Investigating the nexus between information technology capabilities, knowledge management, and green product innovation: evidence from SME industry.

The aim of this study to investigate the relationship between information technology capabilities (ITCs) and green product innovation (GPI). The information technology (IT) capabilities with multiple dimensions, such as IT competence, IT integration, and IT infrastructure, were used in this paper. Moreover, to verify the deep relationship between ITCs and GPI, we used knowledge management (KM) as a mediator. The data were collected through a questionnaire from the senior managers, middle-level managers, and operational staff associated with the small- and medium-sized production industry of Pakistan. We collect data in two waves between January 2022 and July 2022. The data were analyzed through the partial least square structural equation modeling through SmartPLS 3.2.2. The findings of this study conclude. First, in the direct relationship, two IT capabilities, such as IT competence and IT infrastructure, have a positive and significant direct relationship with green product innovation, but IT integration has an insignificant relationship with green product innovation. Second, the results show that three IT capabilities have positively influenced knowledge management. Third, the results confirm that KM has a significant positive effect on GPI. Finally, the outcomes confirmed that knowledge management positively and significantly mediates between all IT capabilities and GPI in the indirect relationship.

Investigating the nexus between critical success factors, despotic leadership, and success of renewable energy projects.

The aim of this study to examine how critical success factors (CSFs) affect the project success (PS), directly and indirectly, using the despotic leadership (DL) as a mediating variable. Critical success factors with multiple dimensions, such as organizational factors, team factors, technical factors, and communication factors, were used in this study. In this study, we used a questionnaire survey approach. The data were collected from the project directors, project managers, functional managers, and team leaders working in the renewable energy project of Pakistan. For data analysis, we used the partial least squares structural equation modeling through SmartPLS 3.2. The outcomes indicate that team factors and communication factors have a positive and significant relationship with PS in the direct relationship. At the same time, organization factors and technical factors were insignificant in the direct relationship with PS. Moreover, to examine the mediating effects of despotic leadership, we have examined the indirect effects of critical success factors on PS. The findings of this study indicate that DL is not mediated between organizational factors and PS in the indirect relationship. However, DL negatively mediates between three factors (team, technical, and communication) of critical success factors on project success. This paper concludes that despotic leaders go beyond controlling and self-serving behaviour and are engaged in exploitative and unethical acts that can drain project resources, which reduce the success and sustainability of renewable energy projects.

Exploring the Relationship Between Corporate Social Responsibility, Trust, Corporate Reputation, and Brand Equity.

The purpose of this study is to investigate the relationship between corporate social responsibility (CSR), corporate reputation (CR), and brand equity (BE). Building on the resource-based theory of the firm, this study proposes a theoretical framework. In this framework, CSR is theorized to strengthen CR and brand equity, directly and indirectly, through consumer trust. We used a questionnaire survey approach. In the questionnaire, 17 items were used with a 5-point Likert-Scale (1 stands for "strongly disagree," and 5 stands for "strongly agree"). Data were collected from the consumers of the banking sector in the vicinity of Lahore, Pakistan. To estimate the proposed relationships in the conceptual model, we use structural equation modeling (SEM) through Smart PLS 3.2. The outcomes of this study confirm that CSR significantly impacts CR and brand equity. It is also demonstrated that trust mediates positively and significantly in the relationship between CSR, CR, and BE. Results of the present study have several implications for the senior management, marketing expert, administrators, and policymakers. This study expresses how CSR boosts BE and CR. Moreover, this study also indicates that trust is an important factor that enhances BE and CR.

Exploring the Relationship between Innovative Work Behavior, Job Anxiety, Workplace Ostracism, and Workplace Incivility: Empirical Evidence from Small and Medium Sized Enterprises (SMEs).

The aim of this study is to explore the relationship between workplace ostracism (WO), workplace incivility (WI), and innovative work behavior (IWB), using job anxiety as a mediating variable. Building on the conservation of resource (COR) theory, this study proposes a theoretical framework. In this framework, workplace ostracism and workplace incivility are theorized to strengthen innovative work behavior, directly and indirectly, through job anxiety. Data were collected from the workers of small and medium sized enterprise (SME) entrepreneurs located in Pakistan. To estimate the proposed relationships in the conceptual model, we used structural equation modeling (SEM) through AMOS-21. The outcomes of this study confirmed that workplace ostracism and workplace incivility had a negative impact on innovative work behavior. It was also confirmed that job anxiety mediates in the relationship between workplace ostracism, workplace incivility, job anxiety, and innovative work behavior. At the end of the study, we thoroughly discussed the conclusions, practical implications, limitations, and future research directions of the study.

Sustainable Work Performance: The Roles of Workplace Violence and Occupational Stress.

The purpose of this study is to analyze the relationships between workplace violence, occupational stress, and sustainable work performance. Multiple dimensions of workplace violence (harassment, mobbing, ostracism, and stalking) were used in this study. A questionnaire survey was used, composed of 48 items with a 5-point Likert scale (1, strongly disagree, to 5, strongly agree). Data were collected from 15 hospitals in the vicinity of Karachi, Lahore, and Islamabad, Pakistan. The target population of this study consisted of doctors, nurses, and paramedical staff. We distributed 500 questionnaires among the target population. In total, 345 usable questionnaires were returned, resulting in a response rate of 69%. Partial least squares structural equation modeling was used to test the direct and indirect effects. The results of this study highlight that in both direct and indirect relationships, workplace violence negatively influences sustainable work performance. The findings of this study are as follows: First, harassment reduces employee morale, which consistently lessens employees' work performance. Second, mobbing at the workplace reduces productivity, increases levels of stress, anxiety, depression, and irritability, and increases low work engagement, work absences, and work destruction. Third, ostracism at the workplace reduces motivation among workers and organizations, which reduces work efficiency. Work performance is undermined due to stalking at the workplace because it creates a bad image and brings toxicity among colleagues and peers. Fourth, occupational stress is considered a stigma among employees who are facing stress at the workplace. We can conclude that if employees are happy and healthy, they can be their most productive. So, organizations need to construct a culture where employees can be at their best and shine.

How Human Resource Management Practices Translate Into Sustainable Organizational Performance: The Mediating Role Of Product, Process And Knowledge Innovation.

BACKGROUND: This study examined how human resource management (HRM) can directly and indirectly influence sustainable organizational performance (SOP), with organizational innovation (OI) as a mediator. RESEARCH METHODS: For this quantitative study, a 31-item questionnaire was used to collect data on HRM and SOP from 20 Shanghai branches of five Chinese banks. HRM was defined as multidimensional, consisting of employee staffing, staff development, performance management, and compensation and benefits. Partial least squares structural equation modeling (PLS-SEM 3.2) was used to estimate the effects. RESULTS: The HRM practices of performance management and compensation and benefits showed a direct and positive influence on SOP. Looking at indirect relationships, all four dimensions of HRM practices were positively related to OI (product, process, and knowledge innovation), which, in turn, was positively related to SOP. Organizational innovation was thus shown to play a mediating role between HRM and SOP. CONCLUSION: The study emphasizes that the banking sector of China consists of many employees who maintain old styles of working, alongside some who attempt to take on the new innovative working mechanisms and engage with staff development programs. This latter group of personnel make a valuable contribution to SOP. Moreover, the effect on organizational dynamics of implementing HRM practices aids in bringing about innovations in processes, products, and knowledge.