Global Business and Organizational Excellence最新文献

{"title":"The art of revising for premier journals","authors":"Weng Marc Lim","doi":"10.1002/joe.22184","DOIUrl":"10.1002/joe.22184","url":null,"abstract":"<p>While many authors do get pass desk rejection and are invited to submit a revision, not all authors do so with success, both at the first attempt as well as in subsequent attempts. In other words, authors may still receive rejections even after revising their manuscripts, both in the first round as well as subsequent rounds of revision. Though such rejections, especially in later rounds, are less frequent but nonetheless painful when it happens due to the effort and time that authors have invested to produce the revision, it must be understood that revised manuscripts that are not done well will make it difficult, if not impossible, for the editorial and review team to allow such manuscripts to continue progressing in the peer review process, let alone recommending an acceptance. To put it simply, it is really not possible for editors and reviewers to accept a manuscript with continued errors (e.g., factual, formatting, and language errors in the main text, figures, tables, references, and/or appendices) and unresolved issues (e.g., unconvincing argument, conduct, and conclusion), especially when they are caught. Noteworthily, peer review is a voluntary process in which editors’ and reviewers’ investment (e.g., effort and time) should be respected (Dolnicar, <span>2021</span>), and thus, their service should be called upon judiciously (Lim, <span>2021</span>).</p><p>To support authors who wish to produce a good revision and get published in premier journals (i.e., <i>the aim</i>), this article curates a set of actionable guidelines that authors can rely on to revise really well for premier journals (i.e., <i>the way the aim is achieved</i>). These guidelines are informed through a triangulation of experiences as an author, an editor, and a reviewer for premier journals (i.e., <i>the source of rigor in achieving the aim</i>). Authors who take a leaf out of these guidelines should have a better chance of convincing editors and reviewers that their revisions are truly up to mark for potential publication in premier journals (i.e., <i>value of achieving the aim</i>).</p><p>Decision letters are sent out at various times of the day—for example, early in the morning, during the day, or in the wee hours of the night—depending on where authors and editors live in the world. More often than not, a decision letter is accompanied by a long list of comments and suggestions from editors and reviewers, which may be overwhelming in the first instance of receiving and reading that letter. In this regard, it may be <i>a good idea to have a quick read of the review feedback</i>, <i>preferably during the day and not before sleep, and then to take a step back to reflect before discussing and working with peers on a revised version of the manuscript</i>, be it for the same journal (i.e., when there is an invitation to submit a revision) or another journal (i.e., when there is no invitation to submit a revision). In other words, authors should have a calm mind and a","PeriodicalId":35064,"journal":{"name":"Global Business and Organizational Excellence","volume":"42 1","pages":"5-9"},"PeriodicalIF":0.0,"publicationDate":"2022-10-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/joe.22184","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47929604","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Green procurement and green innovation for green organizational legitimacy and access to green finance: The mediating role of total quality management","authors":"Innocent Senyo Kwasi Acquah,&nbsp;Charles Baah,&nbsp;Yaw Agyabeng-Mensah,&nbsp;Ebenezer Afum","doi":"10.1002/joe.22183","DOIUrl":"10.1002/joe.22183","url":null,"abstract":"<p>Green manufacturing practices and total quality management (TQM) are relevant mechanisms that hold promise for firms to plan and monitor their activities for sustainable outcomes. However, despite their potential for sustainability and continuous improvement, their application and study in the literature have remained largely separated and underexplored. To address this gap, we draw on the institutional and stakeholder theories to examine how green procurement, green product innovation and green process innovation enhance green organizational legitimacy and access to green finance by using TQM as a mediator in these relationships. We used the partial least square structural equation modeling (PLS-SEM) technique to analyze survey data from 244 manufacturing firms in Ghana. The results showed that green procurement influenced TQM and green organizational legitimacy but not access to green finance. Likewise, green product innovation and green process innovation enhanced TQM, green organizational legitimacy, and access to green finance. TQM had differential degrees of mediation on the effects of green procurement, green product innovation, and green process innovation on green organizational legitimacy and access to green finance. We contribute to prior studies by integrating green manufacturing practices and TQM in ways that help managers of manufacturing firms who wish to unravel the complexities of integrating green manufacturing practices and TQM.</p>","PeriodicalId":35064,"journal":{"name":"Global Business and Organizational Excellence","volume":"42 3","pages":"24-41"},"PeriodicalIF":0.0,"publicationDate":"2022-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43789021","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"My sweet-hard boss: How do paternalistic managers influence employees’ work-family and family-work conflict?","authors":"Tülüce Tokat,&nbsp;Aslı Göncü-Köse","doi":"10.1002/joe.22182","DOIUrl":"10.1002/joe.22182","url":null,"abstract":"<p>Paternalistic Leadership (PL) is endorsed especially by employees who score high on collectivism and power distance and is found to be negatively associated with Work-Family Conflict (WFC) and Family-Work Conflict (FWC) in many studies. However, the psychological mechanisms underlying these relationships have been the focus of few studies. We propose that PL is positively related to psychosocial and career support, and affective and job dependence; psychosocial and career support, and affective dependence, in turn, decrease employees’ WFC and FWC while job dependence increases them. Data were collected from 730 employees in Turkey and analyzed with Structural Equation Modeling (SEM). PL was positively associated with all of the mediating variables. The relationships of PL with WFC and FWC were fully mediated by psychosocial support; however, career support did not mediate the relationship between PL and WFC. Unexpectedly, affective dependence was positively associated with WFC and FWC. PL was also positively associated with WFC via its positive effect on job dependence. Results suggest that both affective and job dependence enhanced by PL increase employees’ WFC and FWC for different reasons. Moreover, although paternalistic managers provide career support, the main psychological mechanism that mediates the relationships of PL with WFC and FWC is psychosocial support.</p>","PeriodicalId":35064,"journal":{"name":"Global Business and Organizational Excellence","volume":"43 1","pages":"5-18"},"PeriodicalIF":0.0,"publicationDate":"2022-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44423486","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Factors influencing small and medium enterprises’ innovativeness: Evidence from manufacturing companies in Harare, Zimbabwe","authors":"Charles Makanyeza,&nbsp;Blessing Kudzai Mabenge,&nbsp;Grace Portia Kuda Ngorora-Madzimure","doi":"10.1002/joe.22180","DOIUrl":"10.1002/joe.22180","url":null,"abstract":"<p>The study investigated factors influencing innovativeness in small and medium enterprises (SMEs). Using empirical data from 330 SMEs, structural equation modelling was employed to test the factors that influence innovativeness at the level of the firm, namely the firm's resources, government support and institutional policies, networks and collaborations, the organization's innovative culture, local knowledge diffusion, and facilitating conditions. Results show that the firm's resources, government support and institutional policies, and networks and collaborations each positively influences innovativeness at the level of the firm. On the contrary, the organization's innovative culture, local knowledge diffusion and facilitating conditions were found to have insignificant effects on innovativeness. It is recommended that, to increase innovativeness, SMEs should invest in building up their resources in terms of both tangible and intangible resources. They can also lobby the government for support and to institute policies that promote innovativeness. Furthermore, SMEs are advised to build networks and collaborations with other institutions such as colleges, universities, research institutions and well-established and innovative firms. SMEs in developing and emerging markets can benefit from these findings.</p>","PeriodicalId":35064,"journal":{"name":"Global Business and Organizational Excellence","volume":"42 3","pages":"10-23"},"PeriodicalIF":0.0,"publicationDate":"2022-09-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/joe.22180","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47246531","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The art of writing for premier journals","authors":"Weng Marc Lim","doi":"10.1002/joe.22178","DOIUrl":"10.1002/joe.22178","url":null,"abstract":"<p><i>Premier journals</i> are <i>top-ranked publication outlets</i> whose reputation is established and maintained based on the <i>high level of scrutiny</i> that is paid to the <i>argument</i> (e.g., is it convincing?), <i>contribution</i> (e.g., is it valuable?), <i>conduct</i> (e.g., is it rigorous?), and <i>delivery</i> (e.g., is it well presented?) of articles submitted for potential publication—they are essentially the <i>sentinels of good science</i> (Lim, <span>2018</span>, <span>2021</span>).</p><p>To support academics who wish to get published in premier journals (i.e., <i>what is the aim?</i>), this article curates a set of actionable guidelines that academics can rely on to craft articles for premier journals (i.e., <i>how the aim is achieved?</i>). These guidelines are shaped based on a triangulation of experience as an author, editor, and reviewer for premier journals (i.e., <i>what is the source of rigor?</i>). Academics who follow these guidelines should improve their chances of getting published in premier journals (i.e., <i>so what if the aim is achieved?</i>).</p><p>The anatomy of an article that is commonly found in premier journals consists of well written (i) <i>title</i>, (ii) <i>abstract</i>, (iii) <i>introduction</i>, (iv) <i>theoretical background</i>, (v) <i>methodology</i>, (vi) <i>findings</i>, (vii) <i>discussion</i>, (viii) <i>conclusion</i>, (ix) <i>references</i>, and (x) <i>appendices</i>.</p><p>The current issue of <i>Global Business and Organizational Excellence</i> (<i>GBOE</i>) features three highly contemporary studies.</p><p>The COVID-19 pandemic is now in an endemic stage, but cases continue to come in cycles and waves globally at the time of writing. Kee et al. (<span>2022</span>) highlighted that COVID-19 has transformed not only education, work, and social life, but also the ongoing digitization of bullying, wherein a rise in cyberbullying on social media was evidenced following the COVID-19 pandemic. This study adds to the existing collection of COVID-19 studies in <i>GBOE</i> (e.g., Al-Abrrow et al., <span>2021</span>; Bretas &amp; Alon, <span>2020</span>; Mello &amp; Tomei, <span>2021</span>; Sahoo et al., <span>2022</span>; Sutarto et al., <span>2022</span>), which remain free for download as part of Wiley's commitment to make COVID-19 research freely accessible to the public.</p><p>The Ukraine and Russia conflict also remains ongoing at the time of writing. Lim et al. (<span>2022b</span>) adopted a crowdsourcing approach to provide a prospective evaluation of the impact of war for business and society using the Ukraine and Russia conflict as a case. Their study showed that a war can impact both business and society within and outside war-torn countries in various ways. This study is open access, which means that readers can download and enjoy its content for free.</p><p>As organizations navigate through disruptive challenges and unprecedented externalities, the need for a new approach to achieve o","PeriodicalId":35064,"journal":{"name":"Global Business and Organizational Excellence","volume":"41 6","pages":"5-10"},"PeriodicalIF":0.0,"publicationDate":"2022-08-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/joe.22178","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43958519","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Predicting positive and negative behaviors at the workplace: Insights from multi-faceted perceptions and attitudes","authors":"Hasan Oudah Abdullah,&nbsp;Hadi AL-Abrrow","doi":"10.1002/joe.22179","DOIUrl":"10.1002/joe.22179","url":null,"abstract":"<p>Behavior at the workplace is one of the most important factors that distinguishes one organization from another. The current study attempts to test two pathways through which positive and negative behavior at the workplace can be predicted. The positive path leading to positive behavior (i.e., task performance, organizational citizenship behavior [OCB]) is shaped by positive perceptions (i.e., perceived organizational justice, perceived organizational support, perceived organizational identity) and positive attitudes (i.e., organizational commitment, work engagement), while the negative path leading to negative behavior (i.e., counterproductive work behavior [CWB], turnover intentions) is shaped by negative perceptions (i.e., perceived organizational politics, perceived abusive supervision, perceived overqualification) and negative attitudes (i.e., job stress, job burnout). Data were collected from 1344 individuals working in various companies in the public sector (e.g., industrial, service, health, education) in Iraq. To achieve the purpose of the study, 16 hypotheses were tested. The results of the study supported positive and negative pathways of perceptions, attitudes, and behavior. The results also indicated that positive perceptions and attitudes are good predictors of negative behavior, while negative perceptions and attitudes also predict positive behavior. This indicates that obtaining the best results of behavior in the workplace should be through strengthening the package of positive variables and reducing the package of negative variables. Based on the results, the study discussed a number of theoretical and practical implications and offered a set of recommendations.</p>","PeriodicalId":35064,"journal":{"name":"Global Business and Organizational Excellence","volume":"42 4","pages":"63-80"},"PeriodicalIF":0.0,"publicationDate":"2022-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46866568","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Abusive supervision and knowledge hiding: The moderated mediation role of overall justice and gender","authors":"Kian Yeik Koay,&nbsp;Pang Kiam Lim","doi":"10.1002/joe.22181","DOIUrl":"10.1002/joe.22181","url":null,"abstract":"<p>The purpose of this study is to examine the influence of abusive supervision on knowledge hiding via overall justice based on social exchange theory. In addition, using a moderated mediation framework, gender is proposed and tested as a moderator of the relationship between abusive supervision and knowledge hiding through overall justice, grounded in social role theory. Two hundred and forty-three participants are recruited from public listed companies in Malaysia. Partial least squares structural equation modeling (PLS-SEM) is used as the main analytic tool. The results reveal that abusive supervision has a significant negative influence on overall justice. In addition, both the influence of overall justice on knowledge hiding and the mediating effect of overall justice between abusive supervision and knowledge hiding is not significant. However, the influence of abusive supervision on knowledge hiding through overall justice is significant for males but not for females. The study contributes to the knowledge-hiding literature by providing new insights into how males and females cope with abusive supervision to restore equity.</p>","PeriodicalId":35064,"journal":{"name":"Global Business and Organizational Excellence","volume":"42 2","pages":"16-28"},"PeriodicalIF":0.0,"publicationDate":"2022-08-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44612500","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Understanding passengers’ satisfaction and loyalty towards ridesharing services","authors":"Mohd Farid Shamsudin,&nbsp;Abdul Rahim Abu Bakar,&nbsp;Fariza Hashim","doi":"10.1002/joe.22176","DOIUrl":"10.1002/joe.22176","url":null,"abstract":"<p>This study examines the ridesharing services in a developing economy, with the aim of revealing the factors influencing passengers’ satisfaction and loyalty. This study is important as the ridesharing industry is growing at a tremendous rate and will ultimately attract many new players in the market. Offered abundant choices, consumers are exploring the best ridesharing services that meet their satisfaction. As the switching costs and brand loyalty are lower for on-demand services, it is pertinent to understand ridesharing passengers’ satisfaction and loyalty. The findings of this study are based on a questionnaire survey of 200 ridesharing passengers. The results reveal that both brand image and price significantly influence customer satisfaction. However, in terms of customer loyalty, only brand image is statistically significant. Price did not have a significant impact on customer loyalty. Overall, this research corroborated previous studies on the positive relationship of customer satisfaction and customer loyalty. The paper concludes by providing numerous theoretical and practical implications based on the findings of the study</p>","PeriodicalId":35064,"journal":{"name":"Global Business and Organizational Excellence","volume":"42 2","pages":"29-44"},"PeriodicalIF":0.0,"publicationDate":"2022-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42590271","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Cyberbullying on social media under the influence of COVID-19","authors":"Daisy Mui Hung Kee,&nbsp;Maryam Ammar Lutf Al-Anesi,&nbsp;Sarah Ammar Lutf Al-Anesi","doi":"10.1002/joe.22175","DOIUrl":"10.1002/joe.22175","url":null,"abstract":"<p>The sudden emergence of the COVID-19 pandemic has introduced new norms largely revolving around the use of social media, disrupting the mentality of Internet users, especially the youth, resulting in an increase in cyberbullying. The rise in the popularity of many apps that facilitate online interactions has increased the risk of cyberbullying incidents. Not only did the COVID-19 pandemic transform social life, work, and education towards online modes of interaction, but it has also contributed to the ongoing digitization of bullying. As work moved to the home, so did bullying. This study aims to understand how the COVID-19 pandemic, which affects social media usage, increases the incidence of cyberbullying. We tested our hypotheses using a sample of 200 Malaysian participants. The results showed that the relationship between the COVID-19 pandemic's influence and cyberbullying was significant. However, we failed to find any statistical evidence that gender moderates this relationship. This study found an increase in cyberbullying incidents resulting from the increased use of social media due to the COVID-19 pandemic's influence. Our findings contribute to the body of knowledge on the prevalence of cyberbullying in Malaysia, which may benefit future research.</p>","PeriodicalId":35064,"journal":{"name":"Global Business and Organizational Excellence","volume":"41 6","pages":"11-22"},"PeriodicalIF":0.0,"publicationDate":"2022-07-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/joe.22175","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45471253","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Behaving green.. who takes the lead? The role of responsible leadership, psychological ownership, and green moral identity in motivating employees green behaviors","authors":"Sherif Said Metwally Ismail,&nbsp;Omnia Abdelazeem Hilal","doi":"10.1002/joe.22177","DOIUrl":"10.1002/joe.22177","url":null,"abstract":"<p>There has been a growing interest in the organizational and individual factors that affect employees green behaviors. However, it is necessary to examine their interactive effect in order to help clarify the mechanism by which such behaviors are developed and how they could be better reinforced. To address this issue, we have developed and tested a dynamic model of the interactions among responsible leadership, psychological ownership, and green moral identity in predicting employees green behavior. Empirical data were collected from 292 employees working in one of the holding companies, Egypt. The results support the hypothesized model, in which responsible leadership is a significant predictor of employees green behaviors. Moreover, it was found that psychological ownership significantly mediates the relationship between responsible leadership and such behaviors, while green moral identity significantly moderated that relationship. The theoretical and managerial implications of results are discussed. Primarly, organizations should reinforce leaders’ sense of commitment toward protecting the environment. In turn, leaders should instil the concept of environmentalism as a continuous way of life in workplace culture.</p>","PeriodicalId":35064,"journal":{"name":"Global Business and Organizational Excellence","volume":"42 4","pages":"11-29"},"PeriodicalIF":0.0,"publicationDate":"2022-07-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48194496","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}