Employee Engagement for Sustainable Organizations: Keyword Analysis Using Social Network Analysis and Burst Detection Approach

The Removal of Pollutants from Wastewater Using Magnetic Biochar: A Scientometric and Visualization Analysis

In recent years, the use of magnetic biochar in wastewater treatment has shown significant effects and attracted scholars' attention. However, due to the relatively short research time and the lack of systematic summaries, it is difficult to provide a more in-depth analysis. This study utilizes RStudio and CiteSpace software to comprehensively analyze the research trends and progress of magnetic biochar in wastewater treatment. The analysis of bibliometrics is performed on 551 relevant papers retrieved from the Web of Science, spanning the period between 2011 and 2022. The most influential countries, institutions, journals, disciplinary distribution, and top 10 authors and papers in this field have been identified. The latest dataset has been used for keyword clustering and burst analysis. The results indicated that: (1) Bin Gao is the most influential author in this field, and high-level journals such as Bioresource Technology are more inclined to publish articles in the field of magnetic biochar. (2) Research in this field has predominantly focused on the removal of heavy metals and organic compounds. Keyword burst analysis shows a shift in research direction towards the removal of complex organic pollutants recently. (3) For the future development of magnetic biochar, an environment-friendly approach, economic viability, and joint technology are the directions that need more exploration. Finally, this paper provides a summary of the various adsorption mechanisms of magnetic biochar and several common modification methods, aiming to assist scholars in their research endeavors.

Twenty years of research on shrinking cities: a focus on keywords and authors

Most scholarly attention to vanishing cities is fairly recent so, to guide future research, a comprehensive evaluation of prior findings is required. This study is a network analysis of 333 publications authored in English, published over the last two decades. The findings are as follows: (1) shrinking city research has increased significantly since 2016; (2) the key themes are planning, decline, depopulation, policy, regeneration, vacant land, green infrastructure, and case studies such as Detroit; and (3) major academic groups have not yet collaborated effectively on the subject.

CSR authenticity and micro-foundations of business: a systematic review

Purpose

The current market conditions are driving firms to plan, design and implement corporate social responsibility (CSR) policies that are true to the firms' real sense, i.e. authentic. Authenticity is an important aspect of micro-foundations of CSR in shaping the way social responsibility initiatives would impact the stakeholders including the customers, partners, current members of the organization and shareholders. This calls for a need to synthesize past research on CSR authenticity in order to propose directions for future research.

Design/methodology/approach

The current study synthesizes relevant literature on CSR authenticity using systematic literature review (SLR) approach. In total, 34 research works were identified and examined to seek insights on CSR authenticity.

Findings

Findings of the study identified various miro-, meso- and macro-level determinants of CSR authenticity and different set of outcomes having implications on business and society. The study also proposes a comprehensive definition of CSR authenticity which was somewhat missing in existing literature.

Practical implications

The study provides strong theoretical and managerial implications. Particularly, the study provides directions for future research on the topic.

Originality/value

In this paper, a review of literature on CSR authenticity is currently missing.

Understanding Green Consumption: A Literature Review Based on Factor Analysis and Bibliometric Method

In recent years, research on green consumption has grown at an exponential rate. Because this field of study has seen such rapid growth, research hotspots have been constantly changing, making it difficult for scholars to keep track of the most current hotspots and trends related to the topic of green consumption. In this study, we employed Citespace, COOC1.9, and SPSS 20 to map knowledge in the field of green consumption and to identify current research preferences, cooperative networks among countries and institutions, and collaborative networks among authors. A total of 2194 papers from the period of 2016–2022, sourced from the Web of Science, were collected as our data sample. The results show that the topic of green consumption has caught the attention of researchers around the world, particularly in some countries with high levels of economic development, for instance, in China, USA, and England. In addition, although there are numerous scholars who have focused on the study of green consumption, currently, there are few efficient and productive authors. Collaborative networks among authors, and cooperative networks among institutions and countries, are all still immature and need to be further strengthened. A principal component analysis (PCA) showed that the existing literature focuses on the following three topics: (1) consumer green behavior, (2) corporate green production, and (3) green marketing in social media. In addition, we conducted a multidimensional scaling (MDS) analysis to verify our results. Finally, we offer some suggestions intended to inform and enrich the field for future researchers.

Linkages Between Transformational Leadership, Work Meaningfulness and Work Engagement: A Multilevel Cross-Sectional Study

Purpose

The issue of employee engagement has increasingly become a focus of concern in public management practice. Based on the theory of purposeful work behavior, integrative theory of employee engagement and Pratt and Ashforth’s typology of work meaningfulness, this study proposes and examines the mediating effects of two types of meaningfulness between transformational leadership and work engagement and the moderating effects of transformational leadership on the relationship between two types of meaningfulness and work engagement.

Patients and Methods

By adopting a multilevel cross-sectional design, this study examines assumed mediation and moderation effects. The data collection was conducted anonymously by means of an online survey. A total of 261 local police officers from 32 police stations were recruited in professional training programs as a sample.

Results

The analysis reveals that both meaningfulness in work and meaningfulness at work positively mediate the relationship between transformational leadership and work engagement. Transformational leadership moderates the relationship between meaningfulness at work and work engagement rather than the relationship between meaningfulness in work and work engagement. There are no other significant effects of sex, age or length of service.

Conclusion

Work meaningfulness transmits and combines the effect of transformational leadership to impact work engagement. These findings not only confirm the critical role of work meaningfulness proposed by the theoretical frameworks of the theory of purposeful work behavior, integrative theory of employee engagement and Pratt and Ashforth’s typology of work meaningfulness, but also further extend and clarify the role of and difference in two substructures of work meaningfulness (ie, work meaningfulness in work and at work) in the context of the linkage between transformational leadership and work engagement.

Work Engagement Among Public Employees: Antecedents and Consequences

This study is an investigation of the relationships among job meaningfulness, work engagement, and performance, including testing for a possible mediation effect of work engagement on the relationship between job meaningfulness and performance. We examine task interdependence as a boundary condition that facilitates employee engagement using two-stage multiple-source respondent data drawn from a sample of 183 Uzbek employees from public organizations and their 47 supervisors to test the hypotheses. The research findings confirm a positive association between job meaningfulness and engagement and the relationship between work engagement and performance. Mediation analysis using bootstrapping indicated that work engagement explained the influence of meaningfulness on performance. Furthermore, task interdependence negatively moderated the relationship between meaningfulness and engagement. This study responds to calls for researchers to identify the key and situational drivers of work engagement as well as examine the importance of meaningfulness in the public sector. It also increases the external validity of the findings by examining the relationship between engagement and performance in a non-Western context, namely, Islamic Uzbekistan. Despite the limitations of this research, the empirical findings contribute to the growing body of research on work engagement and meaningfulness in public organizations.

Do “decent work” dimensions lead to work engagement? Empirical evidence from higher education institutions in India

Purpose

The study aims to investigate the impact of “decent work” dimensions on faculty members’ work engagement levels in the higher education institutions in India.

Design/methodology/approach

Data were obtained from 293 faculty members working in higher education institutes in India. The proposed study hypotheses were tested by deploying the statistical technique of multiple regression analysis using statistical package for social sciences Version-24.

Findings

Results demonstrated that of the five dimensions of “decent work,” only “access to health care” and “complementary values” were significant predictors of work engagement. “Adequate compensation,” “free time and rest” and “safe interpersonal working conditions” as dimensions of “decent work” were not found to be significantly related to work engagement.

Research limitations/implications

Findings encourage education policymakers to implement a “decent work” policy for faculty members with greater emphasis on ensuring workplace-fit and provision of adequate health-care facilities to keep the workforce engaged.

Originality/value

It is one of the few studies conducted in the South-Asian context that highlight “decent work” as a crucial job resource, useful in enhancing the work engagement of faculty members in higher education institutions.

Toward an Understanding of Family Business Sustainability: A Network-Based Systematic Review

Family business governance is an important issue for the sustainable development of economies worldwide due to its economic contribution. This review aims to offer a systematic overview of how prior studies explore the issue of family involvement within the broader corporate governance literature. By adopting a network-based perspective to visualize the research stream, this study provides meaningful insight into the key topics investigated, the patterns in the connections between critical papers, and the key players building the literature. Specifically, this paper makes three major contributions. First, our systematic review based on network analysis of keywords, citations, and authors enhances the understanding of how research on family involvement in the corporate governance literature is interconnected. Second, a large and extensive pool of corporate governance research on family involvement (947 papers) is employed to encompass research on family involvement from various academic disciplines under the umbrella of corporate governance. Third, by providing answers to questions such as “which journals should I read?”, “which keywords should I look for?”, “who are the leading scholars?”, “which journals are scholars publishing in?” and “what are emerging research trends?”, this study offers valuable implications for future research and meaningful guidelines for future studies in the field.

Organizational Support and Adaptive Performance: The Revolving Structural Relationships between Job Crafting, Work Engagement, and Adaptive Performance

This study has two primary purposes: (1) examining the structural relationships between organizational support, job crafting, work engagement, and adaptive performance, and (2) identifying a revolving relationship derived from these relationships. To that end, the research sampled 250 human resources professionals in companies with at least 300 employees in South Korea and employed structural equation modeling. The study’s findings showed that organizational support affects adaptive performance through job crafting and work engagement. In addition, job crafting and adaptive performance mediated the relationship between organizational support and work engagement. Lastly, revolving relationships existed among job crafting, work engagement, and adaptive performance. Our findings make a positive contribution to comprehending the role of adaptive performance in motivating individuals further to craft their jobs creatively. Moreover, it advances our understanding of the complexities of the revolving relationships among job crafting, work engagement, and adaptive performance.

Corporate Sustainable Development Strategy: Effect of Green Shared Vision on Organization Members' Behavior

In this study, expectancy-valence theory was used from the perspective of corporate green management to investigate green shared vision (GSV). Moreover, organizational identity theory and psychological ownership theory were combined to propose an integrated conceptual framework. To fill research gaps, an investigation was also conducted with frontline R & D and sales employees to further examine the effect of GSV on organization members' psychology and behavior. The research results indicate that when under the following circumstances, corporate members can enhance organizational citizenship behavior for the environment (OCBE) to improve green management performance, gain the favor of green consumers and achieve sustainable consumption goals. First, enterprises should focus on environmental issues and develop their GSV. Second, enterprises should implement the GSV in different aspects, such as product design, processing, marketing and management. Finally, corporate GSV should be in line with the expectations and values of organization members on environmental issues to motivate their OCBE. Therefore, enterprises must implement their GSV to strengthen the green organizational identity and green product psychological ownership of their members.

The Sustainable Approach to Corporate Social Responsibility: A Global Analysis and Future Trends

Due to the process of globalization, companies are obligated to observe corporate social responsibility and best practices from a sustainability approach towards their stakeholders and society. The explicit aim is to determine the relevance of the corporate social responsibility (CSR) and its relationship with sustainability, in order to establish trends and future lines of research. The evolution of global research on this subject has been studied from 2001 to 2018. For this purpose, a bibliometric analysis of 1832 articles has been applied, obtaining results of the scientific productivity of the journals, authors, institutions, and countries that contribute to this research. Evidence shows a growing interest in studying the relationship between socially responsible practices and the dimension of sustainability. The main category is Business, Management, and Accounting. The most productive journals are the Journal of Business Ethics and Sustainability. The authors with the most articles are García-Sánchez, Moneva, and Moratis, while Kolk is the most cited. The most prolific institution is the University of Salamanca. The United States is the country with the most publications and quotes. France and China are the countries with the largest number of international collaborations in their work. Global research has been on an upward trend with optimal publication rates in recent years.

Transformational Leadership, Systems, and Intrinsic Motivation Impacts on Innovation in Higher Education Institutes: Faculty Perspectives in Engineering Colleges

Learning institutes are unique places for innovation, technical transformations, and social changes, which are the main pillars for sustainable development. The purpose of this study was to examine the innovation capacity building through the impact of transformational leadership on followers’ satisfaction and output in two engineering colleges: one in a public university in the United States and the other in an International Branch Campus in Qatar. The Multifactor Leadership Questionnaire was used to assess leadership style, and three output indicators were chosen to represent innovative outputs. Innovation-driven systems and Intrinsic motivation were other innovation drivers assessed through the designed survey. The Statistical Package of Social Science was used to identify the correlated constructs of leadership styles and outcomes. The explanatory sequential mixed method helped explain the underlying reasons for the quantitative results through interviews with faculty. The study showed that leaders (deans) exhibited different ranges of transformational leadership styles, yet were lower than the norm. Moreover, transformational leadership traits, in addition to contingent rewards from transactional leadership, were highly correlated with followers’ satisfaction with the leader and the system. As this was a cross-cultural study, context affected the participation rate and response results, as hesitation to evaluate the dean was common in a high power–distance context.

The Unbearable Lightness of the Academic Work: The Positive and Negative Sides of Heavy Work Investment in a Sample of Italian University Professors and Researchers

Universities perform very demanding tasks within a workplace characterized by a critical psychosocial environment. Against this backdrop, the aim of this study is to extend the current literature on the job sustainability of faculty professors, examine the associations of certain job resources (meaningfulness of work, reward) and job demands (work overload, conflict among colleagues) with workaholism, burnout, engagement. A self-report questionnaire was administered within a public higher education institution in Italy to a sample constituted by 291 professors. The results of path analysis show that meaningfulness of work and reward positively correlate with work engagement, work satisfaction, and psychological wellbeing and ward off emotional exhaustion and intention to leave. Work overload correlates positively with workaholism, work-family conflict and intention to leave and negatively with job satisfaction. Finally, workaholism correlates with work engagement and mediates the relationship between work overload and work-family conflict, emotional exhaustion, and psychological discomfort. The study highlights that to support the work of academic workers and build healthy and sustainable universities, it is necessary to promote job resources and control job demands. Moreover, the study highlights that work engagement and workaholism can be respectively considered as the positive and negative sides of heavy work investment.

Is the Role of Work Engagement Essential to Employee Performance or ‘Nice to Have’?

The current study aimed to scrutinize roles of work engagement as a mediator in the relationships between job and personal resources and employees’ outcomes, namely job performance and turnover intention, specifically focusing on testing the essentiality of work engagement. A total of 571 complete responses from full-time employees in Korean organizations were utilized for data analysis with structural equation modeling (SEM). This study analyzed two research models through the competing model approach: One model (Model 1) specified that job and personal resources directly influence job performance and turnover intention and also indirectly influence job performance and turnover intention through work engagement, whereas the other model (Model 2) specified that job and personal resources only indirectly influence turnover intention and job performance through work engagement. The results of the competing models demonstrated that overall, Model 2 adequately fit better than Model 1. The results also showed that the direct effects of job and personal resources on work engagement, as well as the direct effects of work engagement on job performance and turnover intention were statistically significant. In addition, the results of the study revealed statistically significant mediating effects of work engagement, not only on the relationship between job and personal resources and job performance, but also on the relationship between job and personal resources and turnover intention. Based on the results, theoretical and practical implications for human resource management, limitations, and recommendations for further research are discussed.

EMPOWERMENT, KNOWLEDGE SHARING AND INNOVATIVE BEHAVIOURS: EXPLORING GENDER DIFFERENCES

We examine the effects of empowerment and knowledge sharing on employee innovative behaviours and explore gender differences. The study draws on a sample of 305 employees from the UAE (United Arab Emirates) service sector. Based on an extensive literature review, we develop a conceptual model and formulate four main hypotheses. Statistical analysis was conducted using structural equation modelling with Smart-Partial Least Squares (PLS). The results clearly show and confirm that feelings of empowerment and knowledge sharing have strong and significant impacts on employee innovative behaviours. Surprising and quite interestingly, females report greater feelings of empowerment but were less inclined to engage in knowledge sharing. The findings also show significant gender differences in relation to the impacts of empowerment and knowledge sharing on innovative behaviours. The above gender disparities seem to be specific to the UAE contexts which are discussed. The implications of the above findings for management practice and future research are also discussed.

Craft Your Job and Get Engaged: Sustainable Change-Oriented Behavior at Work

Employees’ change-oriented behavior is known to be critical in promoting organizational changes for a sustainable organization. However, few studies have explored how this behavior can be potentially promoted by job-crafting and work engagement. This study examined the relationship between job-crafting and change-oriented behaviors (adaptive and proactive behaviors), as well as the mediating effect of work engagement. Hypotheses were tested with a structural equation modeling analysis. A total of 459 employees in the Korean automobile manufacturing industry participated in the study. The results show that job-crafting had a positive effect on adaptive behaviors and proactive behaviors. Moreover, seeking job resources and seeking job challenges promoted change-oriented behaviors through work engagement. Based on these results, practical implications are suggested for the development of a sustainable organization.

Promoting the Sustainability of Organizations: Contribution of Transformational Leadership to Job Engagement

The psychology of sustainability highlights the importance of building organizational environments promoting the employees’ well-being, and leaders play an important role in it. Drawing from Kahn’s theory, the purpose of this study is to simultaneously examine the mediating role of task significance, perceived organizational support (POS) and employees’ core self-evaluations (CSE) in the relationship between supervisors’ transformational leadership and job engagement. In order to test the proposed model, a structural equation modelling was performed using the bootstrapping technique in IBM SPSS Amos 23 for Windows. The sample consisted of 320 employees from emergent high-tech and knowledge-based SMEs in Spain. The results supported all the hypotheses posited. By helping employees to find the meaning and significance of their work, making them feel supported by the organization and strengthening their sense of worth and competence, transformational leaders boost job engagement, a key aspect of the human dimension of organizational sustainability. This paper contributes to the psychology of sustainability by advancing knowledge of the mechanisms through which supervisors’ transformational leadership influences employees’ well-being in terms of job engagement.

Investigating the Links of Interpersonal Trust in Telecommunications Companies

The purpose of this paper is to determine if there are links between interpersonal trust and competences, relations, and cooperation in Polish telecommunications companies. It examines which factors affect trust in co-workers and managers in sustainable organizations. The paper surveys a sample of 175 employees of telecommunications companies in Poland by means of a questionnaire. The results indicate that competences, relations, and cooperation are related to interpersonal trust. Regression analysis showed that competences and relations predict a significant variance in trust amongst co-workers. Additionally, cooperation contributes to prediction of trust in mangers. Given the importance of trust in sustainable organizations, better comprehension of which factors are related to team confidence provides valuable information for stakeholders and about how to improve interpersonal trust in sustainable organizations.

The Relationship Between Work Engagement and Organizational Commitment: Proposing Research Agendas Through a Review of Empirical Literature

Work engagement and organizational commitment are among the most studied topics in a range of fields, including human resource development (HRD) and organization development (OD). The value of such work is evident in the direct influence of work engagement and organizational commitment on employee well-being and organizational performance. However, scholars have divergent perspectives on the relationship between these two concepts. While some studies have examined work engagement as a precursor to organizational commitment, others have investigated work engagement as an outcome of organizational commitment. Despite the contrasting perspectives, little research effort has been made to reconcile these differing views through the synthesis and analysis of the extant literature. Therefore, this study aims to examine the current state of engagement-commitment research and then to suggest HRD implications for research and practice based on a review of selected literature.