Given the crucial role of entrepreneurial optimism (EO) in prompting university students’ green entrepreneurial intentions (GEI), scholars are still striving to explore the causal mechanism that can facilitate the underlying relationship. Based on the social cognitive theory, we hypothesize that individual’s psychological resources, entrepreneurial resilience (ER) and entrepreneurial self-efficacy (ESE), mediate the association between EO and GEI. In addition, this study seeks to investigate the impact of sustainability orientation (SO) in the relationship between EO and GEI. Data for this study have been collected from Chinese university students in their final years. The authors used variance-based Structural Equation Modeling (SEM) to test the proposed hypotheses. The findings indicate that EO significantly influences GEI. Further, ER and ESE significantly mediate the link between EO and GEI. Moreover, this study finds that SO significantly moderates the relationship between EO and GEI such that the association is stronger at high levels of SO and vice versa. To the best of the authors’ knowledge, no prior studies have tested these relationships. The findings suggest that the proposed model can be utilized by practitioners and policy makers to facilitate the execution of green entrepreneurship among university students.
Team work in competitive environment has attained greater Importance for organizations to enhance their performance. This paper is described the team conflict management with its antecedence like trust, task interdependence and managerial coping skill, whereas dependent variables i.e. team conflict management styles, employees satisfaction and organizational performance has been chosen as outcomes. To evaluate the deduction of other studies have been made part of this paper. This paper is conceptual in nature henceforth, relations between independently and dependent variables have been described. Studies proved that there is a strong relation between team conflict management with employee’s satisfaction and organizational Performance. It is recommended that to Executives, Managers Trust and Task interdependence between the team members have positive impact on TCMS (Team conflict management styles). Present paper provides the solution to handle the conflicts within the team and with the team. Future research is directed for its empirical testing of TCMS model†should be replaced with sound implication.
Most of the time Employees turnover intentions has been examined with the level of Human Resource Practices (HRP) in previous studies. Present study added social and Job characteristic study of 214 employees and managers from a fast food – outlet of Pakistan retail food service. Employee’s turnover intention was significantly associated at firm level and individual level factors and demonstrates the upgrading of food quality and service in the chain. The regression analysis was used to measure the relationship and significance among the observed constructs using SPSS 26. Job characteristics explains within-store variance. The hypothesis statement of the study projected that turnover intention has significantly affected due to individual level and firm level constructs setting in this situation. Outlet variance is described in adding to compensation, transformational leadership among employees in perspective of age and tenure similarity in the firm employees. Further research, limitation are managerial implication and theoretical framework can be discussed in detail.
Purpose Extant research on workplace ostracism has investigated a victimization perspective to understand ostracism at the cost of examining the perpetrator-centric view of ostracism. This study aims to draw on the self-categorization theory and the social exchange theory to investigate the harmful effects of workplace romance in cultivating workplace ostracism from the perspective of perpetrator to combat concerns for victim blaming. This study further proposes that workplace ostracism triggered by workplace romance provokes interpersonal conflict. Besides, this study investigates the moderating role of prosocial behavior in the underlying linkages. Design/methodology/approach This study uses a multisource, time-lagged research design to collect data from employees working in the service sector organizations in Pakistan. This study analyzes 367 responses using SmartPLS (v 4.0). Findings The findings of this study reveal that workplace romance elicits workplace ostracism, which, in turn, fosters interpersonal conflict among coworkers. In addition, this study finds that ingroup prosocial behavior strengthens the associations between workplace romance and workplace ostracism, and workplace romance and interpersonal conflict, mediated by workplace ostracism such that the associations are more potent at higher levels of ingroup prosocial behavior and vice versa. Originality/value To the best of the authors’ knowledge, this is the first study that examines workplace romance as the perpetrator-centric antecedent of workplace ostracism, and ingroup prosocial behavior in exaggerating the outgroup ostracism and interpersonal conflict.
The competitiveness in organizational entails to engender work conditions whereby trust among the employees and at every level of organizations is strong. Employees are committed and adhere to ethical values of the organization. These measures would enhance team performance which serves as a drive for the organization growth. This paper attempts to analyze the relationship of independent variable trust, organizational commitment and organizational ethics with the dependent variable team performance. A sample of 150 respondents was selected from public / private universities of Islamabad, Pakistan and by using AMOS and SPSS results were obtained. Reliability of instrument was ascertained which figure .708. Results reveal that trust in organization is 47% and organizational commitment has 21% impact on team performance. Whereas; relationship of ethics in organizations with the team performance did not demonstrate promising results. The reasons may be due to less effort to the ethical practices in their management system which would entails team performance in the organization. Future research would be conducted on the different areas of developing countries to check the practical implementation of ethical practices.
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