quality of coaching based on coaches’ skills, attitudes, and approaches from both coach and coachee perspectives. Design/methodology/approach We developed this tool through two studies: In Study 1, we generated scale items and conducted item reduction. We evaluated the scale’s factor structure, reliability and validity using a sample of 478 coach respondents. In Study 2, we assessed the scale’s factor structure and validity with 284 coachee respondents. Findings The 31-item Coaching Session Evaluation Scale (CSES) showed good model fit and reliability. The validation and nomological network assessment found a positive correlation between CSES scores and coaching relationship quality, goal attainment and action clarity. Originality/value CSES enhances coaching evaluation by providing a formative approach assessment. Moreover, it enables evaluation from both parties of the coaching session, a coachee and a coach, based on the same evaluation framework. The scale contributes to the improvement of the session, which eventually results in a better or desired coaching outcome.

Purpose Followership is a critical dimension that impacts the leader’s effectiveness and, indirectly, organizational productivity. Our study aims to explore follower perceptions of self and leadership in the New Normal, post-COVID-19. Design/methodology/approach We performed a qualitative study with 15 young, junior and mid-level executives working for organizations in the United Arab Emirates. Based on the transcripts, we conducted a thematic analysis using NVivo software (version 4) and developed the themes and coding categories. Ethical considerations were followed when conducting the study. Findings The results demonstrated that the followers (employees) had gained insights about themselves after the volatile phase of the COVID-19 pandemic. Furthermore, the semi-structured interviews also unfolded authenticity, desire for development, understanding of the deeper purpose of life, expectation of inclusiveness and depleting trust in the leadership. Practical implications We have discussed the managerial implications and recommended measures for the leader to reduce workplace and mental challenges. Originality/value The research specifically focuses on followership in the post-pandemic or new normal. Qualitative interviews show how the followers perceive themselves, work, leadership and the organization. The research discusses the significance of followership identity in creating environments that develop effective followers.

Purpose The purpose of this study is to investigate how and when green transformational leadership (GTL) may be used to foster employee ecological behavior (EEB) at the workplace. Design/methodology/approach A comprehensive survey was conducted, encompassing responses from 460 academicians affiliated with the top five research universities in Malaysia. The analysis employed a Partial Least Squares-Structural Equation Modeling technique, facilitated by Smart PLS 3.7, to meticulously examine and assess the gathered data. Findings The findings revealed a positive relationship between GTL and green human resource management (HRM), green organizational climate (GOC) and EEB at the workplace. Additionally, there was a significant and positive relationship between green HRM practices and both GOC and EEB. Further analysis indicated that both green HRM practices and GOC served as mediators in the relationship between GTL and EEB. Originality/value The originality of this research lies in its exploration of the nexus between GTL and EEB within the workplace. By integrating Ability–Motivation–Opportunity (AMO) theory and social learning theory, the study examined a novel model to explore the effect of GTL on GOC, green HRM and EEB This study contributes to the existing body of knowledge by systematically investigating the conditions and mechanisms through which GTL can effectively foster environmentally responsible behavior among employees. Particularly, the need for a comprehensive understanding of distinct dimensions of EEB at the workplace.

Purpose This paper aims to uncover emerging followership discourses and themes. Additionally, this study examines how current and historic trends have shaped the direction of followership research and studies. Design/methodology/approach The research utilizes the World Café approach in collecting data from participants of three professional conferences: the Global Followership Conference, the Association of Leadership Educators conference and the International Leadership Association global conference. Artifacts from the sessions were analyzed thematically by manual sorting. Findings The findings reveal three followership discourses – maintaining, reframing and transforming discourses. Furthermore, the study highlights the influence of social media, the COVID-19 pandemic, power relations, etc. on followership discourses. Research limitations/implications The fluid and dynamic nature of World Café increases the risk of different interpretations and misconstruals of participants’ contributions. Further research is needed to confirm the findings and advance the understanding of followership discourses. Practical implications This paper will be beneficial to scholars and practitioners who are seeking understanding on how to build, recognize and appreciate a followership culture within their environment, including management development and related educational programs. Originality/value This study adopts the World Café approach, an unconventional qualitative data collection method for followership research and studies, highlighting its potential within participatory research. Additionally, the research presents a novel effort to explore the influence of historical and current trends in followership discourses.

Purpose This study aims to investigate the impact of entrepreneurial leadership on the innovation performance of new venture enterprises in Northeast China. Utilising the upper echelon theory (UET), resource-based view (RBV) and a quantitative research design with SmartPLS analysis, it seeks to understand how entrepreneurial leadership influences innovation outcomes. Design/methodology/approach Grounded in the upper echelon theory (UET) and resource-based view (RBV), this paper constructs a structural equation model to establish the mediating roles of innovation climate and absorptive capacity in the relationship between entrepreneurial leadership and innovation performance. The study sample comprises 398 employees from new venture enterprises in Northeast China. The analysis uses SmartPLS to validate the mediating effects of organisational innovation climate and absorptive capacity on the relationship between entrepreneurial leadership and innovation performance. Findings The study confirms that innovation climate and absorptive capacity mediate the relationship between entrepreneurial leadership and innovation performance, exerting a positive influence. Originality/value This research fills the gap in the literature regarding the impact of entrepreneurial leadership on the innovation performance of new ventures. Furthermore, it elucidates the mediating mechanisms of entrepreneurial leadership on innovation performance, contributing insights of both academic and practical significance.

Purpose To explore the relationship between employee commitment and transformational, transactional leadership styles. Design/methodology/approach The present research is based on multifactor leadership theory. Data are collected from the respondents using the survey method. Questionnaires were distributed to the 600 employees, out of which 427 valid responses were considered for analysis. The designed instrument is validated using EFA and CFA. The relationships were established through SEM (SPSS and AMOS), and results were validated using fit indexes. Findings There is a positive association between employee commitment and transformational, transactional leadership styles of the superiors. Practical implications The results emphasize the importance of transformational and transactional leadership styles, which help to nurture employee commitment. Managers should focus on inspiring employees, clarifying expectations and addressing performance issues promptly. Tailoring strategies to enhance affective, continuance and normative commitment dimensions can foster a positive work environment and strengthen employee dedication. Overall, these insights provide actionable guidance for managers to enhance leadership effectiveness, employee engagement and organizational performance. Originality/value The study’s originality lies in its thorough investigation of the relationship between leadership styles (transformational and transactional) and employee commitment across multiple dimensions. By employing advanced statistical techniques and rigorous measurement validation processes, the study provides valuable insights into how different leadership approaches impact employee commitment. This contributes significantly to the existing literature on organizational behaviour and leadership, offering practical implications for enhancing leadership effectiveness and employee engagement in the workplace.

Purpose The purpose of this study is to examine how team identification influences employee work behaviors within organizational contexts. Specifically, we investigate the impact of team identification on two distinct behaviors: organizational citizenship behavior toward individuals (OCB-I) and counterproductive work behavior toward Individuals (CWB-I), with knowledge sharing as a mediating mechanism. By examining these relationships, this study provides insights into how team identification shapes both positive and negative employee behaviors and how knowledge sharing functions as a crucial mechanism in this process. Design/methodology/approach A two-wave, time-lagged survey design was employed. Data were collected from 269 full-time employees across various industries in South Korea, with participants providing follow-up responses one week after the initial survey. Findings The study’s findings revealed that team identification significantly influences employee work behaviors. A strong sense of team identification was positively associated with organizational citizenship behavior toward individuals (OCB-I). Although not statistically significant, team identification also showed a tendency to negatively impact Counterproductive Work Behavior toward Individuals (CWB-I). Importantly, knowledge sharing mediated both relationships. Specifically, knowledge sharing partially mediated the positive relationship between team identification and OCB-I while mediating the negative relationship between team identification and CWB-I. These results highlight the crucial role of knowledge sharing in translating team identification into observable workplace behaviors. Originality/value This study contributes original insights to the organizational behavior field by elucidating the mediating role of knowledge sharing in the relationship between team identification and employee work behaviors. While previous research has examined these elements separately, our study uniquely integrates them, demonstrating how knowledge sharing serves as a pivotal mechanism translating team identification into both positive (OCB-I) and negative (CWB-I) work behaviors. The findings provide a nuanced understanding of team dynamics within organizations and underscore the importance of fostering strong team identities and knowledge-sharing cultures. This research offers valuable implications for both theory and practice in organizational development and management.

Purpose The recent workplace dynamics era allowed many organizations to adopt the hybrid working model. However, despite the growing relevance of telework for diverse outcomes, few studies have explored hybrid work. Therefore, this research was based on the role theory and the job demands-resources model to develop a conceptual model arguing that hybrid work may potentially influence employees’ life harmony and mental health through decreases in work–family conflict. Moreover, answering the call for more studies on the role of families with pets regarding work-life boundaries, it is also proposed that hybrid work may potentially influence employees’ harmony and mental health through decreases in work–[pet]family conflict. Design/methodology/approach To achieve this objective, two studies were conducted. The first was a two-wave study carried out in 2023, involving 376 hybrid workers who completed two online surveys. The second study, also two-wave, was conducted in 2024 and included 479 working adults who participated in the research through online data collection. Findings The findings of the first study showed that individuals working in a hybrid model tended to experience less work–family conflict, consequently increasing their harmony and mental health. The second study also evidenced that those working in a hybrid modality had higher levels of harmony in life and mental health due to decreases in their work–[pet]family conflict. Originality/value The results highlight the importance of this working modality for employees’ mental health and well-being. Plus, it also opens future venues for research regarding work–[pet]family conflict, as it appears to be a relevant construct for modern families and younger generations of working adults.

Purpose The insurgence of the COVID-19 pandemic insinuated that family-owned small hotels (F-OSH) should adopt AI capabilities and innovation activities and digitize their operations to survive. This study examines the potential of AI capabilities to digitally transform F-OSHs by leveraging innovation ambidexterity, preparing them for future disasters proactively. Additionally, it sheds light on how the impact of AI capabilities on innovation ambidexterity varies based on strategic fit. In addition, this research explores the influence of digital entrepreneurial intention on fostering innovation ambidexterity, essential for digital transformation in F-OSHs. Design/methodology/approach The study collected primary data from 318 descendant entrepreneurs designated as chairpersons or managing directors in F-OSH and analyzed the data using the partial least structural equation modeling technique. Findings This study found a positive association of AI capabilities, and digital entrepreneurial intention with the digital transformation of F-OSHs, while strategic fit does not have an association with innovation ambidexterity. Innovation ambidexterity mediates the relationship between AI capabilities and digital transformation in F-OSHs. Moreover, a strong strategic fit increases the effect of AI capabilities on innovation ambidexterity. Furthermore, a high intention for digital entrepreneurship reduces the impact of innovation ambidexterity on the digital transformation of F-OSHs. Practical implications The combination of AI capabilities and innovation ambidexterity has transformed F-OSHs' digital transformation. This proactive approach to dealing with economic recessions such as COVID-19 is also influenced by digital entrepreneurial intention and strategic fit. Originality/value Anchored on the dynamic capability theory, this study provides valuable insights and novel empirical evidence by investigating the mediating mechanism of innovation ambidexterity and boundary condition of strategic fit and digital entrepreneurial intention between AI capabilities and digital transformation in F-OSHs.

Purpose The term “green human resource management” (Green HRM) is becoming more prevalent in both academics and business. This study’s main objective is to locate current understanding and trends in Green HRM literature by examining the available Green HRM literature. And prioritize the Green HRM practices in higher education institutions (HEIs). The study also identifies prevailing theories, context, characteristics and methodologies as current research interests to identify potential future research areas in Green HRM. Design/methodology/approach The study opted for a multi-method approach, combining theories, context, characteristics and methodologies (TCCM) for literature review and the analytical hierarchy process (AHP) for methodological analysis. The article selection process is illustrated via a Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) flowchart. The study examines Green HRM literature using the TCCM framework as it aids in identifying commonly used theories, constructs and methods, suggesting future research directions (FRDs). After identifying core Green HRM practices, the study prioritizes them for the HEIs using the AHP. Findings The comprehensive analysis of the literature is provided by the TCCM framework, which identifies the most influential theories, contexts, characteristics and methodologies used in Green HRM literature. The most used theory was found to be the ability-motivation-opportunity (AMO) theory, followed by social identity theory. In context, the hospitality industry was the dominating sector/industry of the domain. Under the characteristics, various variables in Green HRM literature were identified and classified as antecedents, mediators, moderators and outcomes. The most used research method was quantitative, and the most opted research design was empirical. FRDs are also suggested analyzing the current trends of the Green HRM field. The finding of AHP indicates that green recruitment and selection holds the highest level of importance among Green HRM in HEIs. Research limitations/implications This study is vital for past-future orientation, in which the past is explored in order to build new routes of Green HRM research. It used research publications from the Scopus database, and future studies may use other databases to improve understanding of Green HRM research. Practical implications AHP weights and ranks aid decision-makers in assessing Green HRM practice importance, facilitating pairwise comparisons before implementation in the HEIs and other service industries. It guides managers on allocating appropriate importance to each practice for informed decision-making. Social implications This study enriches Green HRM literature using the TCCM framework, categorizing literature into four key areas and offering valuable FRDs for future researchers. Its comprehensive review provides crucial insights into the research landscape of Green HRM, aiding in understanding theories, variables, relevant sectors and methodologies. The study offers comprehensive theoretical implications in the realm of Green HRM. Originality/value Existing research indicates that no study has employed a multi-method approach combining the TCCM framework and AHP in Green HRM research. The initial TCCM phase conducts a thorough analysis, examining theories, contexts, characteristics and methodology, a unique methodology. It connects TCCM findings to FRDs. In the subsequent phase, AHP prioritizes Green HRM practices for the HEIs based on identified research gaps from TCCM. This innovative fusion of TCCM and AHP, resulting in FRDs and implications, represents the novelty of this paper.

Purpose This study examines the impact of five dimensions of decent work on the faculty engagement in Pakistan’s higher education institutions. Furthermore, it examines the moderating influence of intrinsic religiosity on the associations above. Design/methodology/approach This research employed a cross-sectional approach to collect data from 542 faculty members working with higher education institutions through electronic and in-person questionnaire administration. Findings The findings indicate that safe interpersonal working conditions, opportunities for free time and rest, adequate compensation, and the availability of healthcare services significantly positively impact the level of work engagement among faculty members. Additionally, the research revealed that intrinsic religiosity reinforces the previously established significant associations. Research limitations/implications The research acknowledges specific constraints that could impact the applicability of its findings, including the utilization of a cross-sectional methodology, the dependence on self-reported information, and the possibility of sample biases. Subsequent investigations may rectify these constraints to provide a more all-encompassing comprehension of the subject matter. Practical implications The findings possess practical significance for the management of HEIs in cultivating an ideal working atmosphere for faculty members. Ensuring adequate compensation, secure working environments and healthcare accessibility is underscored to enhance faculty engagement. Furthermore, acknowledging the significance of intrinsic religiosity can improve faculty engagement. Originality/value This research contributes to the current body of literature by investigating the complex relationship among decent work, faculty engagement, and intrinsic religiosity in the specific context of higher education institutions in Pakistan.

Purpose Employees’ creativity is a critical factor in today’s dynamic working conditions. This study investigates the impact of authentic leadership on the creative work behavior of employees through psychological empowerment as a mediating mechanism. Moreover, the study also aims to examine the moderating role of organizational identification, drawing upon social identity theory. Specifically, organizational identification is expected to moderate the relationship between psychological empowerment and creative work behavior. Furthermore, it can also potentially moderate the indirect effect of authentic leadership on creative work behavior through psychological empowerment. Design/methodology/approach We collected a total of 314 valid responses from the employees working in private and public sector organizations within the telecommunications sector in Sindh, Pakistan. Findings We analyzed the data using Mplus 8.0. Our findings revealed that authentic leadership leverages creativity via psychological empowerment. Moreover, authentic leadership potentially acts as a moderator. Our results also found support for conditional indirect effects. Originality/value Leaders’ authenticity is an emerging concept. Its role in producing a creative workforce is still in the developmental stage. This study highlights that managers must be trained to develop the traits of authentic leadership and organizational identification so that they can raise employees’ psychological empowerment and creative work behavior.

Purpose This study seeks to investigate talent development practices within the evolving business landscape, focusing on human resources in Bangladesh. Design/methodology/approach Due to the study’s complexity, qualitative research methods were chosen. Data collection involved interviews with two clusters: Cluster A comprised 20 HR professionals with at least two years of talent management experience, recruited through purposive sampling. Cluster B involved in-depth interviews with seventeen employees from various departments, excluding HR. Findings The research findings revealed that talent acquisition strategies are shifting toward hiring experienced professionals for critical roles, emphasizing expertise. While organizations prioritize aligning talent development with long-term goals, concerns persist over unethical practices in hiring processes. Succession planning emerges as vital for leadership continuity and agile talent management practices gain traction. Additionally, digital transformation reshapes development methods, while employee self-development initiatives are increasingly valued. Employer branding plays a crucial role in talent acquisition, with employee and employer branding serving as key components of the talent acquisition process. Practical implications This study offers actionable insights for organizations in Bangladesh to overhaul talent development methods, ensuring alignment with long-term objectives, adopting agile talent management and leveraging digital transformation. These strategies are essential for cultivating future leaders’ adeptness at navigating the evolving business landscape. Originality/value The paper offers valuable insights into the future of work (FoW) and talent development practices, particularly from the unique perspective of developing nations. This perspective sheds light on how organizations in these regions navigate challenges and opportunities, which may differ from those in first-world corporate cultures.

Purpose The growing concern with the rapid evolution in adopting emerging technologies in the real estate industry to enhance performance is a threat to conventional practice. The paper aims to examine the latent influence of digital-based technology on employees toward improving organizational performance. Design/methodology/approach The study employed an exploratory research design. The study sampled 132 real estate firms in Lagos State, Nigeria. The study adopts a random sampling method, and only 87 questionnaires were retrieved and found suitable for analysis. The data were analyzed using descriptive and inferential statistics. Findings The study perceived that the adoption of digital-based tools enhances employee creativity and usage, work ethics, decision-making skills, behaviors and traits toward business performance. Furthermore, firm culture, training and development, assessment of employee productivity metrics, the firm’s expectations and strategic technology applications are significant factors that impact employee decisions to drive organizational performance. Practical implications The study has an implication for the real estate industry in a achieving technology-based performance system by involving employees’ in attaining overall organizational business objectives. Originality/value The paper is relevant because it examines the empirical study of the influence of digital technologies in enhancing employee performance with the goal of enhancing the organization’s competitiveness while maintaining flexible approaches to withstand future business risk and uncertainty.

Purpose This study investigates the intricate relationship between chief executive officer (CEO) narcissism, corporate social responsibility (CSR) and financial performance, focusing on the Indonesian business context. Leveraging upper-echelons theory, the research posits that CEO narcissism significantly predicts both CSR initiatives and firms' financial performance. Additionally, it explores CSR as a potential mediator in the link between CEO narcissism and financial performance, with particular focus on the CEO’s involvement in recommending CSR activities. Design/methodology/approach A sample of 644 observations was analyzed, revealing that narcissistic CEOs tend to lead firms with higher CSR engagement, which in turn is positively related to financial performance as measured by Tobin’s Q. Findings Regression models indicate that while CEO narcissism directly related to firm performance, the inclusion of CSR as a variable significantly strengthens this relationship. The indirect association analysis further confirms that CSR mediates the relationship between CEO narcissism on firm performance. Originality/value These findings contribute to the literature by elucidating the dual relationship of CEO narcissism on organizational outcomes and by highlighting the role of CSR in enhancing financial performance. This study also underscores the importance of considering cultural and institutional contexts in understanding the dynamics between executive personality traits and corporate strategies.

Purpose The purpose of this research is to investigate the relationship between emotional intelligence (EI) and counterproductive work behavior (CWB) in remote work (RW). Design/methodology/approach In total, 489 currently employed people were surveyed in April 2022 – 2 years after the start of the pandemic and 1 year before “the great return” to the workplace. Findings Results reveal that EI is negatively associated with CWB and that RW moderates this relationship. The more people work remotely, the more likely they are to adopt CWB. However, this tendency is lower for people with higher EI. Originality/value This research contributes to the literature on CWB by highlighting the role EI plays in the specific context of RW. In terms of practical implications, it sheds lights on the importance of carefully designing human resource management policies towards RW.

Purpose This study investigates unethical leadership empirically and examines its linkage with counterproductive workplace behavior through workplace ostracism, moral outrage and moral disengagement. The moderating role of coworker support was also tested. Design/methodology/approach The data collection comprised a structured survey having a sample of 489 full-time public sector employees, which were analyzed by employing process macros analysis techniques. Findings The findings reveal that unethical leadership develops the feelings of isolation at workplace, which leads to severe employee reactions at workplace. Results have revealed a significant positive impact of coworker support. Research limitations/implications This paper concludes with theoretical and practical implications and the potential avenues for future research. Originality/value This study adds values to the existing literature on the dark side of leadership by investigating unethical leadership and its related consequences.

Purpose The field of organizational consulting is often criticized for the lack of data supporting the practice and limited understanding of individual characteristics required for consultants to make a positive impact on organizations. The aims of this study were (1) to identify existing evidence on consultants’ knowledge, skills, abilities and other personal attributes (KSAO) related to organizational consulting effectiveness and (2) to lay the foundation of an empirically derived competency framework for effective consulting. Design/methodology/approach A scoping review of scientific peer-reviewed papers published between 1973 and 2023 and exploring attributes of the consultant related to consulting effectiveness was carried out among three academic databases and one consulting-specific journal. Content analysis was conducted in NVivo using an inductive/deductive approach. Findings In total, 32 single individual characteristics were extracted from 13 empirical papers and organized into 3 broad categories: (1) knowledge, (2) skills and abilities, and (3) other personal attributes. Results showed that skills and abilities have received the most attention from scholars, emphasizing the importance for consulting training programs to focus on the development of process-related and relational skills. Knowledge and personal attributes, including personality traits, were marked by a paucity of research. Originality/value The findings laid the foundation of a first data-based competency model for consulting effectiveness, useful for both researchers and practitioners. The current review identified gaps in the literature and highlighted opportunities for consolidating research in the field of organizational consulting.

Purpose The purpose of this paper is to investigate the mediating effect of work–life balance on the relationship between organisational support and work engagement. This research is based on the JD-R theory. Design/methodology/approach This study used a cross-sectional research design wherein both descriptive and explanatory approaches were used. This study uses a survey method and a structured questionnaire to collect data from IT women employees in Kerala. A regression analysis is used to measure the direct effects of the hypothesised relationships. Sobel’s test was used to measure the indirect effects of the hypothesised relationship. Findings Organisational support is found to foster work–life balance and work engagement. Work–life balance fully mediates the relationship between organisational support and work engagement. Originality/value This study attempts to integrate two streams of research (work–life balance and work engagement), which, despite being similar in focus, have been developed independently. This is one of the first studies to incorporate access to, utilisation and perceived future use of these practices in a single study. It also adds to the literature by investigating antecedents of work engagement and analysing it as a mediator between organisational support and work engagement, which has been highlighted as a gap in the literature.

Purpose Drawing on a cognitive attribution approach to charismatic leadership, this study identifies an overlooked influence behavior – supervisor self-disclosure of a traumatic loss as contributing to subordinate charismatic attributions (e.g. idealized influence) and trust toward their supervisor. Design/methodology/approach Employing an experimental vignette method, participants (n = 201) were assigned to one of two conditions: (1) supervisor self-disclosure of traumatic loss or (2) control condition, and then reported on charismatic attributions about the supervisor in the scenario and trust toward the supervisor. Findings The results revealed that supervisors’ self-disclosure to subordinates influences subordinate attributions of charisma toward their supervisors and affective-based, cognitive-based trust. Research limitations/implications While an experimental approach supports causal inference, future research may consider the long-term effects of supervisors’ self-disclosure on subordinates’ attributions and trust. Practical implications Self-disclosure may be used authentically but cautiously to build relationships with subordinates and potentially benefit management development programs. Originality/value This study provides the first empirical insights into how a supervisor’s disclosure of a traumatic loss – an uncharted territory – affects subordinates’ perceptions of the supervisor’s charisma and subsequent trust.

Purpose This study has applied the model by Baldwin and Ford (1988) to empirically examine the influence of select trainee characteristics (i.e. instrumentality and motivation to transfer) and transfer design as a training design factor on the transfer of training to work. It also investigates the possible mediating role of the motivation to transfer and the moderating role of social support at work (comprising supervisor and peer support) in the transfer mechanism. Design/methodology/approach A self-reported questionnaire was used to survey employees working in a power major in India. In the first stage, we selected one geographical region of the organization using judgmental sampling. In the next stage, executives and non-executives from all five coal-based power stations in that region were selected using systematic sampling. Responses from 411 such employees were analyzed using PROCESS Macro in SPSS. A mediation analysis was done using Model 4, while the moderated mediation hypotheses were tested using Model 7 in PROCESS Macro. Findings Instrumentality and transfer design were found to impact training transfer through motivation to transfer. While supervisor support moderated the mediational impact of both predictors through transfer motivation, peer support moderated only the impact of instrumentality on transfer through transfer motivation. Originality/value This is the first empirical work that has integrated important predictors at trainee, training design, and work environment levels based on the perspective of factors an organization can control. Besides, establishing supervisor and peer support as contextual factors adds to the celebrated model by Baldwin and Ford.

Purpose Due to dynamic work contexts, mid-level managers struggle to advance their careers in contemporary organisations. Literature has consistently showcased that leadership style and gender significantly impact subordinates’ career and work-related outcomes. This study investigates the relationship between authentic leadership, gender, perceived career barriers and occupational well-being. Design/methodology/approach Using self-report questionnaires, we collected data from 198 mid-level managers employed in the information technology (IT) sector in Delhi-NCR. We tested two mediation models simultaneously, investigating the mediation of perceived career barriers on occupational well-being. Authentic leadership and gender were the predictors of the first and second models, respectively. Findings Authentic leadership was positively associated with occupational well-being but negatively with perceived career barriers. Perceived career barriers partially mediated the link between authentic leadership and occupational well-being. Gender had a significant impact on perceived career barriers. Finally, perceived career barriers fully mediated the association between gender and occupational well-being. Research limitations/implications The study showed that perceived career barriers were predicted by authentic leadership perception. In the face of career-related obstacles, managers with authentic leaders tend to have better well-being at the workplace. Further, perceived career barriers are essential in the relationship between gender and occupational well-being. However, the context of India’s IT sector is unique; therefore, caution must be practised when generalising. Practical implications Organisations must promote authentic leadership at the upper echelons. Such a leadership style helps reduce the hurdles for managers and improves their well-being. Furthermore, addressing gender-specific career barriers, such as lack of cultural fit, is the key to enhancing female managers’ well-being. Originality/value We turned towards positive psychology and utilised the construct of authentic leadership to address the issues of career barriers and diversity in IT organisations.

Purpose Research on training and/or L&D effectiveness is predominantly conducted in a traditional L&D context. Little research is conducted on training and/or L&D in the context of artificial intelligence (AI)-based learning. The present study aims to investigate the relationship between the adoption of AI-based learning systems and learners’ behavior. Drawing from the theory of planned behavior, the research examines the impact of attitude (ATT), subjective norm (SN) and perceived behavioral control (PBC) as AI-based learning intention (ALI) factors relate to changes in learners' behavior. Additionally, inspired by the self-determination theory by Deci and Ryan, the study further examines the mediating role of learner engagement between ALI and behavioral change. Design/methodology/approach Following a theoretical framework and using a systematic literature review method, the survey research has been planned by considering a sample from Indian industries. The collected data have been analyzed using SPSS-AMOS 27. While path analysis has been conducted to analyze the direct impact of ALI on learners' behavior, Hay’s PROCESS macro has been used to check the mediating impact of learner engagement between ALI and learners' behavior. Findings The results proved a significant and positive impact of all ALI factors such as ATT, SN and PBC on learners’ behavioral change. Further, the research found that learning engagement (LE) successfully mediates between AI learning intention and behavioral change. Originality/value In the absence of any empirical study in identifying the relationship among learning intention, LE and behavioral outcome, the result of this study may provide useful insights to researchers and practitioners.

Purpose Drawing from the social exchange theory and leadership-making model, this study aimed to develop a research model where innovation climate (IC) mediates the servant leadership (SL) influence on innovative work behavior (IWB). Design/methodology/approach Through structural equation modeling, we evaluated the aforementioned links using data gathered from 324 employees drawn from Uganda’s local government (LG) employees. Findings The findings show that the impact of SL on IWB is mediated by IC. An IC within the organization is made possible by effective SL ethos; moreover, this climate promotes IWB. Also, the innovative nature of LG employees promotes IWB. Research limitations/implications LG leadership ought to be committed to the SL philosophy since it fosters an environment that encourages IWB. To spark IWB, it should also take advantage of the innovative environment. Management must make sure that in such a setting, supervisors are construed as servant leaders and low cadre staff have the capacity to be servant leaders. Employees will be more motivated to contribute to the organization by engaging in high IWB once they have received the training, empowerment and rewards they deserve in a setting that emphasizes effective SL principles. Originality/value Despite the existence of numerous studies, there is little empirical evidence that SL influences IWB within the setting of the LG sector. Evidence for the underlying mechanism by which SL promotes IWB is still lacking. Third, we explicitly test the IWB model developed based on euro-leaning theories using the LG context. Finally, there is a dearth of data relevant to how IC affects IWB. The research addresses these gaps.

Purpose This paper presents a moderated mediation model of job crafting and turnover intention grounded in the affective events theory. It examines the mediating role of affective organisational commitment (AOC) and the moderating effect of entrepreneurial leadership (EL) on the link between millennials’ job crafting, AOC and, subsequently, turnover intention. Design/methodology/approach A sample of 352 millennials was analysed using structural equation modelling (SEM) and SPSS. Findings AOC mediated the relationship between two job crafting dimensions – increasing structural job resources and challenging job demands – and turnover intention among millennial workers. Moreover, EL enhances the relationship between these dimensions and AOC. Originality/value This paper offers insights into millennials’ work behaviour, highlighting the role of AOC in retention and the significance of EL in strengthening millennials’ emotional commitment, especially from those working in an SME context.