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12 pages, 614 KiB

Open AccessArticle

Thriving at Work as a Mediator of the Relationship between Transformational Leadership and Innovative Work Behavior

by Nada Alwahhabi, Suad Dukhaykh and Wadi B. Alonazi

Sustainability 2023, 15(15), 11540; https://doi.org/10.3390/su151511540 - 26 Jul 2023

Cited by 1 | Viewed by 2289

Abstract

Thriving at work is a positive psychological state in which individuals experience a sense of vitality and learning. The purpose of this quantitative study is to examine the effect of transformational leadership on innovative work behavior and the mediating effect of thriving at [...] Read more.

Thriving at work is a positive psychological state in which individuals experience a sense of vitality and learning. The purpose of this quantitative study is to examine the effect of transformational leadership on innovative work behavior and the mediating effect of thriving at work on the relationship between transformational leadership and innovative work behavior among private sector employees in the Kingdom of Saudi Arabia. A cross-sectional research design was used to collect data from 224 private sector employees. The results of the study reveal that transformational leadership is positively related to thriving at work and thriving at work is positively related to innovative work behavior. Furthermore, thriving at work fully mediates the relationship between transformational leadership and innovative work behavior. The theoretical and practical implications are discussed. Full article

(This article belongs to the Special Issue Sustainable Business and Organizational Behavior: Where Everything Begins)

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14 pages, 711 KiB

Open AccessArticle

Employer Branding and Employee Retention in the Banking Sector in Saudi Arabia: Mediating Effect of Relational Psychological Contracts

by Deemah Alzaid and Suad Dukhaykh

Sustainability 2023, 15(7), 6115; https://doi.org/10.3390/su15076115 - 1 Apr 2023

Cited by 3 | Viewed by 4948

Abstract

The main purpose of this study is to examine the impact of employer branding on employee retention and the mediating effect of the relational psychological contract between employer branding and employee retention among employees of the banking sector in Saudi Arabia. A cross-sectional [...] Read more.

The main purpose of this study is to examine the impact of employer branding on employee retention and the mediating effect of the relational psychological contract between employer branding and employee retention among employees of the banking sector in Saudi Arabia. A cross-sectional survey is used to gather data from 459 employees working in the banking sector. The study findings reveal that employer branding is positively and significantly related to relational psychological contracts and employee retention. Furthermore, a relational psychological contract significantly mediates the relationship between employer branding and employee retention. The current study is considered the first to provide empirical evidence of the role of the relational psychological contract as a mediator between employer branding and employee retention. As a result, the current study will extend the employer branding literature by recognizing a new way through which employer branding impacts employee retention. Theoretical and practical implications are discussed. Full article

(This article belongs to the Special Issue Sustainable Business and Organizational Behavior: Where Everything Begins)

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13 pages, 1132 KiB

Open AccessArticle

Happy but Deviant: How Does Positive Affect Disrupt Social Sustainability?

by Moon Joung Kim and Jin Nam Choi

Sustainability 2023, 15(5), 4567; https://doi.org/10.3390/su15054567 - 3 Mar 2023

Viewed by 1841

Abstract

Despite extensive research on the role of negative affect (NA) in causing interpersonal deviance, the role of positive affect (PA) remains unclear. Responding to the call for more nuanced research on the interpersonal effects of PA, this study explores the neglected facet of [...] Read more.

Despite extensive research on the role of negative affect (NA) in causing interpersonal deviance, the role of positive affect (PA) remains unclear. Responding to the call for more nuanced research on the interpersonal effects of PA, this study explores the neglected facet of PA, the agentic rather than communal aspect, in predicting interpersonal deviance. Drawing upon regulatory focus theory and social labeling theory, we explore how PA predicts interpersonal deviance. We further propose that this relationship will be mediated by social risk-taking and moderated by task interdependence. Multi-source field data provide support for the hypothesis that PA is positively related to interpersonal deviance, which is mediated by social risk-taking. In addition, the relationship is significant only in the condition of high task interdependence that activates the agentic aspect of PA. This study concludes that the beneficial effects of PA are not universal, and that PA at work may have unintended negative consequences, such as interpersonal deviance. Implications for theory and research are discussed. Full article

(This article belongs to the Special Issue Sustainable Business and Organizational Behavior: Where Everything Begins)

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15 pages, 655 KiB

Open AccessArticle

How Personality Traits and Professional Skepticism Affect Auditor Quality? A Quantitative Model

by Ya-Hui Chen, Kung-Jeng Wang and Shih-Hsun Liu

Sustainability 2023, 15(2), 1547; https://doi.org/10.3390/su15021547 - 13 Jan 2023

Cited by 2 | Viewed by 5785

Abstract

A qualified auditor is responsible for auditing the financial information of the corporation and providing recommendations for the managerial level to improve operations management, risk management, inside control, and other related operations. The study of the effects of personality traits and professional skepticism [...] Read more.

A qualified auditor is responsible for auditing the financial information of the corporation and providing recommendations for the managerial level to improve operations management, risk management, inside control, and other related operations. The study of the effects of personality traits and professional skepticism on audit quality has become critical but has not been fully clarified for the success of the audit system. This study investigates the hypothesis regarding how audit quality is affected by personality traits and professional skepticism using a quantitative model. The Big Five Model and Hurtt Model are adopted in the proposed research framework. A questionnaire with a total of 254 samples is collected. The data are analyzed using multiple linear regression analysis to test the hypothesis. The results of this study indicate that the moderation effect between personality traits of “extroversion” and “professional skepticism” is significantly associated with audit quality. Additionally, this finding contributes to human resource management decisions in that one should be mindful of the increase in perceived audit risk that arises from the professional and personal attributes of the auditor when recruiting individuals to serve on their audit procedures. This research provides empirical evidence of the important relationship between personality traits and professional skepticism regarding auditor quality. The outcomes from the study will reduce the operations risk faced by auditors and improve auditing performances. Full article

(This article belongs to the Special Issue Sustainable Business and Organizational Behavior: Where Everything Begins)

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21 pages, 506 KiB

Open AccessArticle

Fuzzy Front-End Vertical External Involvement, Corporate Social Responsibility and Firms’ New Product Development Performance in the VUCA Age: From an Organizational Learning Perspective

by Jiaxu Huang, Haiqing Hu and Yong Wang

Sustainability 2023, 15(1), 280; https://doi.org/10.3390/su15010280 - 24 Dec 2022

Cited by 4 | Viewed by 2281

Abstract

Fuzzy front-end (FFE) innovation is the important initial phase of manufacturing companies’ new product development (NPD) process, which can be a factor that determines manufacturers’ NPD performance and sustainable growth. This study seeks to investigate the role of FFE vertical external involvement (FFE [...] Read more.

Fuzzy front-end (FFE) innovation is the important initial phase of manufacturing companies’ new product development (NPD) process, which can be a factor that determines manufacturers’ NPD performance and sustainable growth. This study seeks to investigate the role of FFE vertical external involvement (FFE customer involvement and FFE supplier involvement) in advancing firms’ corporate social responsibility (CSR) and NPD performance in the COVID-19-influenced age of volatility, uncertainty, complexity and ambiguity (VUCA). This study adopts an organizational learning (OL) perspective as its theoretical foundation in constructing a comprehensive framework by developing a series of hypotheses. In addition, we test the mediating effect of CSR on the relationship between FFE vertical external involvement and firm NPD performance. We use the structural equation modeling method to examine our hypotheses empirically based on data collected from 548 Chinese manufacturing companies. The findings illustrate that FFE customer involvement and FFE supplier involvement are vital drivers of a firm’s CSR engagement. Furthermore, we find that FFE supplier involvement plays a more significant role than FFE customer involvement in contributing to NPD performance. Finally, we find that a firm’s CSR engagement positively mediates the relationship between FFE vertical external involvement and NPD performance. Full article

(This article belongs to the Special Issue Sustainable Business and Organizational Behavior: Where Everything Begins)

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13 pages, 260 KiB

Open AccessArticle

Can Family Involvement Improve Business Performance? Based on the Dual Moderating Effects of Overseas Experience and Charitable Donations

by Shuqin Song, Mengyun Wu, Yuqing Zhu and Yihan Lv

Sustainability 2022, 14(23), 16141; https://doi.org/10.3390/su142316141 - 2 Dec 2022

Viewed by 1497

Abstract

In the post-pandemic era, it will become normal for family enterprises to seek innovative development. They have become more committed to building socially responsible companies and are more willing to actively promote corporate values in order to create long-term benefits. Therefore, this paper [...] Read more.

In the post-pandemic era, it will become normal for family enterprises to seek innovative development. They have become more committed to building socially responsible companies and are more willing to actively promote corporate values in order to create long-term benefits. Therefore, this paper uses listed family companies entering the intergenerational succession period from 2018 to 2020 as the research object and empirically tests the influence of family involvement on firm performance, as well as the moderating effects of family members’ overseas experiences and family firm’s charitable donation behaviors. The results show that the ownership and management involvement of family members can significantly improve the performance of family enterprises. The overseas experience of family members has a negative moderating effect on the relationship between the two, while the charitable giving behavior of family enterprises has a positive moderating effect on the relationship between the two. The above research provides countermeasures and reference for family enterprises to realize the family business and the lasting development in the process of intergenerational inheritance, upgrading, and transformation. Full article

(This article belongs to the Special Issue Sustainable Business and Organizational Behavior: Where Everything Begins)

14 pages, 2000 KiB

Open AccessArticle

The Curvilinear Relationship between Employee Voice and Managers’ Performance Evaluations: The Moderating Role of Voice Consensus

by Zhenzhen Zhang, Qiaozhuan Liang and Jie Li

Sustainability 2022, 14(16), 9970; https://doi.org/10.3390/su14169970 - 12 Aug 2022

Cited by 4 | Viewed by 2881

Abstract

In the rapidly changing business environment, employee voice can be a key driver of organizations’ sustainable development. However, how can employees ensure that they receive a positive response from their managers? To what extent do the voice patterns within the team influence managers’ [...] Read more.

In the rapidly changing business environment, employee voice can be a key driver of organizations’ sustainable development. However, how can employees ensure that they receive a positive response from their managers? To what extent do the voice patterns within the team influence managers’ reactions to one employee’s voice behaviors? To address these questions, we draw on the antecedent–benefit–cost framework (ABC framework) and knowledge management literature to investigate the inverted U-shaped relationship between employee voice and managers’ performance evaluations and the role of voice consensus (i.e., the extent to which the frequency of an employee’s voice is dissimilar to that of his/her coworkers) in shaping this relationship. The results of a field study of 173 employees in 37 groups show that employees who engage in moderate levels of voice are rated as better performers than those who rarely voice or voice very frequently, especially when the frequency of employees’ voice deviates from the voice frequency of their coworkers (i.e., low consensus). These findings highlight that it is not only important to explore the frequency of voice when studying managerial responses to employee voice but to also examine other dimensions of the voice behavior (such as voice consensus). Full article

(This article belongs to the Special Issue Sustainable Business and Organizational Behavior: Where Everything Begins)

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Review

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19 pages, 887 KiB

Open AccessReview

So Close, Yet So Far Away: Exploring the Role of Psychological Distance from Climate Change on Corporate Sustainability

by David V. Boivin and Olivier Boiral

Sustainability 2022, 14(18), 11576; https://doi.org/10.3390/su141811576 - 15 Sep 2022

Cited by 3 | Viewed by 3280

Abstract

Despite some improvements and increasing social pressures, most organizations seem to be stagnating in a superficial implementation of sustainability practices despite the accumulation of climate change consequences. Research on corporate sustainability has shown that external pressures and psychological factors influence managers’ environmental decisions. [...] Read more.

Despite some improvements and increasing social pressures, most organizations seem to be stagnating in a superficial implementation of sustainability practices despite the accumulation of climate change consequences. Research on corporate sustainability has shown that external pressures and psychological factors influence managers’ environmental decisions. However, these psychological factors have been undertheorized in the management research field. The concept of psychological distance has shown promising results in studying environmental behaviors. This concept is rooted in the construal level theory and is defined as the subjective experience of feeling that something is close or far away from the self, the here and the now. Therefore, it represents a relevant path for exploration in research on corporate sustainability. The main goals of this integrative review are to explore how the concept of psychological distance has been employed in research on corporate sustainability and to explore related concepts from this research field. Additionally, concepts that are related to the four dimensions of psychological distance (i.e., temporal, spatial, social, and hypothetical) are critically discussed. The links between these concepts and their impacts on sustainability endeavors within organizations are then visually presented through a conceptual map, which forms the main contribution of this review. Further theoretical contributions are presented, the implications for managers are discussed, and future research avenues are proposed. Full article

(This article belongs to the Special Issue Sustainable Business and Organizational Behavior: Where Everything Begins)

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