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Employee Behavior Research Articles

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7183 Articles

Published in last 50 years

Related Topics

  • Extra-role Behavior
  • Extra-role Behavior
  • Citizenship Behavior
  • Citizenship Behavior
  • Organizational Employee
  • Organizational Employee
  • Employee Intention
  • Employee Intention
  • Workplace Behavior
  • Workplace Behavior

Articles published on Employee Behavior

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The Impact of Work Motivation, Organizational Commitment, and Compensation on OCB: A Study in Public Relations and Protocols of BNN Indonesia

Organizational Citizenship Behavior (OCB) is closely related to organizational performance and encompasses employee behaviors that support organizational effectiveness. These include social competence to maintain team cohesion, willingness to participate in collaborative efforts to achieve collective goals, and the ability to maintain moral and psychological balance in achieving personal and organizational objectives without harming others. OCB plays a crucial role in enhancing or diminishing organizational performance. The population in this study consisted of 56 employees from the Public Relations and Protocol at the BNN Indonesia. The sampling technique used was a saturated sampling method, in which the entire population was included as the sample. This study applied a quantitative research approach, with data collected through questionnaires. The data were then analyzed using multiple regression analysis with IBM SPSS Statistics version 29. The findings revealed that work motivation, organizational commitment, and compensation simultaneously have a positive and significant influence on Organizational Citizenship Behavior. Furthermore, the partial analysis indicated that each independent variable—work motivation, organizational commitment, and compensation—individually exerts a positive and significant effect on OCB. These findings align with the principles of Social Exchange Theory, which posit that reciprocal relationships between individuals and their institutions encourage voluntary contributions beyond formal job responsibilities.

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  • Journal IconMabsya: Jurnal Manajemen Bisnis Syariah
  • Publication Date IconJul 3, 2025
  • Author Icon Galih Citra Kumala + 1
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Construction Workers’ Behaviour: Case Study of Ghanaian Construction Industry

Many construction industries suffer from the consequences of employee behaviour. Human factors increase efficiency and performance in the construction industry, leading to project success. The completion time of projects, within approved costs, and the required quality are important to employers. This study examined the factors that influence employee behaviour among construction professionals (quantity surveyors, structural engineers, and architects) at construction sites within the Cape Coast North Metropolis in the Central Region of Ghana. A survey was used to collect data from 120 construction professionals. Out of 120 questionnaires administered among construction employees,96 questionnaires were returned, and this represents 80% of the response rate. The findings show that motivation, incentive programs, recognition, leadership style, and safety measures affect employee behaviour at construction sites. The study concludes that employers should be motivated, and competent supervisors should be employed to manage the site. Safety measures should be prioritised for on-site employers. It is recommended that these factors be seriously considered to achieve productivity.

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  • Journal IconBuilt Environment Journal
  • Publication Date IconJul 1, 2025
  • Author Icon Zakari Mustapha + 3
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How does trust in leader influences organizational commitment? A test of a moderated mediation model.

How does trust in leader influences organizational commitment? A test of a moderated mediation model.

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  • Journal IconActa psychologica
  • Publication Date IconJul 1, 2025
  • Author Icon Savita S Rai + 1
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Organizational behavior in the healthcare environment: A study of psychiatric services

Climate change has significantly impacted various sectors, including public health, and information has become an essential aspect of daily life. This research study aims to explore the informational and organizational behavior of employees in the healthcare sector, focusing on their perception of information literacy in a constantly changing environment. The study was conducted within the department of psychiatrics at the General Hospital of Katerini focusing on its workforce. The results showed that employees demonstrated a strong sense of duty and pleasure in their work and exhibited commendable information literacy. Primary sources of information used by employees included the internet, media outlets, colleagues’ insights, printed materials, and online search engines. Job satisfaction and information literacy are notably high, with individuals over 36 showing stronger commitment to their roles. Education plays a significant role, with secondary education graduates valuing the resources available in the work environment in enhancing employee engagement and performance.

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  • Journal IconElectronic Journal of General Medicine
  • Publication Date IconJul 1, 2025
  • Author Icon Eleni Karageorgaki + 2
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Knowledge and artificial intelligence on employee behaviour advancing safe and respectful workplace

Knowledge and artificial intelligence on employee behaviour advancing safe and respectful workplace

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  • Journal IconJournal of Innovation & Knowledge
  • Publication Date IconJul 1, 2025
  • Author Icon José Andrés Gómez Gandía + 2
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Role of Ethical Leadership in Enhancing Organizational Citizenship Behavior: Evidence from the Japan

Purpose: To aim of the study was to analyze the role of ethical leadership in enhancing organizational citizenship behavior: evidence from the Japan. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: The study found that ethical leadership positively impacts organizational citizenship behavior (OCB) in Japan. Leaders who demonstrate integrity and fairness foster trust, encouraging employees to engage in behaviors that benefit the organization. Ethical leadership strengthens organizational culture and motivates employees to exceed job expectations, enhancing overall performance. Unique Contribution to Theory, Practice and Policy: Social exchange Theory (SET), transformational leadership theory & ethical leadership theory may be used to anchor future studies on the role of ethical leadership in enhancing organizational citizenship behavior: evidence from the Japan. In practice, the study highlights the importance of integrating ethical leadership into organizational cultures to enhance OCB. Japanese companies should prioritize ethical leadership development programs aimed at fostering leadership behaviors such as honesty, transparency, and accountability. From a policy perspective, the study provides insights for policymakers in Japan to implement organizational and corporate governance policies that emphasize ethical leadership as a key driver of positive employee behavior. Policymakers should encourage regulations that incentivize ethical practices within corporate settings, thereby promoting a culture of responsibility and integrity.

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  • Journal IconInternational Journal of Leadership and Governance
  • Publication Date IconJul 1, 2025
  • Author Icon Haruto Suzuki
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ГОТОВНІСТЬ ДО РИЗИКУ ЯК ЧИННИК ПРОФЕСІЙНОЇ РЕАЛІЗАЦІЇ ПРАЦІВНИКІВ РИЗИКОНЕБЕЗПЕЧНИХ ПРОФЕСІЙ

The article emphasises that the professional fulfilment of rescuers of the SES, employees of the National Police of Ukraine and the Security Service of Ukraine, as well as other professionals whose activities often involve a threat to their own life and health, directly depends on their willingness to make risky decisions. To achieve the objectives of the article, the author examines the key concepts of ‘risk’, ‘risk readiness’, and ‘professional implementation’. It is noted that risk can be associated with professional activity, the need to make a decision, the desire to preserve or obtain a certain benefit, in particular, positive emotions. But, in any of these cases, to take a risk means to act in conditions of insufficient information, uncertainty about the positive outcome of one's activities, and awareness of the possibility of losses as a result of the decision. The article also presents the results of an empirical study of the relationship between the risk-taking behaviour of SESU employees and their professional performance. This study was carried out with the help of: the author's questionnaire, which made it possible to collect socio-demographic data of the respondents; the methodology ‘Diagnostics of the degree of risk readiness’ (H. Schubert), which is designed to assess the individual level of risk readiness, in particular, in conditions of physical danger or uncertainty (in the study it was used to study the tendency of SES employees to risky behaviour as an element of professional activity); and the methodology ‘Type and level of professional self-realisation’ (K. Gavrilova), the purpose of which is to identify the main trends and patterns in the professional development of SES employees. To identify the main trends and patterns, as well as to summarise and describe the results of the empirical study, methods of mathematical data processing were used: descriptive statistics and non-parametric statistics (Shapiro-Wilk test, correlation analysis by Spearman and Pearson).

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  • Journal Icon"Scientific notes of the University"KROK"
  • Publication Date IconJun 30, 2025
  • Author Icon Ганна Склярова + 1
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The Relationship between Emotional Intelligence and Innovative Work Behavior in Government Agency Employees

This study examines the relationships between Emotional Intelligence (EI), Innovative Work Behavior (IWB), and Employee Performance (EP) among government employees in Indonesia using a quantitative approach. Data were collected from 100 respondents through a Likert-scale questionnaire and analyzed using Structural Equation Modeling - Partial Least Squares (SEM-PLS). The findings reveal that EI significantly influences both IWB and EP, while IWB also has a direct positive effect on EP. Furthermore, IWB mediates the relationship between EI and EP, underscoring its critical role in translating emotional capabilities into improved performance outcomes. The results highlight the importance of fostering EI and IWB to enhance employee performance in government institutions. This study provides theoretical insights and practical recommendations for public sector managers aiming to improve innovation and productivity in the workplace.

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  • Journal IconWest Science Business and Management
  • Publication Date IconJun 30, 2025
  • Author Icon Bakri Bakri + 2
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Job Satisfaction in Contemporary Organizations : theoretical study

Job satisfaction is one of the key factors that significantly influence employee behavior, performance, and productivity within the workplace. It is a key concept in the fields of organizational psychology and business administration, as it is closely linked to several aspects that impact individuals' professional lives. In light of this importance, we established a theoretical research foundation aimed at clarifying some important aspects related to job satisfaction and its associated concepts. The research began by presenting multiple definitions of job satisfaction, which contributed to enhancing a thorough understanding of this concept. Job satisfaction is defined as its relationship to an employee's feelings toward their work, which can be influenced by factors such as the nature of the job, working conditions, and relationships with colleagues and management. Job satisfaction is considered an indicator of an employee's compatibility with their work environment and the impact this can have on performance. By analyzing these definitions, we arrived at a comprehensive understanding of how job satisfaction affects motivation, incentives, and productivity. The research also addressed the importance of job satisfaction in detail, as it is a key driver of personal and professional success. Satisfied employees perform more efficiently and have greater loyalty toward the organization, leading to reduced turnover rates and improved overall morale in the workplace. In addition, job satisfaction helps strengthen social relationships among employees, creating a more positive and collaborative work environment. The research also addressed the classifications of job satisfaction, identifying its various types. Satisfaction can range from high to low, reflecting an employee's overall well-being. The research demonstrated that satisfaction can be divided into several aspects, such as satisfaction with salary, working conditions, relationships with colleagues, and opportunities for professional development. By understanding these types, management can design effective strategies to increase employee satisfaction and improve their productivity. Furthermore, the research addressed the most important theories that attempt to explain the phenomenon of job satisfaction. Among these theories, we presented prominent theories, such as the hierarchy of needs theory, achievement theory, and expectancy theory.

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  • Journal IconSocial Empowerment Journal
  • Publication Date IconJun 30, 2025
  • Author Icon Alaa Hashim Abdullah Saleh + 1
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Shaping Organizational Change: The Impact of Organizational Support and Job Crafting

This study investigates the mediating role of job crafting in the relationship between perceived organizational support (POS) and resistance to change (RTC) among employees in the Turkish private sector. Drawing upon Social Exchange Theory and Self-Regulation Theory, the research proposes that when employees perceive high levels of organizational support, they are more likely to engage in job crafting behaviors—specifically task, relational, and cognitive crafting—which in turn reduce their resistance to organizational change. Data were collected from 202 employees through validated survey instruments and analyzed using structural equation modeling. The findings confirm that POS is negatively associated with RTC and positively related to all three dimensions of job crafting. Moreover, job crafting significantly mediates the relationship between POS and RTC, highlighting its critical role as a proactive strategy for adaptation during organizational change. The results provide both theoretical and practical implications by emphasizing the value of supportive environments and proactive employee behavior in managing change effectively.

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  • Journal IconAYBU Business Journal
  • Publication Date IconJun 30, 2025
  • Author Icon Firuze Yazıcıoğlu
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FEATURES OF USING INNOVATIVE TECHNOLOGIES IN RECRUITMENT THROUGH ARTIFICIAL INTELLIGENCE TOOLS

The article is devoted to the relevant issue – the study of the peculiarities of applying such innovative technologies as artificial intelligence (AI) in the recruitment of personnel in modern companies, with the aim of optimizing recruitment costs and reducing the influence of the human factor in decision-making. It has been proven that the implementation of innovative technologies in personnel work is essential for adapting to modern market conditions, increasing efficiency, and improving interaction between employers and employees. Such modern technologies as artificial intelligence, social networks, automation of HR processes, remote work platforms, analytical systems, etc., significantly change the traditional approaches to human resource management, opening up new horizons for company development. Innovative systems make it possible to ensure the rapid analysis and assessment of candidates during hiring (recruitment), optimize personnel activities, minimize risks, and make effective HR decisions. In addition, the automation of personnel management processes allows for a quick response to external and internal environmental factors of the enterprise’s activities, enabling the company to promptly adapt to new labor market requirements. One of the main aspects of applying innovative technologies in HR is increasing the efficiency of recruitment and personnel management processes. Thanks to the use of AI, machine learning, and other technologies, automated systems enable a more accurate and objective candidate selection process. The analysis of this data set makes it possible to identify patterns in employee behavior, helps to predict potential problems, and allows timely influence on staff motivation and the overall efficiency of the company’s operations. The purpose of the paper is to highlight modern artificial intelligence tools that can be used to improve the efficiency of recruitment processes. Methodology. The implementation of innovative technologies is essential for adapting to modern market conditions, increasing efficiency, and improving interaction between employers and employees. Modern technologies such as AI, social networks, HR process automation, remote work platforms, analytical systems, and others are significantly transforming traditional approaches to human resource management, opening new horizons for company development. Attention has been drawn to innovative recruitment technologies in the hiring process, and their effectiveness has been demonstrated. Based on the results of research of existing trends in the recruitment services market, the advantages and disadvantages of artificial intelligence (AI) in recruitment were analyzed, and practical examples were provided. Attention is drawn to the fact that the application of AI simplifies and accelerates personnel selection processes, employee performance evaluation, and other aspects of human resource management, making them even more precise and objective. The research has shown that AI serves as an assistant, not a replacement for a specialist, and currently it cannot be compared to human intelligence, as it only helps to more quickly automate and optimize recruitment and HR management processes. Practical implications. Under modern conditions, one of the key factors for the successful functioning of companies and a tool for enhancing their competitiveness is the proper selection of employees who must possess the necessary level of qualifications, skills, and competencies. The organization of labor in any company has certain features determined by the specifics of its operations. It should be noted that the use of new approaches based on modern innovative technologies and the latest personnel consulting tools significantly increases the efficiency of the personnel selection process. Value / originality. In scientific discourse, recruitment is recognized as one of the technologies for successfully implementing personnel policy, allowing for job evaluation, creation of a competency profile, identification of optimal recruitment channels, evaluation of candidates, and their support during the adaptation period using both comprehensive and individual approaches, thereby contributing to the effective formation of the enterprise’s human resources potential with the required level of professional knowledge and skills. However, it should be noted that in most cases, research on innovative technologies in recruitment is developing rapidly, with new tools and opportunities constantly emerging, requiring new challenges and further investigation.

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  • Journal IconEconomics and Education
  • Publication Date IconJun 25, 2025
  • Author Icon Tetiana Koturanova + 1
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Impact of Managerial Gender Roles and Social Style on Employee Behavior in Remote Work Models

Based on the foundations of femininity-masculinity and assertiveness-responsiveness, this study investigates the interplay between gender roles and social styles in managerial behavior and its impact on employee voice and engagement in a fully remote work setting. The research gathered data from 542 Information Technology (IT) professionals with a two-wave survey design. The results suggest a potential linkage between gender roles and social styles. Managers with androgynous gender roles are more likely to exhibit expressive social style than any other style; masculine gender roles exhibit driver social style, while managers with undifferentiated gender roles are likelier to demonstrate analytical social style. The findings further indicate that managers exhibiting higher levels of femininity within their gender role (androgynous and feminine) positively impact employee voice and engagement. In contrast, lower levels of femininity (masculine and undifferentiated) seem to correspond with diminished employee voice and engagement. This pattern also extends to social styles.

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  • Journal IconBusiness and Professional Communication Quarterly
  • Publication Date IconJun 25, 2025
  • Author Icon Sagar Prakash Pujari + 2
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Green Psychological Climate Moderates the Effect of Green Self-efficacy and Green Human Resource Management on Employee Green Behavior: A Literature Review

Mining companies face increasing pressure to integrate sustainable practices into their operations due to globalization and rising environmental awareness. In this context, Employee Green Behavior (EGB) plays an important role in fostering a more sustainable work environment. However, challenges such as an unsupportive organizational culture and production-driven pressures often hinder the adoption of these initiatives. Support from top management, along with sustainability-focused education and training, can increase employee awareness and engagement in environmentally friendly behavior. This study aims to analyze previous research to determine how the green psychological climate moderates the influence of Green Self-Efficacy and Green Human Resource Management (GHRM) on EGB. It addresses a research gap by establishing a conceptual framework that explores these interrelationships. Drawing on Social Cognitive Theory and Social Exchange Theory, the study provides theoretical grounding for understanding the dynamics between organizational context and employee behavior. As a literature review, this study contributes to the development of a new conceptual framework, offering valuable insights for both corporate practice and future research. It highlights the importance of cultivating a supportive psychological climate to amplify the positive effects of self-efficacy and GHRM on sustainable employee behavior, an area that has been underexplored in previous studies.

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  • Journal IconKnE Social Sciences
  • Publication Date IconJun 25, 2025
  • Author Icon Syamsiana + 3
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Analyzing the impact of the FISH! Philosophy on postpandemic workplace culture in an academic medical laboratory setting.

The post-COVID-19 work environment has seen widespread employee disengagement and increased turnover rates. To combat this negative cultural shift, the pathology department at a large academic medical center launched a culture-change initiative using the FISH! Philosophy program in fall 2023. Employees were invited to participate in FISH! Philosophy training and completed a baseline survey before attending (n = 125), a pulse survey at the conclusion of their session (n = 86), and a follow-up survey after 3 to 6 months (n = 53). Employees responded positively to the training (94.1%). Improvement in job satisfaction (4.2% increase) and improved culture (reported by 49%) were noted, along with improvements in other key categories related to interpersonal relationships. Trust, however, saw a statistically significant decline (4.4%). Free-text comments were included in 42% of follow-up surveys, indicating that FISH! practices continue to be implemented in their work areas. Although early results are mixed, positive movement has been observed in employee attitudes and behaviors. As more employees, and especially faculty and leadership, are trained, we anticipate that less resistance will be encountered, and lasting culture change will occur.

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  • Journal IconLaboratory medicine
  • Publication Date IconJun 25, 2025
  • Author Icon Lynn A Mccain + 7
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The path to sustainability in the pharmaceutical industry: green HRM’s influence on employee behavior through psychological green climate

The emerging need to attain organizational sustainability calls for a new green perspective centered on effectively deploying green practices. Despite growing interest in green human resource management, studies on green practices remain inadequate and still arise in the context of developing countries. This study investigates the implementation of green human resource management practices in the pharmaceutical industry in Egypt and their impact on green organizational citizenship behavior while considering the mediating role of a psychological green climate. Using an exploratory mixed-methods approach, four primary green human resource management practices were extracted from a literature review and field data through semi-structured interviews. A survey was then used to gather data from a judgmental sample of 245 employees selected from the pharmaceutical industry in Egypt. Partial least squares structural equation modeling was used for the data analysis. The results revealed that pharmaceutical organizations moderately implement green practices, with ‘green recruiting’ and ‘green training’ having the highest impact. In contrast,’green performance management and compensation’ had the least impact. The path coefficient test showed a direct and indirect effect of green human resource management practices on green organizational citizenship behavior through a psychological green climate. The research’s implications add to the body of knowledge by establishing a research framework that contributes to human resource management and environmental studies literature that capitalizes on the ability–motivation–opportunity framework in providing policymakers in pharmaceutical organizations with insights on how to link their green human resource management practices and psychological green climate for maximized green organizational citizenship behavior strategically.

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  • Journal IconFuture Business Journal
  • Publication Date IconJun 24, 2025
  • Author Icon Bassant Adel Mostafa
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Study of double-edged sword effect of green human resource management on hospitality employees’ organizational citizenship behavior for the environment

Purpose The purpose of this study is to explore the double-edged sword effect of green human resource management (GHRM) on the existence of employees’ organizational citizenship behavior for the environment (OCBE). Based on conservation of resources theory, this study considers the mediating roles of job insecurity and environmental awareness in the dual effects of GHRM on OCBE. Design/methodology/approach The authors collected 478 valid data from 17 Chinese luxury hotels (including 4-star and 5-star hotels) to test the hypotheses. The data were analyzed through structural equation modeling. Findings Based on the above research method, the authors find that there are dual effects between GHRM and OCBE, in which GHRM negatively influences OCBE through the mediator of job insecurity, while GHRM positively influences OCBE through the mediator of environmental awareness, and organizational trust moderates the dual effects. Practical implications The results of this study provide hotel managers with a new perspective on GHRM practices, highlighting GHRM’s dual effects on employees’ perceptions, which will contribute to greater OCBE, and provide opinion that employees’ organizational trust can enhance the management effectiveness of GHRM. Originality/value This study fills the gap of the negative impact of GHRM and enriches the path of GHRM’s influence on employee behavior, especially by applying for the first time the concept of job insecurity which helped to discover the dark side behind the positive impact of GHRM.

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  • Journal IconChinese Management Studies
  • Publication Date IconJun 24, 2025
  • Author Icon Yueru Ma + 2
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Beyond variable-centered approaches: A latent class analysis of green leadership patterns and their relationship with emotional intelligence and environmental behaviors

This study aims to investigate the relationship between green leadership behaviors, leaders' emotional intelligence, and employees' green organizational citizenship behavior (GOCB) in Turkish manufacturing and service industries by identifying distinct patterns of green leadership through Latent Class Analysis (LCA). A person-centered analytical framework was employed to capture heterogeneity in leadership styles, moving beyond traditional variable-centered approaches. Data were collected from 422 participants through a web-based survey. Multiple statistical criteria, including information criteria (BIC, AIC, SABIC), significance tests (LMR-LRT, BLRT), and classification quality indicators (entropy values), were utilized to determine the optimal latent class solution. Subsequent analyses examined class differences through ANOVA, chi-square tests, and multinomial logistic regression, while mediation analyses investigated the role of leaders' emotional intelligence. The research identified distinct leadership profiles that differentially affect environmental behaviors, with emotional intelligence serving as a significant mediating mechanism. Three distinct classes of green leadership were established, each with unique characteristics and impacts on employee environmental behaviors. Leaders belonging to different classes demonstrated varying levels of effectiveness in promoting sustainable practices among their employees. The findings reveal the complex interplay between green leadership patterns, emotional intelligence, and environmental outcomes. This study demonstrates that the effectiveness of green leadership is not uniform but varies according to specific leadership profiles and their integration with emotional intelligence capabilities. Organizations seeking to enhance environmental sustainability should focus on developing targeted leadership development programs that consider the specific characteristics and profiles of green leaders. By understanding the distinct patterns of green leadership and their differential effects on employee behaviors, organizations can implement more effective strategies for promoting environmental responsibility in the workplace.

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  • Journal IconInternational Journal of Innovative Research and Scientific Studies
  • Publication Date IconJun 20, 2025
  • Author Icon Ahmet Alkan Çeli̇k + 2
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How do employees interact in routine change? High-involvement work practices at Tencent

PurposeThis study aims to explore the interactive mechanisms between high-involvement work practices (HIWPs) and employee engagement and their impact on the process of organizational routine updating.Design/methodology/approachThis study adopts an inductive longitudinal single-case study method. By collecting data from literature and conducting employee interviews, it examines routine elements such as organizational participation in design, employee responses and behavioral interaction patterns and it conducts a qualitative analysis of the organizational routine updating process in the case enterprise.FindingsThis study shows that the interaction structure of HIWPs–employee engagement is the main antecedent of organizational routine updating. This interaction structure determines employee behavior and impacts organizational routine updating. Therefore, this study proposes a theoretical framework of “structure-behavior-organizational routine updating.” Under the HIWPs–employee engagement interaction structure, interactive behaviors among employees are generated, in which proactive behaviors can lead to adaptive behaviors of other employees, promoting more employees to participate in the company’s organizational change and development at a deeper level and facilitating the changeover between old and new practices in the company.Research limitations/implicationsThe limitation of this study is its focus on a single case, which may reduce the generalizability of the findings. Future research could expand the sample size and conduct multi-case studies to validate the results. Furthermore, data collection primarily relied on interviews and secondhand information, which may be subject to potential biases and limitations. Future studies should integrate quantitative data to enhance the objectivity and reliability of the research.Practical implicationsThis study provides strategic support and actionable insights for organizations aiming to achieve efficient transformation in the digital era. Organizations should implement HIWPs to stimulate employee agency and facilitate organizational routine updating through open communication channels, diverse incentives and effective career development support.Originality/valueBased on structuration theory, this study examines the dynamic, mutual-construction relationship between HIWPs and employee engagement in organizational routine updating. Using the “Structure-Behavior-Organizational Routine Updating” framework, this study analyzes and summarizes the triple-interaction structure, uncovers the behavioral interaction mechanisms driving organizational routine updates and unveils the “black box” of HIWPs and organizational routine updating.

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  • Journal IconPersonnel Review
  • Publication Date IconJun 20, 2025
  • Author Icon Wenzhi Zheng + 3
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Zooming in on Generational Differences: Exploring Intergenerational Employee Relationships and the Rise of Generation Z in the Workplace

As generation Z (Gen Z) enters the workforce, there is growing interest in the dynamics of intergenerational collaboration within diverse workplaces. This study investigates how stereotypes and meta-stereotypes regarding Gen Z affect their interactions with colleagues from other generations—baby boomers, generation X, and millennials–and vice versa. Drawing upon social cognitive theory as a framework, this scholarship explores the perceptions and behaviors of employees across four generations through a qualitative approach, involving in-depth interviews with 30 participants from various generational cohorts. Findings reveal generational differences in workplace values, the benefits of cross-generational collaboration, and strategies for accommodating intergenerational communication. Despite negative stereotypes, such as perceived laziness, Gen Z employees are recognized for their technological adeptness and eagerness to learn, highlighting the importance of mentorship and knowledge sharing. The results emphasize the necessity of flexible communication strategies and proactive relationship building to enhance teamwork and mitigate misunderstandings across generational divides. This study contributes to the limited empirical research on Gen Z in the workplace and offers practical implications for fostering inclusive organizational cultures that leverage generational diversity. Future research directions are suggested to further explore the evolution of intergenerational dynamics in the workplace.

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  • Journal IconInternational Journal of Business Communication
  • Publication Date IconJun 19, 2025
  • Author Icon Hollywood J Watkins + 1
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The Influence Of Implementing A Reward And Punishment System On Employee Work Motivation: A Case Study At PT XYZ Smelter Mineral And Metal Company

his study examines the influence of implementing a reward and punishment system on employee work motivation at PT XYZ, a mineral and metal smelter company located in South Halmahera Regency, North Maluku Province. The research uses a quantitative approach involving 255 respondents selected through stratified and systematic sampling from a population of 4,245 employees. Data were collected through questionnaires and analyzed using SPSS. The results indicate that both reward and punishment significantly affect work motivation, with reward showing a stronger statistical influence. Reward mechanisms such as performance bonuses and recognition enhance employee engagement, while punishment, applied proportionally through warnings or sanctions, helps maintain discipline. Regression analysis reveals that the combined implementation of reward and punishment explains 37.8% of the variance in work motivation. These findings support Herzberg's Two-Factor Theory, suggesting that reward acts as a primary motivator, while punishment serves as a hygienic factor to prevent dissatisfaction. This study highlights the strategic role of a balanced reward and punishment system in shaping productive employee behavior and offers practical insights for similar industrial organizations seeking to enhance workforce motivation and performance.

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  • Journal IconIndonesian Journal of Multidisciplinary Science
  • Publication Date IconJun 19, 2025
  • Author Icon Marsianus Ramba Allo + 1
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