Organizational Literature Research Articles

PSYCHOLOGICAL CAPITAL AS A PATHWAY BETWEEN SERVANT LEADERSHIP AND WORKPLACE WELL-BEING IN THE HOSPITALITY INDUSTRY CONTEXT

The hospitality industry presents a uniquely demanding work environment, characterized by high levels of stress, emotional labor, and continuous guest interaction, making employee workplace well-being (WPW) a crucial factor for sustainable organizational success. Leadership practices are central to fostering WPW, with servant leadership (SL) emerging as a people-centered approach that emphasizes employee growth, empowerment, and ethical conduct. While previous research has linked SL to various positive employee outcomes, the mechanisms through which SL influences WPW are still underexplored. This study addresses this gap by examining the mediating role of psychological capital (PsyCap) - comprising hope, optimism, resilience, and self-efficacy - in the relationship between SL and WPW within the hospitality sector. This study employed a cross-sectional research design to explore the relationship between servant leadership (SL) and workplace well-being (WPW), with psychological capital (PsyCap) examined as a mediating variable. Data were collected from 442 frontline employees working in five-star hotels located in major cities across Saudi Arabia. Validated measurement instruments were used to assess perceptions of SL, PsyCap, and WPW. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLSSEM) to test both direct and indirect relationships among the variables. The results revealed that SL has a significant positive effect on WPW, both directly and indirectly. PsyCap was found to partially mediate this relationship, indicating that servant leadership enhances WPW not only through its direct influence but also by fostering key psychological resources - hope, resilience, optimism, and self-efficacy - in employees. This mediation highlights PsyCap as a critical psychological mechanism linking leadership behaviors to employee well-being outcomes. Theoretically, the study contributes to the leadership and organizational behavior literature by validating the role of PsyCap within the Conservation of Resources (COR) framework. From a practical standpoint, the findings emphasize the importance for hospitality managers to cultivate servant leadership qualities and invest in developing employees' psychological capital. Doing so can significantly improve employee well-being, strengthen organizational resilience, and enhance service performance in demanding hospitality environments.

COMPARISON BETWEEN EQUITY MUTUAL FUNDS AND ESG MUTUAL FUNDS

ESG (Environmental, Social, and Governance) investment has become more popular in India in recent years, drawing interest from both asset management firms and individuals. This study uses five years of monthly data to examine the performance of equity and ESG mutual funds in the Indian market. The study assesses each fund type's risk-return profile and investment efficiency by looking at important indicators such the Sharpe Ratio, Jensen's Alpha, and beta. The results reveal that while ESG funds demonstrate lower volatility, equity mutual funds generally deliver stronger returns and better risk-adjusted performance. There is variety in fund performance, though, since some ESG funds do perform better than their stock counterparts. To determine if differences between fund pairings are statistically significant, the study uses a paired Z-test. For scholars, investors, fund managers, and policymakers, this study offers insightful information about the increasing importance of ESG investment in India. The methodology is based on an organized literature research and an analysis of secondary data obtained from financial platforms. Despite greater awareness, ESG investments in India are still in a developing phase compared to global trends, with investor hesitancy toward ESG integration posing an obstacle to broader adoption. Keywords: ESG Mutual Funds, Equity Mutual Funds, Sustainable Investing, Indian Mutual Fund Market, Risk-Adjusted Returns, Sharpe Ratio, Jensen’s Alpha, Beta Analysis, Performance Comparison, Nifty 50.

From Shadow It to Shadow AI–Threats, Risks and Opportunities for Organizations

ABSTRACTThe proliferation of artificial intelligence (AI) tools in organizations has given rise to “Shadow AI”—the unsanctioned use of AI systems outside approved governance frameworks. While Shadow AI shares roots with Shadow IT, its generative, opaque, and autonomous nature introduces novel risks related to data privacy, algorithmic bias, hallucination, and governance drift. This study investigates Shadow AI through a mixed‐methods design, combining survey responses from 140 professionals with in‐depth interviews of 10 executives. We examine how employees perceive and justify Shadow AI, what risks it introduces in practice, and how organizational structures fail to regulate its spread. Findings reveal that while AI is widely seen as a productivity tool, governance frameworks often lag behind employee practices, leading to a “governance drift zone” where formal policies exist but lack real‐world traction. Shadow AI also exposes responsibility gaps in high‐risk functions such as HR and legal, where AI‐generated outputs may go unchecked. The study contributes to organizational and cybersecurity literature by conceptualizing Shadow AI as a sociotechnical governance failure. We propose practical strategies—such as AI tool registries, role‐specific training, internal audits, and escalation protocols—to help organizations shift from restriction to controlled enablement, allowing them to leverage AI's benefits while managing its evolving risks.

A Shift in Perspective: Refugee Voices and Agency in the Labor Market Entering and Workplace Integration Process

Abstract Labor market entering and workplace integration of marginalized migrant groups remain a pressing challenge for policymakers and one of the central topics in the research. Yet, as researchers with migrant backgrounds, we have become increasingly frustrated over dominant discourses, both in the research and in the public sphere that rarely center the voices of those who are the subjects of integration on an equal footing. In this essay, we call for a change of perspective, arguing on why refugee voices should be centered in studies of labor market entering and workplace integration in the management and organizational literature. In doing so, we highlight how their voices are prevailingly absent in this literature and how this omission prevents refugees from being understood analytically as actors with agency. We also suggest and illustrate how the use of biographical interviews and solicited diaries, while not commonly used in the organizational and management literature, have, despite some limitations, the potential for redressing this problematic shortcoming and give greater attention to the choices made by refugees, and their own voices.

How Do Cultural Differences Between Countries Affect Management Approaches, Ethical Decision-Making Processes and Organizational Culture?

With globalization, businesses operate in different cultural contexts, and this directly affects management approaches, ethical decision-making processes, and organizational culture. This study aims to examine the effects of cultural differences on the relationship between management approaches, ethical decision-making processes, and organizational culture. In the study, bibliometric analysis method was used to determine which countries are influential in the relevant literature in order to examine cultural differences between countries. The findings show that cultural factors are decisive on leadership and ethical approaches. While authoritarian management styles are adopted in countries with high power distance (e.g. China, South Korea, Türkiye), a more participatory management approach prevails in countries with low power distance (e.g. USA, Germany, Australia). Similarly, cultural dimensions such as individualism and collectivism, risk-taking capacity, and uncertainty avoidance directly affect management strategies and ethical decision-making processes. In addition, the study grouped keywords in the management, ethics, and organizational culture literature to create thematic clusters, and in this context, main research areas such as cultural diversity, ethical leadership, and digital transformation were identified. As a result, it has been understood that cultural differences play a decisive role in management approaches, ethical decision-making processes and organizational culture. Global businesses can develop more inclusive management strategies by taking cultural diversity into account and increase corporate compliance by encouraging ethical sensitivity.

Corporate Social Responsibility as a Driver of Business Innovation: The Mediating Role of Corporate Reputation on Employee Performance in the Hospitality Sector

In response to escalating societal and environmental expectations, corporate social responsibility (CSR) has evolved into a strategic imperative rather than a voluntary or peripheral activity. This study investigates the effect of employees’ CSR perceptions on job performance, with corporate reputation (CR) examined as a mediating variable. Drawing on Social Identity and Social Exchange Theories, the research explores how CSR, as an element of business innovation and sustainable organizational practices, fosters internal stakeholder engagement and performance enhancement. Data were collected from five-star hotel employees in İstanbul/Türkiye, a service sector context where customer satisfaction is highly dependent on frontline employee behavior. Using PROCESS Macro for SPSS 27, the findings reveal that CSR perceptions significantly and positively influence employee performance both directly and indirectly through the enhancement of CR. This mediating effect underscores the role of CSR not only as an ethical framework but also as an internal mechanism that strengthens employee commitment and output. The study contributes to CSR and the organizational behavior literature by empirically validating that internal CSR perceptions shape strategic outcomes such as employee performance, especially within high-contact service environments. Theoretical implications emphasize CSR’s integrative function in reputation-building and performance systems, while practical insights recommend embedding socially responsible practices into HR and internal communication strategies to achieve sustainable outcomes and societal well-being. These findings offer meaningful contributions to the scope of business innovation by linking CSR with strategic performance indicators in labor-intensive industries.

Does Social Climate in the Hospital Affect Nurses' Loneliness?

Loneliness is a widespread emotion across the world and is something that many people experience at some point in their lives. Loneliness in the workplace is often caused by employees' inability to form strong bonds with their coworkers or managers. Loneliness can both reduce individual performance and negatively affect the overall workplace atmosphere. In particular, an important element of understanding employees' workplace loneliness is to consider the interaction between employees and their environment, especially the social systems in which these employees are embedded. In recent years, it has been increasingly studied by researchers and practitioners as it has serious negative effects at both individual and organizational levels. This study is based on a comprehensive framework that includes the social exchange approach, the human relations approach and the need to belong approach in order to comprehend the phenomenon of workplace loneliness and the factors affecting this phenomenon. This descriptive and cross-sectional study was conducted on 194 nurses selected through convenience sampling. Data were collected using a structured questionnaire and data analysis was carried out using the original SPSS-26 package program. Multiple regression analyses were conducted to test the hypotheses. The research data were collected with the “Social Climate Scale” and “Workplace Loneliness Scale”. As a result of the study, it was found that nurses' perception of social climate was above average and workplace loneliness level was below average. In addition, in the current study, it was determined that social climate has a significant negative effect on workplace loneliness. As a result of the correlation analysis, it was determined that there was a negative and significant relationship between nurses' perceptions of in-group communication and professional cooperation and their workplace loneliness levels. This study makes a unique and significant contribution to the organizational behavior literature by revealing the link between interpersonal harmony, organizational support, in-group communication, work ethics, professional cooperation and non-work relationships and workplace loneliness.

Is enlightened leadership the key to reducing organizational anomie? A study in teaching hospitals

Purpose This study aims to examine the role of enlightened leadership (EL) in reducing organizational anomie (OA) or isolation at teaching hospitals. Design/methodology/approach Data were collected from 300 of the 4,783 employees at teaching hospitals in Egypt. A questionnaire was posted on teaching hospitals’ intranet and could be accessed by clicking on a link in the e-mails. Participants consisted of volunteer employees who completed a questionnaire that assessed EL and OA. Findings The results revealed that EL has a stronger negative relationship with OA. Specifically, there is a negative relationship between the dimensions of EL (role model, developer, in service, change agent, visionary and communicator) and OA. The results confirm that EL is a promising pathway to reduce OA, which may ultimately have some benefits, such as helping to improve the performance at teaching hospitals. Practical implications The research provides explicit insights for the OA with other variables in the organizational behavior literature. The findings contribute to a better understanding mechanism of the influence of EL on OA. The paper concludes that EL acts as an important tool for reducing OA. Originality/value The paper contributes to understanding the conditions in which leaders have the dimensions of EL and provided additional guidance for reducing OA. Also, the authors hope that the theoretical insights gained through the findings of this study will encourage researchers to explore how EL can reduce OA. The use of EL as independent variable with OA as dependent variable is unprecedented. In this study, a model has been built to analyze the mechanism underlying the relationship between EL and OA at teaching hospitals in Egypt.

Leveraging a Systems Approach for Immigrant Integration: Fostering Agile, Resilient, and Sustainable Organizational Governance

Effectively managing immigrant workforces presents a significant contemporary challenge for organizations operating in a globalized world. Current management practices often fall short, failing to adequately address the complex interplay of social issues, cultural and linguistic distances, and the valuable human capital immigrants possess. This paper proposes a theoretically developed conceptual model for immigrant management, synthesized from a comprehensive review of systems theory, migration studies, and organizational governance literature. The model advances systems theory by operationalizing its core tenets—interdependence, feedback loops, and holistic perspective—into a practical governance framework for the specific domain of immigrant workforce integration, demonstrating the theory’s applicability to complex socio-organizational challenges. It outlines six interdependent subsystems—from needs assessment to end-of-work transitions. While conceptual, this paper lays a robust foundation for future empirical research by providing testable propositions regarding the efficacy of its subsystems and their impact on integration outcomes. It calls for empirical validation of the proposed relationships and the model’s overall effectiveness in diverse organizational contexts. By adopting this structured yet adaptable framework, organizations can move towards more agile governance practices in human resource management, allowing for iterative adjustments and fostering more resilient and sustainable immigrant integration. This approach directly contributes to addressing immigrant integration issues by offering a holistic, actionable framework that moves beyond piecemeal solutions, thereby enhancing organizational capability and promoting positive societal impact.

Queer Bonds at Work: A Dialectical Approach to Understanding Workplace Relations Among Sexual Minority Employees in Hong Kong

This article contributes to the organisational literature and queer scholarship by analysing Chinese sexual minority employees’ experiences of building queer bonds at the nexus of tensions between continued heteronormativity at work and the emerging neoliberal politics of diversity and inclusion in Hong Kong. Through in-depth interviews with sexual minority employees, this study identified three types of queer bonds, defined as bonding based on shared experiences of marginalisation that questions established social structures: ‘queer bonds at a distance’, ‘bottom-up queer bonds’ and ‘queer bonds in-between transgressing and maintaining boundaries’. The dialectical approach to mapping queer bonds foregrounds the tensions facing Chinese sexual minority employees – struggling between conforming to local cultural values and fighting for inclusion in workplaces. Sensitive to self/other entanglements and the tensions between resisting and accommodating, this dialectical approach broadens our understanding of what it means to be ‘queer’ and reveals diverse forms of bonding.

EXPRESS: Detecting and establishing measurement invariance hospitality research: Foundations, challenges and implications for validity and theory development

Measurement invariance (MI) has received increasing attention in the psychology and organizational management literatures with warnings about the peril of assuming psychometric equivalence (i.e., invariance) of a measure of a latent construct across different conditions (such as time periods) or groups (such as in cross-cultural comparisons) rather than testing for it. Heeding this warning, we offer a beginner’s introduction to MI and assess the MI paradigm in hospitality research by examining studies in the International Journal of Hospitality Management and the Journal of Hospitality and Tourism Education susceptible to MI issues. We go further, including a didactic example, humbly examining our own published work on intrapersonal longitudinal change in cultural intelligence and demonstrating how assuming rather than testing for MI led to flawed inferences. Suggestions for researchers wanting to test for MI are provided, as are suggestions for how to proceed when measures are non-invariant.

Knowledge Management in Health Organizations: A Systematic Literature Review

Abstract Knowledge management (KM) in healthcare is becoming increasingly important as it helps to address the challenges posed by rising healthcare costs and resource constraints. KM plays a key role in enabling healthcare organizations to deliver high-quality care while also containing costs. However, the fragmented nature of healthcare knowledge makes it challenging to manage effectively. Our work aims to explore the effectiveness of KM tools in healthcare organizations and their impact on KM practices in the healthcare sector. The study was conducted using the Web of Science (WoS) database and analyzed journal articles published from 1999 until October 6, 2023, from a total of 36 journals. A total of 69 articles were selected for analysis, and content analysis techniques were employed to identify the main research lines. This study shows that knowledge management (KM) tools, such as digital platforms, artificial intelligence, telemedicine, blockchain, IoT, networks of practice, and electronic health record (EHR) systems, significantly enhance the efficiency and effectiveness of healthcare organizations. The results reveal that KM in health organizations presents 5 clusters: (1) synergy, (2) digital transformation, (3) challenges, (4) human resources, and (5) social networks. The systematic analysis undertaken allowed the researchers to gain an in-depth understanding of the current state of the art in the KM in health organizations field, revealing a wide diversity of approaches and research trends. The study presents an integrative framework and a table with future research lines, detailed by cluster, which aim to enhance understanding and guide future studies in this area. This review makes notable contributions to the KM in health organizations literature by offering a comprehensive overview, extending previous theoretical-conceptual studies, examining the current state of KM aspects, and suggesting directions for future research.

The Influence of Perceived Organizational Support on Task Performance Post-Transfer: A Systematic Review

Public sector employee transfers often present challenges that can hinder individual performance and organizational effectiveness. This study conducts a systematic literature review to examine how perceived organizational support (POS) affects task performance following such transfers. Employing a structured search and thematic content analysis, 15 peer-reviewed studies from 2010 to 2025 were selected based on inclusion criteria emphasizing public sector relevance, POS, and task performance. The findings consistently show that POS positively influences task performance by fostering affective organizational commitment, psychological empowerment, adaptability, and motivation, which buffer the disruptive effects of relocation. The study reveals key mediators including job satisfaction, relational energy, and training transfer, as well as moderators such as perceived organizational competence (POC), employee adaptability, and the alignment between expected and received support. Unlike previous research that focused broadly on POS across sectors, this review offers a comparative perspective that highlights contextual variations across cultures, organizational structures, and transfer scenarios. The implications are twofold: for researchers, it identifies unexplored areas such as digital HR systems and longitudinal effects of POS in hybrid environments; for practitioners, it emphasizes the importance of strategic, tailored support systems to ensure smooth transitions and sustained performance. This review advances the organizational support literature by deepening understanding of the mechanisms and boundary conditions that shape the effectiveness of POS in public sector mobility.

Extending the Turn to Work: New Directions in the Study of Social‐Symbolic Work in Organizational Life

Abstract Over the last two decades, a growing number of studies of novel forms of social‐symbolic work (e.g., identity work, boundary work, institutional work, values work, etc.) have appeared in the organization and management studies literature. This growing body of research – the ‘turn to work’ in organization theory – has provided important new insights into how actors purposefully participate in the social construction of organizations and their contexts. The aim of this special issue is to build on and extend these insights and in this introductory essay we begin by outlining a framework that provides a useful meta‐theory – the social‐symbolic work perspective – for integrating this stream of research. This perspective revolves around two key concepts: ‘social‐symbolic objects’ defined as meaningful patterns in a social system; and ‘social‐symbolic work’ defined as conscious, reflexive efforts to shape social‐symbolic objects. We then introduce the articles that appear in this special issue and identify important cross‐cutting themes. Drawing on these articles, we go on to identify potentially fruitful areas for future research on social‐symbolic work and end with a challenge to organizational scholars to build on this special issue to move our understanding of social‐symbolic work forward.

How Double‐Loop Learning Powers Business Model Innovation in Digital Startups: Mapping Enablers Across Core Dimensions

ABSTRACTLittle is known about the enablers of Business Model Innovation (BMI) and their impact on value creation, delivery, and capture in digital startups (DSs). This study examines these enablers through the lens of organizational learning, demonstrating that double‐loop learning is the key mechanism through which DSs reframe underlying assumptions to achieve sustained BM transformation. We integrate two existing frameworks into a unified model consisting of three categories of enablers (i.e., dynamic capabilities, paradoxical management strategies, and methodologies) that are subdivided into eight primary BMI enablers. We apply this framework deductively by conducting 22 in‐depth interviews with founders of 20 DSs. The findings reveal how BMI unfolds in practice, highlighting the dominant role of sensing capabilities, exploration/exploitation strategies, and Lean Startup methodology in shaping value creation and capture. Theoretically, this study contributes to the extant literature on BMI and organizational learning literature by demonstrating how specific enablers activate double‐loop learning processes to drive strategic renewal across value creation, delivery, and capture. In practice, this study provides a roadmap for startups, policymakers, and ecosystem actors to mobilize specific enablers aligned with the targeted BMI dimension, enhancing strategic agility and resilience.

Enacting the Marketing Paradox of Value Creation and Value Appropriation: Small Enterprises’ Response to Crises

The study draws on the organizational paradox literature to develop and empirically test a conceptual model that considers marketing paradox enactment a crucial adaptive marketing response for small enterprises facing crises. We hypothesize that marketing paradox enactment positively impacts marketing performance and such effect is moderated by paradoxical leadership and perceived crisis severity. To test our hypotheses, we collected data through online surveys of 443 marketing managers from small businesses across multiple industries during an unprecedented global crisis. The results show that the performance of small enterprises that embrace the value creation–value appropriation paradox is less dampened by crises. Additionally, the paradoxical leadership of marketing executives and the firm’s sensitivity to the crisis are critical organizational levers. This study contributes to the literature on the adaptive role of the marketing function and how small businesses navigate crises.

Bacterial cross-resistance and entry deterrence in a market for antibiotics

PurposeThe goal of the paper is to explore the deterrence strategy of a firm holding a patent on an antibiotic drug when confronting a threat of entry under varying conditions regarding bacterial cross-resistance to prospective competing antibiotic drugs. A second goal is to draw policy implications regarding patent policy as an instrument for combating antibiotic resistance.Design/methodology/approachA two-period model is used to study the output decisions of a patent-holding incumbent confronting potential entry in the second period. First-period output decisions influence the effectiveness of the incumbent antibiotic and prospective competitors in the second period. We compare equilibrium output decisions under varying conditions regarding (1) the duration and scope of patent protection and (2) the degree of bacterial cross-resistance to prospective second-period entrants.FindingsEntry deterrence is more likely (less costly) as prospective entry costs for rivals increase. Whereas entry deterrence against generic competitors requires incumbents to increase output in the first period relative to a setting wherein the threat of entry is absent, a lower output level in the first period is a feature of an optimal entry deterrence strategy when prospective rivals benefit from a low level of bacterial cross-resistance. Stronger patent protection will not necessarily incentivize the patent holder to moderate current use such as to preserve antibiotic drug’s future effectiveness.Originality/valueThe model contributes an important theoretical counterpoint to policy proposals advocating for stronger patents in response to the problem of antibiotic resistance. It also enriches the industrial organization literature on product quality differentiation (incumbent choice of first-period output affects the quality differential between antibiotics in the second period).

Emotional Competence as a Strategic Mediator: Exploring the Job Satisfaction-Organizational Commitment Nexus in PT Pegadaian

This study investigates emotional competence as a mediator between job satisfaction and organizational commitment at PT Pegadaian, an Indonesian financial institution operating in a dynamic market. Grounded in Conservation of Resources (COR) theory, the research employs Structural Equation Modeling (SEM) on data from 231 employees, utilizing validated scales (MSQ, ECI, OCQ) and Sobel testing. Findings reveal emotional competence partially mediates the relationship, explaining 42% of the total effect (β = 0.42, *p* = 0.002), with job satisfaction directly (β = 0.11, *p* = 0.039) and indirectly (via emotional competence: effect = 0.0798, Z = 3.12) enhancing commitment. Affective commitment emerged as pivotal, aligning with COR’s focus on resource accumulation. The study underscores the need for HR strategies integrating emotional skill development—through training, feedback systems, and equitable policies—to amplify job satisfaction’s impact. By contextualizing universal psychological frameworks to hybrid models blending tradition and innovation, this work advances organizational psychology literature and offers actionable insights for institutions in emerging markets seeking to bolster workforce resilience.

Internal Communication Satisfaction as a Driver of Membership Satisfaction and Identification in a Medical Professional Association

Abstract While the importance of internal communication in nonprofit settings is well-recognized, its direct effects on members’ satisfaction and identification have been less explored. This study examines the role of internal communication satisfaction in influencing member satisfaction, professional identification, and organizational identification within professional associations, addressing a gap in nonprofit and organizational communication literature. The data were collected from members of the Medical Chamber in one of the central European countries via an online survey and analyzed using partial least squares structural equation modeling (PLS-SEM). The results indicate that satisfaction with internal communication positively impacts both membership satisfaction and identification with the professional association and the broader profession. Furthermore, professional association identification mediates the relationship between internal communication satisfaction and member satisfaction. These findings highlight the central role of internal communication in strengthening membership value, promoting professional identity, and fostering a deeper connection between members and their professional association.

The impact of online social capital on innovative job performance: mediated by work engagement

The present study investigates how online social capital developed through social media (SM) usage influences employees’ innovative job performance in the Malaysian public sector, with work engagement as a mediator. It addresses a limited understanding of how online connections specifically network ties, shared vision, and trust, function digitally to enhance engagement and innovation. Employing a quantitative, cross-sectional survey, data from 313 Malaysian public sector employees were analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM). Established scales measured online social capital, work engagement, and innovative job performance. Results show that network ties and trust significantly enhance work engagement, subsequently improving innovative job performance. Work engagement mediates the relationships between network ties and innovative job performance, as well as trust and innovative job performance. In contrast, a shared vision neither influences work engagement nor indirectly affects innovative performance. These findings highlight that the quality of digital social relationships, rather than shared workplace norms, drives employee involvement and innovation. This study contributes to organizational behavior literature by integrating online social capital and work engagement research in a public sector setting. It underscores the strategic importance of SM platforms in building meaningful digital connections, providing evidence that online trust and network ties serve as catalysts for enhancing employee engagement and innovative performance. The insights gained inform policymakers, industrial leaders, and researchers on optimizing workforce potential within technology-driven environments, ultimately supporting more effective public service innovation.