Articles
Interdisciplinary Journal Of Management Studies (29810795)18(1)pp. 55-70
This study aims to examine the mediating role of brand jealousy in the relationship between brand attachment and behavioural intentions, as well as the moderating effect of perceived unfairness. This research used a quantitative method to test the research hypotheses. The data were collected from 196 respondents in Iran using a structured questionnaire, and the analysis was conducted using the AMOS 24.0 software. The results indicate that brand attachment leads to brand jealousy and brand jealousy leads to positive behavioural intentions toward the brand and negative behavioural intentions toward the rival customer. Perceived unfairness weakens the relationship between brand jealousy and intentions toward the brand, but does not strengthen the relationship between brand jealousy and intentions toward rivals. Overall, these findings provide insights into the role of brand attachment, brand jealousy and perceived unfairness in shaping consumer behaviour and highlight the importance of managing brand relationships and ensuring fairness in the marketplace. © The Author(s).
Management Decision (00251747)
Purpose: Despite companies’ efforts to promote knowledge sharing, employees still tend to hide information, which negatively impacts the overall knowledge sharing process. This study examines the relationship between narcissistic organizational identification (NOI) and knowledge hiding within a dyadic framework. We investigate how a CEO’s NOI can influence subordinates’ knowledge hiding through the mediating roles of ego depletion and psychological distress, and the moderating role of coworker relational energy. Design/methodology/approach: The statistical population consisted of CEOs and their middle managers working in various organizations in Iran and Italy. Data were collected in two separate studies to increase the generalizability of the findings. This study utilizes structural equation modeling to examine the proposed model. Findings: The results indicated that narcissistic organizational identification has a significant positive effect on ego depletion and psychological distress in both countries. In addition, relational energy has a significant negative effect on the relationship between narcissistic organizational identification and ego depletion and psychological distress. Furthermore, the results showed that ego depletion and psychological distress have a significant positive effect on knowledge hiding. Practical implications: Managing or reducing knowledge hiding behavior requires addressing its key drivers: narcissistic organizational identification, ego depletion, and psychological distress. Originality/value: Despite the numerous studies conducted in the field of knowledge sharing, identifying the factors influencing knowledge hiding remains an interesting area of research. By uncovering a unique mechanism from NOI to knowledge hiding, this research adds to the existing body of literature on knowledge sharing behaviors. © 2025, Emerald Publishing Limited.
Leadership in Health Services (17511879)37(3)pp. 305-326
Purpose: This study aims to advance the understanding of humble leadership (HL) in health care. Design/methodology/approach: This study presents a scoping review to explore and synthesize the existing knowledge in the literature. The search process encompassed three main online databases, PubMed, Scopus and Web of Science. Due to the novelty of the topic of HL in health care and the lack of research in this area, all articles published until the end of February 2023 were considered in this study. Findings: A total of 18 studies were included. The results showed that in the period of 2019–2023 more attention was paid to HL in health care than in previous years. The research design used in these articles included quantitative (n = 13) and qualitative (n = 5) methods and the statistical population included nurses, hospital employees and health-care department managers. Based on the results obtained, the definition of HL can be divided into two general approaches, including self-evaluation and the way one treats others. In addition, humble leaders in the health-care sector should exhibit certain behavioral characteristics and finally, the results indicated that HL has several positive consequences; however, little attention has been paid to the factors influencing HL in health care. Practical implications: This research will help practitioners gain a deeper understanding of the various applications of HL in health care. Originality/value: To the best of the authors’ knowledge, no comprehensive research review has yet been conducted on the application of HL in health care. © 2023, Emerald Publishing Limited.
Journal of Modelling in Management (17465672)19(6)pp. 1989-2008
Purpose: This study aims to identify the factors influencing the creation of a toxic workplace and to examine how to improve a toxic workplace in the electronics industry. Design/methodology/approach: First, the factors that influence the creation of a toxic work environment were identified by reviewing the research literature. Then, the current status of each identified factor in Iran’s electronics industry was evaluated by developing a questionnaire. Based on the survey data, a relationship map between the factors influencing the toxic workplace was created using the fuzzy cognitive mapping technique. Finally, scenarios were designed to improve the toxic workplace. Findings: The results show that the “workplace bullying” factor is the factor with the highest centrality in relation to other factors. The results of the scenario design indicate the effectiveness of the “unrealistic expectations at work” factor as a scenario trigger. Originality/value: This study helps reduce the toxic workplace in the organization, which plays an important role in improving the employees’ work performance and the organization’s development. © 2024, Emerald Publishing Limited.
The Analytic Hierarchy Process (AHP), Fuzzy Analytic Hierarchy Process (FAHP), and Analytic Network Process (ANP) methods are widely used for decision-making across various fields, and have shown success in numerous applications within human resource management (HRM). The purpose of this study is to present a systematic literature review on the applications of AHP, FAHP, and ANP in human resource management. The search process encompassed two main online databases, Scopus and Web of Science. This research covers a total of 180 application papers. To help readers extract quick and meaningful information, references are summarized in tabular format. The results showed that these methods have been applied in various domains of HRM such as performance management and appraisal, selecting human resources, talent attraction and retention, intellectual capital, workplace safety, reward management, e-HRM, green HRM, etc. To the best of our knowledge, no comprehensive research review has yet been conducted on the applications of AHP in HRM. Copyright © 2024 Salehzadeh and Ziaeian.
