New Writing

Purpose This study aims to explore and unfold the problems in designing and delivering employer-initiated financial education programs (FEPs) from the perspective of working women who attend such programs. Design/methodology/approach The researchers conducted in-depth interviews and utilized an interpretive qualitative approach to explore the expectations and experiences of women employees regarding such programs. Findings The results of this study demonstrate that employer-led FEPs may not benefit women employees due to specific misaligned actions of both employers and employees at every stage, which make the programs ineffective. Research limitations/implications While this study encompasses women from varied age groups and marital statuses, the researchers acknowledge that the sample size is limited and represents a specific socioeconomic group. Practical implications The findings of this study have policy and practical implications for addressing perceived issues in FEPs initiated by employers for women employees. Originality/value The novel contributions of this study include suggesting a process model for building FEPs, highlighting the existing problems at each step in designing and delivering an FEP and expanding the application of Self-Determination Theory in FEPs.

Purpose This paper aims to explore how homeworking influences employee engagement in a German service company during the COVID-19 pandemic and to provide recommendations for organisations on how to secure employees’ engagement remotely. Design/methodology/approach This paper adopts a qualitative research design in a case study setup with a German service company. A refined framework links homeworking and engagement based on the data collected from interviews and surveys. Findings This paper identifies several factors that affect engagement whilst homeworking, such as work–life balance, family, work intensification, team environment, leadership, organisational activities and flexible working arrangements. The paper also proposes a refined framework that links homeworking and engagement and offers practical implications for organisations. Research limitations/implications This paper is based on a small and homogeneous sample from one service company in Germany, which limits the generalisability of the findings. Future research could use larger and more diverse samples, longitudinal designs and quantitative methods to examine the impact of homeworking on engagement. Originality/value This paper contributes to the scarce literature on homeworking and engagement by providing new and up-to-date insights into the homeworking experience and its effect on engagement in the context of the COVID-19 pandemic. The paper also offers useful suggestions for organisations on how to adapt their practices and policies to secure engagement in a remote work environment.

Purpose This study is the maiden attempt to understand the influence of four specific sources of employee support (SES), on the life insurance agents’ retention (AR) with the mediation of felt obligation (FO) in the context of the life insurance industry. Design/methodology/approach This study adopted a quantitative methodology and used the partial least squares-structural equation modelling to test the hypotheses of the study. Using convenience sampling method and a web-based questionnaire, this study gathered data from agents (n 265) of life insurance companies located in the central region of Malaysia. Findings The results reveal a positive relationship between all SES and AR. This means when agents perceive higher levels of support from their supervisors, peers, technology and mentors, they are more likely to remain in the industry. Contrary to the expectations, FO does not mediate the relationship between SES and AR, indicating that SES directly influences AR without the involvement of FO. Originality/value This study is the first to explore how an integrated model of SES influences AR within the Malaysian life insurance industry. The model takes a comprehensive approach, incorporating various SES including the less studied perceived technological support in influencing AR through the framework of social exchange theory.

Purpose The purpose of this study is to investigate the interrelations between authentic leadership style and employee engagement and the mediating influence of employee work environment in the local government service in Ghana. Design/methodology/approach Using a quantitative research design, this study conducted a cross-sectional survey using a stratified and simple random sampling technique, gathering data from 245 respondents from local government service employees in Ghana. Findings This study’s findings supported the positive and significant role of authentic leadership style in fostering employee engagement and shaping the work environment. In addition, the research established that the employee work environment played a partial mediating role in the relationship between authentic leadership and employee engagement. Practical implications The implications of this study underscore the importance of authentic leadership within government units, offering a compelling argument against the prevalent bureaucratic form of leadership commonly observed in such settings. As a result, it is recommended that concerted efforts be directed toward cultivating a positive work environment conducive to fostering employee engagement. This entails a deliberate focus on the leadership styles exhibited within the various settings. Moreover, there is a crucial need for the training and encouragement of supervisors to embody authentic leadership practices. Originality/value By promoting authentic leadership practices, this research advocates for a shift toward leadership approaches that prioritize transparency, integrity and employee empowerment, ultimately fostering a more conducive work environment and enhancing employee engagement within the local government service in Ghana.

Purpose The purpose of this study is to validate a job satisfaction scale that can predict employee churn for Portuguese commercial airline companies. Design/methodology/approach A total of 369 subjects voluntarily participated in this study, all of whom worked for commercial air transport companies. An exploratory and confirmatory factor analysis was carried out to test the instrument. Findings The results of the psychometric qualities of this instrument indicate that it can be used in future empirical studies. This instrument assesses various dimensions of job satisfaction: leadership, safety, work/life balance, career and pay. Research limitations/implications One of the limitations of this study is the small sample size and the data collection process. Another limitation is that the questionnaire is self-administered and consists of closed questions. Practical implications This turnover, satisfaction and performance assessment can be critical, especially when companies struggle with high employee turnover like aviation companies. Aviation professionals are a very skilled profession, with high qualification costs. Social implications By providing a reliable tool to measure and improve job satisfaction, the research can help reduce employee turnover, leading to more stable employment in the airline industry in Portugal and other countries. Originality/value By presenting a validated job satisfaction scale tailored for predicting employee churn specifically within Portuguese commercial aviation companies. This concern benefits employees’ mental health, job security and enhances service quality for passengers.

Purpose This study aims to explore the distinctive dynamics of knowledge sharing, empowering leadership, psychological empowerment, innovative work behavior, and the moderating impact of kinship employee engagement in the creative industries of SMEs in Tana Toraja, Indonesia. Design/methodology/approach Using structural equation modeling, this research analyzes quantitative data collected from 512 employees in creative industry SMEs. Findings Knowledge sharing is not found to be associated with psychological empowerment but is positively related to innovative work behavior. Empowering leadership is positively associated with both psychological empowerment and innovative work behavior. Psychological empowerment mediates the relationships between knowledge sharing and innovative work behavior, as well as between empowering leadership and innovative work behavior. Finally, kinship employee engagement moderates the relationship between psychological empowerment and innovative work behavior. Research limitations/implications The cross-sectional design restricts establishing causal relationships among variables, suggesting the need for longitudinal studies. Contextual factors specific to Tana Toraja, such as cultural nuances and economic conditions, may not have been fully explored, impacting the applicability of findings elsewhere. Future research could mitigate these limitations by using larger and more diverse samples, using mixed-methods approaches and conducting longitudinal studies to track changes over time. Practical implications The findings underscore the importance of nurturing empowering leadership and promoting a culture of knowledge sharing to cultivate innovative work behavior. Moreover, leveraging kinship relationships can optimize organizational effectiveness and employee engagement in culturally nuanced settings. Social implications Strengthening these organizational practices not only enhances SME performance in creative industries but also fosters community cohesion and contributes positively to societal well-being. Originality/value This research uniquely explores the interplay of knowledge sharing, empowering leadership, psychological empowerment and the role of kinship employee engagement in enhancing innovative work behavior within SMEs in culturally distinct contexts like Tana Toraja’s creative industries.

Purpose This paper aims to identify the changes in management education students in business schools prefer since the spread of gig work. Design/methodology/approach The empirical data is based on focus groups with 30 management educators working in five public business schools in Egypt. Thematic analysis was subsequently used to determine the main ideas in the transcripts from the interviews. Findings The author finds that both curricular changes (indifference to traditional management theories, student calls for more practical case studies, student passion for entrepreneurship-related courses) and structural changes (concentration on student-centred teaching, student preference for short flexible lectures and increasing student doubts regarding the competence of their teachers) are the two main forms of change in management education students prefer since the spread of gig work. Originality/value This paper is a pioneering study that specifically investigates how the spread of gig work triggers change in management education in response to calls from students. No previous studies (to the author’s knowledge) have theorized and empirically analysed this specific topic, especially in the under-researched settings of developing countries in North Africa.

Purpose The main objective of this study is to assess kinship employee engagement as a mediating variable in the relationship between person–organization–fit (P-O Fit) and person–job–fit with turnover intention. Design/methodology/approach This research was conducted at creative industry micro, small and medium enterprises (MSME) in Yogyakarta, Indonesia. The number of respondents was 331 MSME employees. The distribution of questionnaires was carried out using offline and online systems through direct questions and Google forms. The data analysis tool used was structural equation modelling. Findings The findings of this study revealed that kinship employee engagement is proven to mediate the relationship between P-O-fit and P-J-fit on turnover intention. Research limitations/implications This research provides a new perspective on social exchanges, namely, exchanges that are intangible based on the relationship between employees, leaders and owners of micro and small medium enterprises (MSMEs) in the form of kinship employee engagement. Employees who feel P-O Fit and P-J fit with their organizations will exhibit positive behavior in the form of kinship employee engagement. Practical implications The first practical implication is that MSME superiors/owners must pay more attention to P-O fit; one way to do this is to assess P-O fit at the recruitment and selection stage. This may be useful for organizations that hire and retain employees whose goals and values closely match those of the organization. With regard to the P-J fit relationship, and turnover intention, which turns out to have a negative relationship, this finding has implications for the formulation of policies that should not only focus on increasing the knowledge, skills and abilities of employees but also on fulfilling their wishes. For example, providing employees with training, self-development opportunities, flexible working hours and competitive salaries will strengthen their level of compatibility with their jobs, which in turn will reduce the willingness of employees to leave their jobs. Social implications In social practice, kinship employee engagement can be applied to MSMEs. When MSME owners have limited funds, facilities, etc., to bind employees, they can apply kinship to employees so that they are more attached to MSMEs. Originality/value This study is among the first to introduce a new construct (kinship employee engagement) which is an extension of the engagement construct that is more specific and follows the MSME context, and is the first study to propose kinship employee engagement as a mediating variable in the relationship between P-O-fit and P-J-fit on turnover intention.

Purpose This paper aims to provide insights into the learning approaches of necessity (NEC)-driven and opportunity (OPP) driven women entrepreneurs (WEs) in the Indian context. It investigates the various pathways small business owners use to acquire knowledge and develop competencies. Additionally, it examines the potential differences between the two groups to better understand their learning processes. This understanding, particularly from the perspective of an emerging nation, can inform policymakers, WE organizations, NGOs and families in creating a supportive environment that fosters positive and effective learning experiences for WEs. Design/methodology/approach Qualitative research study using semi-structured, in-depth interviews with 16 micro, small and medium enterprises entrepreneurs in the state of Karnataka, India. Thematic analysis was used to draw out the themes from the rich textual data collected using the computer assisted qualitative data analysis software (CAQDAS) tool, ATLAS.ti 23. Findings Thematic analysis identified four major themes, namely, routinized learning, learning through critical experiences, self-driven mechanisms and learning from others. The findings reveal that NEC and OPP women entrepreneurs do not greatly differ in their pathways to learning except for some minor dissimilarities. Originality/value This study provides a unique viewpoint on the learning mechanisms of women entrepreneurs in small businesses in the context of an emerging economy. It additionally deliberates on the similarities and differences among NEC and OPP motivated WEs, where studies are rare.

Purpose This study aimed to analyze the mediating effects of organizational supportive learning environment and individual readiness for change in the relationship between organizational digital transformation competencies and individual job performance among employees of large domestic companies in South Korea. Design/methodology/approach The authors surveyed employees of large domestic companies in South Korea and collected 260 questionnaires. The authors excluded eight responses that did not meet the research objectives and analyzed the remaining 252 responses using a structural equation modeling including measurement model analysis and structural model analysis using SPSS 29.0 and AMOS 26.0. Findings The authors found a statistically significant relationship between organizational size and organizational digital transformation competencies. Moreover, organizational digital transformation competencies positively influence individual job performance, and the dual mediating effects of organizational supportive learning environment and individual readiness for change are significant. Originality/value Since there is little empirical research validating the importance of digital transformation competencies in organizational settings related to job performance, this study holds academic significance in that it empirically validates the relationship between organizational digital transformation competencies and individual job performance and confirms the mediating effects of organizational supportive learning environment and individual readiness for change from both organizational and individual perspectives.

Purpose This paper aims to examine the effect of gamification training on employee task performance within the context of intellectual, social and affective (ISA) employee engagement in India. The use of gamification in training as a possible precursor to increased employee engagement is a fascinating research topic, especially as employee engagement is becoming an increasingly important factor in workplace success. Design/methodology/approach To achieve the aim of this study, 300 responses were obtained from employees in an Indian company using online surveys to quantitatively assess levels of employee engagement and task performance. Statistical tests like SPSS 20.0 and Smart PLS 3.0 were run on the collected data to see if gamification training led to significantly higher levels of employee engagement and if this engagement had an effect on task performance. Findings Result tells that social and affective engagement mediates the relationship between gamification training and employee task performance in gamification-using organisations, relative to intellectual engagement. As social and affective engagement has considerable positive effects on employee job performance and gamification training, gamification training is a critical approach for organisations to implement to increase employee engagement and, consequently, performance. Originality/value Using an innovative variable of employee engagement – specifically, ISA employee engagement – the authors have sought to establish a mediating link between gamification and employee task performance. Therefore, the study’s designs have practical value for organisations because they incorporate the ISA engagement scale into a game-based learning environment.

Purpose This study aims to attempt to put forward a nuanced conceptual framework to develop a better understanding of the relationship between job crafting and employees’ turnover intention, by bringing in “social exchange theory” perspective and proposing the mediating role of perceived organizational support (POS). Design/methodology/approach An extant review of literature was undertaken to identify and summarize the relevant findings on the topics of job crafting, POS and turnover intention, which further led to the development of hypotheses and the conceptual framework. Findings Results indicate that job crafting has a significant relationship with turnover intention with POS as an underpinning variable. Practical implications This study generates actionable insights and suggestions for the business leaders and practitioners, which can help them in handling the problem of rising employee turnover in today’s era marked by evolving attitudes and mindsets of the employees, along with the catalytic effects of pandemic and “Great Resignation”. Insights generated in this study for reducing dysfunctional employee turnover would have a stabilizing effect and lead society and business towards sustainable growth. Social implications Insights generated in this study for reducing dysfunctional employee turnover would have a stabilizing effect and lead society and business towards sustainable growth. Originality/value This study is original in three ways. Firstly, the study introduces a unique perspective by putting forward a conceptual framework nestled in the social exchange theory. Secondly, to the best of the authors’ knowledge, it is the first study to examine the role of POS as a mediator in the association between job crafting and turnover intention. Thirdly, by proposing POS as an outcome of job crafting, this study suggests a reciprocal relationship between job crafting and POS.

Purpose As an emerging novelty, knowledge hiding has received considerable attention in management literature. Drawing on conversation of resources theory, this study aims to investigate how knowledge hiding impacts job performance among employees through the mediating role of emotional exhaustion. This work further offers deeper insight into the moderating mechanism of psychological resilience in these relationships. Design/methodology/approach Three time-lagged sets of data (N = 362) were collected among employees in Vietnamese firms. The partial least squares structural equation modeling method was applied to test the research hypotheses. Findings Empirical findings indicate that knowledge hiding positively impacts emotional exhaustion. Furthermore, emotional exhaustion serves a mediating role in the link between knowledge hiding and job performance. The results also show how psychological resilience moderates the relations between knowledge hiding, emotional exhaustion and job performance. Practical implications The findings suggest that managers can reduce the harms of knowledge-hiding behaviors by enriching employees’ resources and bolstering their psychological resilience. Originality/value This inquiry explores the mechanism linking knowledge-hiding behaviors and job performance through the mediator of emotional exhaustion. In addition, this study extends the current knowledge by investigating the moderating role of psychological resilience in the relations between knowledge-hiding, emotional exhaustion and job performance.

Purpose This paper aims to examine the implementation and impact of climate-sensitive training programs tailored to the specific climate risks and business needs of Dickson County, Tennessee. It aims to emphasize the importance of integrating climate adaptation strategies into business training and to propose a replicable model that can be adapted to regions facing similar challenges, contributing to global sustainability efforts. Design/methodology/approach The research uses Dickson County’s climate profile as a case study, analyzing its impact on local businesses in sectors such as agriculture, manufacturing and tourism. This paper integrates theoretical frameworks, including organizational learning and adaptive capacity, to provide practical strategies for climate-sensitive training. It further incorporates insights from local institutions, industry partnerships and public data, using a qualitative approach to analyze key themes related to training effectiveness and sustainability. Findings The findings demonstrate that climate-sensitive training significantly enhances the resilience and sustainability of businesses by preparing them to address local climate challenges. Critical factors for successful implementation include stakeholder engagement, industry-specific customization and the continuous evaluation of training outcomes. The model presented shows promise for broader applicability in other regions, especially when localized climate data and collaborative efforts are integrated. Originality/value This paper provides a novel, region-specific approach to climate-sensitive training, distinguishing itself by combining theoretical insights with practical strategies for businesses. By focusing on localized adaptation and stakeholder collaboration, the model addresses an existing gap in the literature on climate adaptation training for smaller, climate-vulnerable regions. This work offers a replicable and scalable framework that contributes to the global discourse on sustainable development and climate resilience in business practices.

Purpose The relatively low emphasis on training is often attributed to concerns about the uncertain return on investment in training initiatives. However, there has been limited research conducted to understand the critical success factors for training effectiveness in these enterprises. The current research aims to address this gap by examining the role of training transfer factors in enhancing training effectiveness within micro, small and medium enterprises (MSMEs) in India. Influenced by the Learning Transfer System framework proposed by Holton et al. (2007), this study aims to focus on investigating the impact of performance coaching, human resource development (HRD) climate and employee agility on training transfer in MSMEs. Design/methodology/approach Data has been collected from 411 respondents working in MSMEs of India through validated survey instruments. MSMEs have been chosen owing to the increasing contribution of the sector to the Indian gross domestic product and the lack of sufficient management research in the sector. The statistical software SPSS-AMOS has been used to create structural equational modeling for testing the hypotheses. Findings The result shows that performance coaching is the most impactful factor for training transfer, followed by HRD climate and employee agility. Practical implications The result suggests MSME practitioners activate a positive coaching environment in the organization by following the best practices in performance coaching. Further, the research suggests practitioners to realize the significance of HRD climate and employee agility. Appropriate management practices have been suggested to groom and develop HRD climate and employee agility for higher training transfer. Originality/value To the best of the authors’ knowledge, the research is first of its kind to study the impact of performance coaching, employee agility and HRD climate on training transfer in MSMEs.