Organizations are relying on their leaders to demonstrate effective leadership behavior that positively affects employee innovation. However, discrepancies are often found between leaders’ self-perception and followers’ perception of leadership. Understanding the discrepancies is critical for narrowing the leader–follower perception gap and achieving congruence between leaders and followers. This forms the motivation of this study, which aims to compare and contrast the direct and mediated (through psychological empowerment) impact of transformational leadership behavior on employee innovation performance from the perspective of both leaders and followers. Multisource data using questionnaires were collected from 66 leaders and 220 followers in the United Arab Emirates. The results show that leaders’ self-perception scores were significantly lower than that of their followers. Also, discrepancies in perceptions of the direct impact of transformational leadership behavior on employee innovation were found such that a positive and significant relationship was found for followers while no significant relationship was found for leaders. Finally, psychological empowerment mediates the relationship between transformational leadership and employee innovation performance for both leaders and followers, though leaders perceive the mediation of psychological empowerment to be stronger than followers perceive it to be. The study findings show the importance of obtaining multiple-source feedback to first assess the perceptions of both leaders and followers and then make necessary interventions (if required) to narrow perception gaps between leaders and followers since discrepancies could lead to poor organizational culture.

Purpose The purpose of this paper is to investigate the impact of ownership of public sector organizations on the implementation of knowledge management (KM) processes and subsequent performance. Design/methodology/approach Using 268 responses obtained from a structured country-wide survey, the study assesses the hypothesized differences in the implementation of KM processes (knowledge creation, knowledge capture and storage, knowledge sharing and knowledge application and use), the overall performance benefits of implementation (innovation, quality and operational performance), and their relationships, among the federal, state and semi-government organizations in the United Arab Emirates. Findings The results show that federal government organizations implement all four KM processes to the greatest extent, followed by state and semi-government organizations. In general, all KM processes had a significant positive impact on the innovation, quality and operational performance of the public sector, but the strength of this impact was found to differ across different public sector organizations. The overall improvement in all three performance aspects was found to be highest for federal, followed by state and semi-government organizations. Practical implications The findings of this study are useful for practitioners and policymakers, especially those overseeing national KM programs to devise strategies, policies and support mechanisms to ensure that public sector organizations, regardless of their ownership, can implement efficient and effective KM processes and achieve their desired performance goals. Originality/value The study is arguably the first comprehensive attempt to understand the impact of firm ownership on KM in the public sector.

Employer branding is becoming increasingly important for organizations to attract and retain top talent. While practitioners use a range of tactics to build and promote employer branding, it is still unclear as to what exactly constitutes effective employer branding. This gap in the literature formed the motivation of this study, which aims to develop, validate and apply a multi-dimensional measurement model of employer branding. First, a comprehensive measurement model of employer branding comprising eight constructs (brand value, development value, economic value, ethical and moral value, functional value, interest value, management value, and work-life balance) was developed through an extensive literature review. Next, using data collected through a structured survey, the validity of the proposed model, including the relevance/appropriateness of each construct and its unique contribution to employer branding, was assessed. The second-order confirmatory factor analysis results established the existence of a robust higher-order measurement model for employer branding, with each of the eight constructs contributing significantly and uniquely. The model was then applied to assess the hypothesized difference in employer branding across different demographic groups, namely gender and overall work experience. The results indicate a significant difference in the model across the various demographic groups. Overall, the study significantly contributes toward the theoretical advancement of employer branding. Future researchers could adopt the validated model and measurement items in different settings. For practitioners, the results indicate that employer branding requires an all-encompassing effort rather than being oriented towards few attributes. Also, the study findings highlight the need to customize employer brand strategies across different demographic groups.

The COVID-19 pandemic has had a destructive effect on the tourism sector, especially on tourists’ fears and risk perceptions, and is likely to have a lasting impact on their intention to travel. Governments and businesses worldwide looking to revive and revamp their tourism sector, therefore, must first develop a critical understanding of tourist concerns starting from the dreaming/planning phase to booking, travel, stay, and experiencing. This formed the motivation of this study, which empirically examines the tourist sentiments and concerns across the tourism supply chain. Natural Language Processing (NLP) using sentiment analysis and Latent Dirichlet Allocation (LDA) approach was applied to analyze the semi-structured survey data collected from 72 respondents. Practitioners and policymakers could use the study findings to enable various support mechanisms for restoring tourist confidence and help them adjust to the’new normal.’