Self-efficacy and workplace well-being: moderating role of sustainability practices

Employees' behavioural action towards corporate environmental performance: The moderating effect of moral reflectiveness

The evolution of the hotel industry's corporate environmental performance cannot be realized without employees acting in an environmentally friendly manner, such as low carbon behaviour. However, a thorough analysis of the factors influencing employees' low-carbon behaviour and hotels' corporate environmental performance has not yet been done. To overcome this literature gap and envision the social identity theory, this study evaluated how employees' green self-efficacy, environmental awareness, and perceived corporate environmental responsibility facilitate staff low carbon behaviour. Also, the study explored the moderation role of employees' moral reflectiveness. Through a purposive sampling technique, data was collected from 455 employees in the hotel industry in South Africa. The partial least squares structural equation model method examined the proposed hypothesis. The empirical findings revealed that: (1) employees' green self-efficacy, environmental awareness, and perceived corporate environmental responsibility positively influence their low carbon behaviour. (2) Employees' low carbon behaviour directly and positively affected hotels' corporate environmental performance. (3) The outcome supported the moderation effect of employees' moral reflectiveness on the linkage between green self-efficacy and low-carbon behaviour. The practical and theoretical implications are discussed. The limitations and areas of future research are further outlined.

Exploring the Mechanisms of Well-Being Occurrence Among Event Tourists: Mixed Empirical Evidence from Positive Psychology

Introduction

This study explores the well-being dimensional components of event tourists and their identification processes in validating the well-being occurrence mechanism of event tourism and the correlation between the well-being of event tourists and the frequency and length of event tourism.

Methods

This study adopted a sequential mixed-methods design that followed a pragmatic paradigm through a photo interview with event tourists and festival travel organizers (N=16). The qualitative research method provided evidence to explore the framework of content and dimensional identification of event tourists' well-being according to Seligman's PERMA model. The quantitative research phase (N=475) focused on identifying and validating the PERMA model in the event tourist well-being dimension through descriptive statistical analysis and validated factor analysis, followed by a one-way analysis of covariance to explore the effects of the frequency and endurance of FSE tourism.

Results

The results show quantitative differences in the well-being dimensions and framework presentation of the PERMA model (Positive emotion, Engagement, Relationship, Meaning, and Achievement). R (relationship) and A (achievement) are identified and validated as dimensions of well-being outcomes for event tourists, while single-day or short trips of 2-3 days were most significant for event tourists' perceived well-being.

Conclusion

This study provides an empirical argument, thus providing an empirical argument for uncovering the deeper influencing and exhibiting factors of the PERMA theoretical framework and a research paradigm for PERMA theory in more tourism behaviors and psychology. Second, this study provides an in-depth explanation of the five dimensions of well-being in the PERMA model. The findings show the salience of the relationship and achievement in FSE tourism well-being, providing theoretical insight into existing studies integrating positive psychology models for in-depth tourism well-being research.

Relationships between Self-Efficacy, Job Instability, Decent Work, and Life Satisfaction in A Sample of Italian, Swiss, and Spanish Students

Recent research has shown that self-efficacy has a positive relationship with life satisfaction and with the perception of access to decent work. On the other hand, a perception of instability regarding the profession is negatively correlated with these dimensions. Few authors have studied these constructs within the same research. Therefore, the aim of the study was to fill this gap in the literature by testing a structural equation model in which the perception of access to decent work could mediate between perceived self-efficacy in one's training and life satisfaction, and between perceived instability of the profession and life satisfaction. Data was collected through an online research survey. Five hundred and seventeen university students (104 males and 413 females) aged between 18 and 30 years (M = 22.50; ds = 2.61) from three different countries participated: 181 were Italian, 173 were Swiss, and 163 were Spanish. The results only partially confirmed our model. The idea of finding a decent work mediates the relationship between perceived job instability and life satisfaction, but not between self-efficacy and life satisfaction. Perceived self-efficacy together with the idea of finding a decent work have a direct effect on life satisfaction. In career development, counselors must take into account what the perception of job instability entails for students, which may be demotivating and not allow future workers to imagine a decent job.

Predicting work performance and life satisfaction of nurses and physicians: The mediating role of social capital on self-efficacy and psychological resilience

PURPOSE

To examine the mediating role of social capital in the effects of self-efficacy and psychological resilience on nurses' and physicians' work performance and life satisfaction.

DESIGN AND METHODS

In this cross-sectional study, data were collected using an online questionnaire.

FINDINGS

Social capital had 0.04 indirect effects of general self-efficacy and psychological resilience on work performance, and accounted for 48% and 35% of the total effect, respectively. Social capital had 0.11 and 0.07 indirect effects of general self-efficacy and psychological resilience on life satisfaction, and accounted for 16% and 19% of the total effect, respectively.

PRACTICE IMPLICATIONS

The study suggests the existence of social capital when nurses' and physicians' self-efficacy and psychological resilience affect their work performance and life satisfaction.

Behavioural conflict on employee wellbeing: role of negative affect state and workplace fun

Purpose

The study attempts to understand the relationship between behavioural conflict and employee well-being and examines the intervening role of the negative affect state. Besides this, the study also analyses the moderating role of workplace fun.

Design/methodology/approach

Following affective events theory, the authors developed the conceptual model and postulated the study hypotheses. A questionnaire-based survey was used to collect data from frontline employees of selected hotels in India. Further, the authors tested the hypotheses following the process approach (Hayes, 2013, 2018).

Findings

The study findings reported that behavioural conflict has a negative relationship with employee well-being, and the negative affect state mediates the relationship between behavioural conflict and employee well-being. The results also established the moderating role of workplace fun in this relationship.

Research limitations/implications

The study's findings extend the current understanding of the effect of behavioural conflict on employee well-being and explain how it influences employee well-being. The study also provides guidelines to manage the detrimental effect of behavioural conflict.

Originality/value

The study established the association between behavioural conflict and employee well-being and highlighted the process through and condition under which behavioural conflict influences employee well-being. This could be the first study examining the relationship between behavioural conflict and employee well-being.

Mediating role of pro-environmental behavior in environmentally specific transformational leadership and subjective well-being

Purpose

Based on self-determination theory, the paper investigates the link between environmentally specific transformational leadership (ETFL) and subjective well-being (SWB) of employees working in an energy intensive industry. The paper also aims to examine pro-environmental behavior (PEB) as a mediator mechanism between ETFL and SWB relationship.

Design/methodology/approach

An empirical research design was used for the analysis. In total, 293 respondents working in different energy intensive Indian companies filled the questionnaire for the study. The data were analyzed using structural equation modeling SMART-PLS 3 software which is a graphical user interface for variance-based structural equation modeling using the partial least squares path modeling method. Two stages of analysis were conducted: the measurement model and the structural model.

Findings

The results indicate that (1) ETFL has a significant positive impact on PEB. (2) PEB is positively correlated to SWB. (3) ETFL has a significant impact on SWB. (4) The underlying mechanism process of ETFL and SWB relationship is explained by mediation of PEB.

Practical implications

Overall, the study insinuates that PEB act as underlying mechanism in environmental leadership and SWB of employees. The study further suggests that the management should promote green leaders for enhancing the overall SWB of the managements' employees especially in energy intensive sector. Doing so helps the managers to enhance managers' environmental conscious behavior for inducing SWB of employees.

Originality/value

The study contributes to novel findings in existing literature particularly to determine ETFL and PEB as predictors of SWB especially in energy intensive sector. The study also leads the ways for organizations by promoting green conscious leaders, which stimulates PEB among employees that ultimately contributes to SWB of employees. Furthermore, the research methodology can be used in other studies for variation of contextual variables such as size of the industry, developed or underdeveloped country and manufacturing or service industry.

The Impact of Personal Values and Attitude toward Sustainable Entrepreneurship on Entrepreneurial Intention to Enhance Sustainable Development: Empirical Evidence from Pakistan

Sustainable entrepreneurial opportunity recognition and action are strongly linked to a person’s desire to succeed. Therefore, entrepreneurial intentions are increasingly being studied from a sustainable development viewpoint. By integrating the theory of human values into the theory of planned behavior, the goal of this study was to investigate how values interact with sustainable entrepreneurial intentions. In all, 465 graduate students from Punjab, Pakistan, were interviewed for this study. The findings reveal that students’ entrepreneurial intentions are supported by views toward sustainable entrepreneurship, societal norms, and perceived behavioral control. According to structural equation modeling, self-transcendence and self-enhancement are the personal values that directly or indirectly interact with sustainable entrepreneurial intentions, which is consistent with the findings of the present study. Accordingly, the TPB model may help identify the relationship between sustainable entrepreneurship values and aims and the role of personal values in terms of understanding sustainable entrepreneurial intentions. As a practical implication, according to this study, it is essential to emphasize the importance of personal values in the education of potential entrepreneurs to increase their sustainable entrepreneurial intentions.

What Attributes of Meat Substitutes Matter Most to Consumers? The Role of Sustainability Education and the Meat Substitutes Perceptions

Given the rising environmental, health, and food safety concerns, the advantages of meat substitutes are garnering increased attention. Applying the extended theory of planned behavior, this study explored what aspects of meat substitutes positively influence consumer purchase intention associated with attitude, subjective norms, and behavioral control. In addition, the level of consumers’ education in sustainability was analyzed for its potential moderating effect within the proposed model. A total of 319 responses obtained from Korean consumers were used. The analysis results revealed that the health attributes of meat substitutes improved consumer attitude, subjective norms, and behavioral control. The environmental attributes enhanced consumer attitude and behavioral control but had no significant effect on subjective norms. Further, subjective norms led to a positive attitude, and attitude and behavioral controls positively improved meat substitutes’ purchase intention. Our analysis revealed that sustainability education significantly enhanced the positive relationship between behavioral control and purchase intention. This study provides an integrative framework that allows for a systematic understanding of consumer responses regarding meat substitutes. Our model may be useful in exploring other influential attributes of meat substitutes that can lead to more positive consumer responses and ultimately enhance consumption.

Validation of the Organizational Dehumanization Scale in Spanish-Speaking Contexts

The objective of this study is to validate Caesens, Stinglhamber, and Demoulin's (2017) organizational dehumanization scale (ODS) in a Spanish-speaking sample. A sample of 422 employees (49.3% women and 50.7% men) from Chile answered an online questionnaire comprised of measures of organizational dehumanization and job satisfaction, organizational citizenship behaviors, and authentic leadership. To analyze the structure of the ODS, the sample was divided into two random subsamples and exploratory and confirmatory factor analyses were carried out. In addition, reliability and criterion validity were tested. As a result, the scale was composed of one factor. One item was eliminated due to its factor loading. The internal consistency was good (α = 0.92; ω = 0.92). The correlations between ODS, job satisfaction, organizational citizenship behaviors, and authentic leadership were statistically significant, from medium to high magnitude, indicating a reasonable degree of criterion validity. In conclusion, the Spanish version of the ODS shows adequate psychometric properties and can be useful for making progress on the understanding of organizational dehumanization and evaluating the organizational dehumanization in Spanish-speaking context.

Determinants of Pro-Environmental Behaviour in the Workplace

The primary notion of sustainable development is to maintain a promising future for the planet and the next of kin by raising the awareness of sustainable development of people around the world. This study seeks to foster and enhance more sustainable behaviour in households, workplaces, schools, and higher educational institutions; previous research has placed increasing attention on the identification of factors of pro-environmental behaviour. Accordingly, this study aims to examine the elements influencing the pro-environmental behaviour of employees in the workplace. A survey was performed from January to February 2020 on 150 public employees of an organisation in Terengganu. Out of 150 employees, only 84 participated and had their responses collected by using convenience sampling. The result of this study found that green lifestyles have a significant positive effect on pro-environmental behaviour. However, the impacts of environmental commitment, environmental consciousness, green self-efficacy, and green human resource management were insignificant. This study provides data that were developed using a cross-sectional design; the assessment of causality among the constructs was a risky process. Furthermore, the study collected data from a single source, namely the employees, which would enhance the relationships through common method bias. The findings of this study also offered several managerial implications for green organisations.

Explicating intrinsic motivation's impact on job performance: employee creativity as a mediator

Purpose

Eliciting superior job performance from the employees is a major challenge confronting the organizational leaders in today's hyper-competitive business environment. Though few studies established the influence of intrinsic motivation on job performance, the role of mediators like employee creativity in this relationship is not adequately researched. The purpose of the paper is to explore the mediating role of employee creativity in the relationship between intrinsic motivation and job performance.

Design/methodology/approach

The cross-sectional research design was adopted, and data were collected from 346 full-time employees working in the retail industry in India through an online survey. Analysis of a Moment Structures (AMOS) software was used to test the validity of the hypothesized model, and PROCESS macro was used to test the mediation of employee creativity.

Findings

The findings showed that intrinsic motivation impacted both job performance and employee creativity. Furthermore, employee creativity impacted the employees' job performance. The key finding of the study is the partial mediation of employee creativity in the intrinsic motivation–job performance relationship.

Originality/value

Grounded on self-determination theory (SDT) and componential theory of creativity, the paper enriches the literature by evincing the mediation mechanism in the effect of intrinsic motivation on job performance. Moreover, the current paper is one of the primary studies that explore the mediating role of employee creativity in the relationship between intrinsic motivation and job performance.

Validation of the Double Mediation Model of Workplace Well-Being on the Subjective Well-Being of Technological Employees

In recent years, workplace well-being has been a popular research topic, because it is helpful to promote employees’ welfare, thereby bringing valuable personal and organizational outcomes. With the development of technology, the technology industry plays an important role in Taiwan. Although the salary and benefits provided by the technology industry are better than other industries, the work often requires a lot of time and effort. It is worth paying attention to whether a happy workplace will bring subjective well-being for the technology industry in Taiwan. This study explored the influence of workplace well-being, job involvement, and flow on the subjective well-being. The research was conducted by a questionnaire survey. A total of 256 employees in the technology industry in the Nanzi Processing Zone in Kaohsiung City, Taiwan were surveyed. Collected data were analyzed by statistical methods, such as multivariate and structural equation models. The study results indicated that workplace well-being, flow, and job involvement have a positive and significant impact on the subjective well-being. In addition to having a direct impact on subjective well-being, flow is also a significant variable to mediate the impact of workplace well-being to subjective well-being. In addition, job involvement also affects subjective well-being through flow, which means that the state of selflessness at work is the most important factor affecting subjective well-being. Finally, based on the research findings, the researcher provided practical suggestions to the government and the technology industry.

Does financial anxiety affect job insecurity? Exploring the relationship and moderation by gender, tenure and income in the Indian context during COVID-19

Purpose

Extant literature indicates the influence of anxiety on job insecurity (JI). However, the effect of financial anxiety (FA) on JI has received lesser attention. Further, there is a dearth of literature on this relationship during a global crisis, such as COVID-19, and more so in the Indian context. This study attempts to empirically explore the relationship between FA and JI in presence of moderators, such as gender, tenure and individual annual income.

Design/methodology/approach

Data were collected from 584 employees engaged in remote working in the information technology (IT) sector in India during the COVID-19 crisis. The data were analysed using SPSS 25 and AMOS 24. A hierarchical regression method was followed to test the hypothesis. In step 1, JI was regressed on FA in presence of control variables. In step 2, moderators, such as gender, tenure and individual annual income, were entered along with interaction terms.

Findings

Findings revealed a significant positive relation between FA and JI. The moderating effects of gender, tenure and annual income on the relationship between FA and JI were significant and interesting.

Originality/value

The paper empirically studies the role of FA on JI of Indian IT employees during COVID- 19. It is a response to researchers' call to integrate the effect of different moderators on the relationship between FA and JI during a crisis that has direct impacts on both. The influence of moderators on JI was interesting in the reversal effects produced.

How Smart Technology Affects the Well-Being and Supportive Learning Performance of Logistics Employees?

The rapid improvement of technologies such as artificial intelligence in recent years has resulted in the development of smart technologies (ST) that can influence learning performance in different fields. The purpose of study is to explore the link between smart technology and learning performance. Using the S-O-R model as a framework, the researchers argue that smart technology (Stimuli) will increase corporate trust, self-efficacy, and well-being (Organism), resulting in improved learning performance (Response). The current model regards corporate trust and self-efficacy as relationship factors and investigates their direct influence on employee well-being and learning performance and the mediating role played by these variables. Additionally, the function of employee well-being in moderating the relationship between corporate trust, self-efficacy, and employee learning performance is also explored. The respondents (n = 516) in the present study are made up of employees from 10 logistics companies located in China. The data analysis is conducted using the AMOS software. The results show that that smart technologies can affect learning performance through corporate trust, self-efficacy, and employee well-being. The implementation of smart technology initiatives by corporations may provide positive workplace outcomes for employees (increased well-being), corporations (more engagement in workplace learning performance), and the relationship between employees and the companies that employ them (corporate trust and self-efficacy).

The effect of employee's mindfulness on voluntary pro-environment behaviour at the workplace: the mediating role of connectedness to nature

Purpose

Limited research efforts have been undertaken despite the pivotal role of employees' voluntary behaviours in the success of organizations' environmental sustainability programs. In this context, the present study examined the association between employee's mindfulness (EM) and voluntary pro-environmental behaviour (VPEB) at the workplace, and also the mediating effect of connectedness to nature (CNS) on this relationship.

Design/methodology/approach

Grounded in the re-perceiving theory, a model was developed with EM as an independent variable, CNS as the mediator and employees VPEB at the workplace as the dependent variable. Based on the online responses from 421 employees working in manufacturing as well as services sectors in India, analysis was undertaken by utilizing confirmatory factor analysis, Pearson correlation and the PROCESS macro of Hayes (2017).

Findings

EM was noted to be positively influencing employee's VPEB at the workplace, and the mediation analysis indicated that CNS partially intervenes in this relationship.

Practical implications

Corporate leaders striving to achieve the organization's environmental sustainability goals could strive to build a pro-environment culture at the workplace by developing employees' mindfulness and sense of CNS. As the findings have depicted, this would positively influence employee's VPEB at the workplace which in turn will help organizations in achieving their environmental sustainability goals.

Originality/value

This study is the first to examine how EM through CNS motivates employees to engage in VPEB, especially in the organizations' context. Moreover, the re-perceiving theory of mindfulness was also extended in the organizations' environmental sustainability context.

Examining Emotional Labor in COVID-19 through the Lens of Self-Efficacy

The ongoing COVID-19 pandemic has dealt a significant blow to the restaurant industry, with many restaurants suspending operations or closing altogether. This study was aimed to investigate the effects of emotional labor on employees’ well-being and the mediating role of self-efficacy in the context of chain restaurants. Data were collected in 2020 through an online survey in China, and results revealed that emotional labor had a significant impact on well-being that was measured in life and job satisfaction. Self-efficacy not only had a significant positive impact on employees’ job- and life-related well-being but also played a fully mediating role between deep acting and life satisfaction, with a partial mediating role between deep acting and job satisfaction. Job-related well-being also played a fully mediating role between deep acting and life satisfaction, with a partial mediating role between deep acting and job satisfaction. It is important for restaurant employees to develop deep acting skills and improve self-efficacy and job satisfaction Restaurant managers must establish a healthy working environment by providing better job support and creating a more relaxed working atmosphere.

Relationship between perceived performance management system (PMS) effectiveness, work engagement and turnover intention: mediation by psychological contract fulfillment

Purpose

Performance management systems (PMSs) are critical for organizational success, but research is undecided on their constructive influence and the means through which they impact work engagement and turnover intention. This study aims to fill this gap by surmising psychological contract fulfillment as a mediator in the relationship between PMS effectiveness (PMSE) and employee outcomes.

Design/methodology/approach

The study uses a survey research design. Data were collected from 327 working professionals in India. The Statistical Package for Social Science Version 10.0 (SPSS 10.0) and the Analysis of Moments Structure (AMOS) 4.0 were used for data analyses.

Findings

The two-factor construct perceived PMSE was found to explain a larger variance in work engagement and turnover intention than the separate measures for its constituents PMS accuracy (PMSA) and PMS fairness (PMSF). Psychological contract fulfillment and work engagement were found to mediate the relationship between PMSE and turnover intention.

Research limitations/implications

The study broadens the field of research on PMS in important ways. It demonstrates that the two-factor construct PMSE has a larger influence on employee outcomes in comparison to its constituent individual measures PMSA and PMSF. This is also the first study to suggest that in contrast to PMSF, PMSA explains a higher variance in employee outcomes.

Practical implications

This study validates the strong relationship between PMSE and key employee outcomes. Besides PMSF, managers can use the findings of this study to focus on the “right things” or accuracy in the PMS context to enhance work engagement and reduce turnover.

Social implications

The study findings will have value everywhere owing to the diffusion and convergence in the human resource management practices of multinational firms irrespective of their contexts (Ananthram and Nankervis, 2013).

Originality/value

Earlier PMS studies have mostly been limited to either its fairness or accuracy and attended unduly to its appraisal element. This study adopts a systems vision of PMS and overcomes earlier drawbacks by investigating the role of both PMSA and PMSF in shaping employee outcomes. This is the first study to empirically confirm that in contrast to PMSF, the PMSA constituent of PMSE explains a higher variance in employee outcomes. The study provides greatly essential pragmatic support to the conjecture that PMSs advance work engagement (Mone and London, 2014; Gruman and Saks, 2011) and lower turnover intention (Kwak and Choi, 2015).

The Integrated Role of Personal Values and Theory of Planned Behavior to Form a Sustainable Entrepreneurial Intention

Intentions have been described as a key driver of sustainable entrepreneurial opportunity recognition and eventually activity. As a result of this study, interest may increase in entrepreneurship intentions across numerous entrepreneurial levels and styles, specifically from the point of view of sustainability. However, research to date has not been able to completely determine how the intrinsic complications of instantaneously producing social, environmental, and economic means will have an impact on the intentions of university students. This study sought to inspect the impact of self-transcending and self-enhancing value on the advent of intentions. The theory of planned behavior is an adaptive theory that this study quantitatively analyzed using a structural equation model and survey data from 577 university students in Punjab, Pakistan. The empirical findings show that altruistic, biospheric, hedonic, and egoistic values all have an indirect effect on sustainability-driven entrepreneurial intentions, which is important to understand when assessing attitudes toward sustainable entrepreneurship and perceived behavior control. In essence, attitudes, perceived behavior, and social norms all affect aspirations to become a sustainable entrepreneur. In real-world terms, the findings indicate that by using value activation techniques to increase attitudes and educational interest, practitioners may promote sustainable entrepreneurial intentions. It is also suggested how government services could be improved as part of the strategy.

Core self-evaluations and psychological well-being: the mediating role of work-to-family enrichment

Purpose

How or whether dimensions of work-to-family enrichment (WFE) mediate the relationship between an individual's core self-evaluations (CSEs) and their psychological well-being (PWB) is yet to be explained. The purpose of this study is to examine the role of three WFE dimensions in mediating between CSEs and PWB in Indian bank employees.

Design/methodology/approach

The present study collected data from 222 full-time bank employees working in Indian nationalized banks. The authors tested the study hypotheses using parallel mediation analysis.

Findings

The result showed positive associations among CSEs, all WFE dimensions (development, affect and capital-based) and PWB. Parallel mediation analysis suggested that two WFE dimensions (affect and capital-based) mediated the relationship between CSEs and PWB.

Research limitations/implications

The use of a single source of data (Indian nationalized banks) limits the generalizability of the findings.

Practical implications

Senior management at these banks may build a happier and more satisfied workforce by implementing appropriate training and personality development programs. Empowering and rewarding employees for the desired performances may help them appreciate their self-worth, enrich their quality of life (by gaining positive resources from work-family interactions) and ultimately improve their PWB.

Originality/value

The research literature has been relatively silent on the mediating role of individual dimensions of WFE. The present study adds to the existing body of knowledge by exploring the role of individual dimension-based WFE in the relationship between CSEs and PWB.

Employees' working life and performance of UK ethnic minority restaurants: a qualitative approach

Purpose

This paper investigates the linking between employees' working life (EWL) and job performance of ethnic minority Bangladeshi restaurants in Greater London.

Design/methodology/approach

The authors use in depth face-to-face interviews of 40 participants working in 20 Bangladeshi restaurants (BRs) following a convenience sampling method. A thematic analysis technique, with the help of QSR N10, developed two key themes related to EWL and performance.

Findings

These themes highlight several aspects of the relationship between EWL and performance. First, EWL is “beyond” the UK tradition; employers show a domineering attitude; however, employees continue to work due to lack of skills and competence. Second, employees perceive and present themselves as satisfied; however, this satisfaction is not reflected in the business performance of BRs. Third, the analysis shows that business owners “trap strategy” constrains employees to develop their skills for mobility to other industries. Hence, employees express satisfaction with their existing situation on the basis that it is the best they can hope for, given their specific skills and competence, and need for some security in the UK. Fourth, non-financial performance, for example, job autonomy, sense of fulfilment is related to EWL.

Practical implications

The paper provides a framework to promote a better understanding of the linking between employees' working life and performance of UK ethnic minority restaurants. Also, the paper makes recommendations for further research, including an examination of the applicability of the findings to SMEs operated by other ethnic groups in the UK.

Originality/value

This paper adds to the scarce literature on the working life of people in Bangladeshi restaurant businesses in the UK and the relationship between EWL and business performance.

Integrated approach for finding the causal effect of waste management over sustainability in the organization

Purpose

In developed and developing countries, organizations need to do sustainability reporting. The purpose of this paper is to identify the vital linkages of sustainability, which helps to capture the existing waste management practice in sustainable organizations.

Design/methodology/approach

This paper reports a mixed-method approach for sustainable organization. Initially, the waste management and sustainability factors have been linked together for finding the relation between them through the situation, actor, process, learning, action, performance (SAP-LAP) linkages framework; it has been used as qualitative design details to achieve sustainability in the organization. The waste management and sustainability factors linkages have been used as a reference to guide the cause and effect relationship through decision-making trial and evaluation laboratory (DEMATEL) to upgrade knowledge for a sustainable organization.

Findings

The proposed method has been used to meet the functional requirements of sustainability in the organization. Waste management has been analyzed as the most significant benchmarks to achieve sustainability in the organization. The causal relationship reveals that the social image of an organization as a sustainable organization is the effect of its governmental directives, followed by the organization. The governmental directives is the most influencing dimension, and waste management efficiency and energy consumption are the most related, whereas wastivity is the most flexible dimension of sustainability in the organization. To increase its customer satisfaction, profit share and market value, these factors must be considered as vital factors of organization's sustainable performance.

Research limitations/implications

The scope of the present research has been limited to benchmark sustainability by analyzing eight waste management factors and ten critical sustainability factors that have been grouped into four dimensions in the service sector, which could be generalized. The expert's view has been captured for DEMATEL based on “ratings provided by experts,” which may be biased.

Practical implications

Benchmarked sustainability factors have been proposed to increase the value and performance of the organization. The cause and effect relationship is useful to present the capability of waste management to act as a strong foundation for establishing a sustainable organization, where governmental directives, wastivity, waste management efficiency, and energy consumption act as the benchmarking factors to compare sustainable organization performance in developing the county's viewpoint. The present study considered the fourth dimension of sustainability “government and customer” as the dynamic dimension of sustainability, which can absorb and diffuse the changes in sustainable organization with time and can improvise social acceptance.

Originality/value

The research improves the existing method of measuring the performance of the sustainable organization by using well-established methods.

Impact of Environmental, Social Values and the Consideration of Future Consequences for the Development of a Sustainable Entrepreneurial Intention

Sustainable entrepreneurship focuses on finding ways to monetize future products, nature conservation, life support, and communities. Therefore, the intention has been identified as one of the key drivers to perceive business opportunities and ultimately leverage them, which increases interest in investigating it, especially from a sustainability perspective. The purpose of this study was to investigate the intention of sustainable entrepreneurship through a modified version of the theory of planned behavior based on survey data of 520 university students studying in Punjab, Pakistan and using structural equation modeling for quantitative analysis. The study sought to incorporate three additional constructs (environmental values, social values, and consideration of future consequences) to explain the relationship between the antecedents of sustainable entrepreneurial intention. This study shows that sustainable entrepreneurship, social norms, attitudes, and perceived behavioral control praise students’ sustainable intentions. Environmental values, intrinsic and extrinsic rewards, and consideration of future consequences (CFC-F and CFC-I) indirectly influence sustainable entrepreneurial intentions. The study also highlights the contradictory roles of CFC-I in reversing the pursuit of sustainable entrepreneurship. Indeed, the finding proposed that educational and other practitioners can improve attitudes and behaviors by promoting sustainable entrepreneurship through value creation and forward-looking activation strategies.

Training transfer climate: examining the role of high performance work system and organizational performance in the power sector of India

Purpose

Benchmarking research has explored the role of organizational practices and business processes rooted with human capabilities for achieving growth performance. The role of high performance work system as an organizational practice and business process is yet to be studied. Even if studied, no study has been conducted on the role of training transfer climate on high performance work system and organizational performance. The current research aims at examining high performance work system on organizational performance. Further, the study also examine training transfer climate as a mediating variable between HPWS and organizational performance.

Design/methodology/approach

Data collected from 415 executives of a high performance-based power sector company of Gujarat, India. The survey instrument consists of high performance work system, training transfer climate and organizational performance. Confirmatory factor analysis was used for a simultaneous assessment of overall and specific elements of measurement validity and reliability. Structural equation modelling used to test the hypothesized model.

Findings

The result proved the capability of high performance work system to predict organizational performance. Further, the result supports the hypothesis that training transfer climate acts as a mediator between high performance work system and organizational performance.

Research limitations/implications

The result has important theoretical and managerial implications. Theoretically, the research extends the scope of benchmarking to high performance work system. The managerial implications have been discussed from the training transfer climate perspectives.

Originality/value

The originality of the study lies with proving the role of high performance work system and training transfer climate as an organizational practice and business process within benchmarking research.

Fake it or make it: employee well-being in emotional work settings

Purpose

The objective of the present study is to measure the well-being of employees who are engaged in frontline roles and actively engrossed in frequent regulation and management of emotions while performing interpersonal interactions. The study has conceptualised the comprehensive model to measure employee well-being with three work-related dimensions, namely work engagement, burnout and job satisfaction in emotional work settings.

Design/methodology/approach

The study has been conducted on employees of the civil aviation industry in North India working on various frontline profiles. Data have been collected from 600 employees through a pretested questionnaire, and structural equation modelling (SEM) has been performed to test the hypothesis.

Findings

The findings of the study have revealed that all three dimensions, namely work engagement, burnout and job satisfaction are statistically significant measures of employee well-being in emotional work settings. Also, the study has determined that employees are highly satisfied and engaged at work despite having a feeling of burnout.

Research limitations/implications

The study has enriched the literature by presenting and analysing a comprehensive model of employee well-being in emotional work settings of the civil aviation industry.

Practical implications

The study will aid the various service industries in the framing of the intervention and training programs, which would help in promoting the well-being of employees who are specifically engaged in emotional work.

Social implications

The study is very substantial in offering various parameters over which national well-being policies for individuals can be framed.

Originality/value

Priorly, very few studies have attempted to recognise the role of the aforementioned variables in emotional work settings in a comprehensive manner. Further, the study has emphasised the unrecognised role of job satisfaction and work engagement where burnout is prevailing due to the presence of high emotional job demands.

Eco-innovation and the circular economy in the automotive industry

Purpose

Circular economy is emerging as a new sustainability paradigm. Similarly, eco-innovation is being recognized as one of the most important mechanisms that allow the transition from a linear to a circular economy in production processes, as there is a strong relationship between eco-innovation (eco-innovation of products, processes and management) and circular economy activities. However, the relationship between eco-innovation and circular economy is an issue that has been isolated and little analyzed in the academic literature. Therefore, this research fills this gap by exploring the interdependence between eco-innovation and circular economy.

Design/methodology/approach

The research is conducted through an extensive literature review from where a research framework consisting of two measurement scales, 18 items and three hypotheses were developed. A self-administered questionnaire was distributed and 460 responses were obtained from companies in the automotive and auto parts industry in Mexico. The data obtained were analyzed through confirmatory factor analysis, descriptive statistics and structural equation modeling.

Findings

The results suggest that eco-innovation of products, process and management has a significant positive impact on the circular economy of companies in the automotive and auto parts industry.

Practical implications

The findings of this research can inform managers in the automotive sector and policymakers when formulating and deploying environmentally sustainable strategies.

Originality/value

This paper fills a research gap by expanding the limited body of knowledge that relates eco-innovation and circular economy and providing some evidence of their relationship. The research also allows the unique characteristics of eco-innovation and the circular economy to be understood within a particular context, growing in this manner the body of knowledge on this field.

Stepping up and stepping out of COVID-19: New challenges for environmental sustainability policies in the global airline industry

The allure for businesses to jettison short-term costly processes, regulatory demands and green business practices (GBPs) in the turbulent times of COVID-19 remains sky high. Although GBPs and eco-friendly policies deliver results in the long term in terms of market competitiveness (MC), in many industries firms have sought to jettison well-rooted practices in the face of the existential threats stemming from COVID-19. In this paper, we examine the new contemporary challenges of adopting and implementing environmental sustainability policies in the global airline industry in the wake of COVID-19. The analysis sheds light on firms' level sustainability initiatives such as upgrading to environmentally friendly aircraft and offsetting emission footprint, and institutional initiatives such as the European Union Emissions Trading System and the Carbon Offsetting and Reduction Scheme for Aviation. Our analysis demonstrates that some airlines and industrial bodies sought to sidestep environmentally friendly commitments and practices to overcome new challenges such as cost pressures, survival threat and deprioritising environmental sustainability initiatives. We establish and examine the implications of the analysis.

Understanding the implications of Belt and Road Initiative for sustainable supply chains: an environmental perspective

Purpose

This research aims to explore the potential impacts of the Belt and Road Initiative (BRI) on sustainable supply chains.

Design/methodology/approach

This study employs twenty qualitative interviews with supply chain managers located on the BRI lane from Asian countries.

Findings

Findings revealed that if not managed properly, BRI can pose a serious threats to sustainable supply chains from environmental perspective. The findings also revealed additional properties which lead to the emergence of these perspective.

Research limitations/implications

The findings of this study may not be generalizable to a broader population. Second, this study explores supply chain managers’ interpretations from Asian countries only.

Practical implications

Supply chain firms can use the findings from this study to understand the implications of BRI for sustainable supply chains. Particularly, firms can understand how the BRI may harm the organization's sustainable supply chains from the environmental perspective.

Originality/value

This is, perhaps, the first study which provides empirical evidence concerning the potential impacts of BRI on the management of sustainable supply chains.

Reporting misdemeanors in the workplace: analysing enablers using modified TISM approach

Purpose

In the scope of the immense growth of corporate frauds and scandals, reporting unethical practices could be considered as an important mechanism to control them and ultimately improve organizational quality. To this end, this study proposes the conceptual framework comprising the enablers impacting employees' tendencies and behaviors to reporting misdemeanor in the workplace.

Design/methodology/approach

Systematic review of literature has been carried out. To understand the complexities among various enablers and to analyze their driving power and contingencies, a modified total interpretive structural modeling (TISM) approach has been adopted.

Findings

The findings indicate that enablers such as moral identity (MI) and job satisfaction (JS) having higher driving power (come at the bottom of the hierarchy) are relatively more important. Furthermore, perceived personal cost (PC), moral courage (MC), self-efficacy (SE) and anger have high dependent power of factors. Finally, the paper provides two paths that can lead to whistleblower's ethical decision.

Research limitations/implications

A conceptual framework delivered in this paper requires to test against the field data. However, the conceptual understanding of driving enablers paves the way to top management in recruiting and hiring people in the workplace.

Originality/value

This study represents the first attempt to apply TISM for whistleblowing phenomenon. It provides a comprehensive conceptual framework in order to address the relative importance of various individual enablers in developing reporting tendencies against misdemeanors.

Engaging employees through effective performance management: an empirical examination

Purpose

Performance management systems (PMS) are integral to an organization's human resource management but research is ambivalent on their positive impact and the mechanism through which they influence employee behavior. This study fills this gap by positing work engagement as a mediator in the relationship between perceptions of PMS effectiveness, employee job satisfaction and turnover intentions.

Design/methodology/approach

The study uses a survey-based design. Data were collected from 322 employees in India attending a management development program at a premier business school. Partial least squares–based structure equation modeling package ADANCO was used for data analysis.

Findings

Positive perception of PMS effectiveness was found to enhance employee work engagement. This increased job satisfaction and reduced turnover intentions among employees. Thus, work engagement mediated the relationship between PMS perceptions and job satisfaction and turnover intentions.

Practical implications

The results suggest that organizations need to focus on three characteristics of PMS, namely its distinctiveness, consistency and consensus. These characteristics determine the effectiveness of PMS in engaging employees and influencing their job satisfaction and turnover intentions.

Originality/value

Prior studies on performance management have largely been limited to aspects of justice and focused disproportionately on the appraisal aspect of performance management. This study takes a systems view of performance management and addresses prior shortcomings by examining the role of clarity and horizontal fit between PMS practices in determining employee engagement. The study also provides much needed empirical support to theoretical studies which have argued that PMS is a driver of engagement in organizations (Gruman and Saks, 2011; Mone and London, 2014).

Transformational leadership and employee efficiency: knowledge sharing as mediator

Purpose

This research aims to examine the influence of transformational leadership on employee efficiency. The research also examines the role of knowledge sharing as a mediator between transformational leadership and employee efficiency.

Design/methodology/approach

The research is based on the survey conducted among 200 employees of logistics firms. Exploratory Factor analysis (EFA) and Confirmatory Factor Analysis (CFA) approaches are used for the evaluation.

Findings

The study found that transformational leadership has positive and significant influence on employee efficiency. The research also demonstrates that after introducing knowledge sharing, it fully mediated the influence of transformational leadership on employee efficiency. The study suggests that, if leaders share their knowledge and expertise among the team, employees have a propensity to be highly effective and efficient than without knowledge sharing.

Research limitations/implications

Blue collar staff and unskilled labors of the firms are not included in the study. So, the study is limited to white collar staff only which can further be expanded by considering other ground staff. Also few or no such researches have been conducted in logistics firms, particularly in Indian logistics firms. So, the result of this study can be used as reference to explore the area. This study can be replicated in the logistics firms of other regions also.

Practical implications

The finding of the study will help the top management of the organizations to formulate strategies to enhance its senior-subordinate relationship through knowledge sharing. The study also suggests that regular dissemination of knowledge among the team improves the efficiency of the team members and hence the performance of the organization.

Originality/value

This research examines the degree to which knowledge sharing acts as a mediator between transformational leadership and employee efficiency, which has not been found in previous studies.