No abstract

Sustainability is not just a “buzzword” but refers to the ideal business strategy for encouraging sustainable behavior for remaining relevant and competitive. Managers of organizations are increasingly expected to duly consider and demonstrate the desired social and environmental intentions of translating leadership strategies into sustainable practices. Studies on employees' voluntary environmental behavior (VEB) are increasing in number, in that it is believed that behavior can contribute to achieving organizational sustainability strategy. However, despite the studies being published on this emerging field, leadership is a missing link regarding the psychological mechanism through which VEB can be defined and refined. Drawing on the theories of social learning and social exchange, this study seeks to establish the impact of ecocentric leadership (EL) on VEB and the mediating role of psychological green climate (PGC) in this nexus. Data were collected from wide‐ranging business organizations in Bangladesh through a self‐administered survey questionnaire. The results indicate that EL wields a significant direct influence on VEB. Moreover, EL through the mediating effect of PGC indirectly shapes VEB. The study contributes original insights to the discussions and debates on strategic leadership and climate accountability. Implications of ecocentric strategic leadership and recommendations for future research are discussed.

No abstract

Recent advancements in mHealth apps and services have played a vital role in strengthening healthcare services and enabling their accessibility to marginalized people. With the alarming rise in COVID-19 infection rates around the world, there appears to be an urgent call to modernize traditional medical practices to combat the pandemic. This study aims to investigate the key factors influencing the trialability of mHealth apps/services and behavioral intention to adopt mobile health applications. The study also examines the moderating effects of self-discipline motivation, knowledge, and attitude on the relationship between trialability and behavioral intention to use. The deductive reasoning approach was followed in a positivism paradigm. The study used convenience sampling and collected responses from 280 Generation Y participants in Bangladesh. Partial least square-based structural equation modeling was employed. The results revealed that relative advantage (β = 0.229, p < 0.05), compatibility (β = 0.232, p < 0.05), complexity (β = −0.411, p < 0.05), and observability (β = 0.235, p < 0.05) of mHealth apps influence the trialability of mHealth apps and services among users. Trialability compatibility (β = 0.425, p < 0.05) of mHealth was positively related to the behavioral intention to use these mobile apps. The study found no moderating effects of attitude (β = 0.043, p > 0.05) or self-discipline motivation (β = −0.007, p > 0.05) on the hypothesized relationships. The empirical findings of this study may facilitate the development, design process, and implementation of mHealth applications with improved features that can lead to high user acceptance among Generation Y during future health crises.

Artificial intelligence (AI) is now considered indispensable in undertaking operational activities, especially in the area of human resource analytics. However, in practice, the rate of the adoption of such modern algorithms in organisations is still in its early stages. Consequently, the primary objective of this study is to identify the main antecedents of the adoption of AI-based technologies in recruitment, using the lens of the unified theory of acceptance and use of technology (UTAUT) model, alongside perceived credibility and moderating variables, in the context of an emerging nation in South Asia, namely Bangladesh. Data were collected from 283 human resource professionals employed in different manufacturing and service firms in Bangladesh through the administration of a questionnaire, which was analysed by applying PLS-SEM. The outcomes of the study show that all the direct hypothesised relationships were found to be significant, apart from the extended variable of perceived credibility. However, no moderating effect of gender or firm size was found in any of the hypothesised propositions. Finally, policy implications and recommendations for future researchers are proposed.