This study aimed to clarify the effect of artificial intelligence with its variables (ES, NN, GA, and IA) on job performance. The banking sector in Jordan is used as a study community and targeted managers at all levels, and in order to achieve the objectives of the study, a questionnaire is developed for the purpose of collecting data from the random sample. The sample consisted of (319) managers. Also, the study used the descriptive approach and the data are analyzed on SPSS. The results showed that there is a statistically significant effect of artificial intelligence that affects job performance through (GA, and IA) only. In addition, the results showed that gender, academic qualification and years of experience have a statistically significant effect on job performance in commercial banks in Jordan. The study recommends preparing future research for the same variables and the study community, but for another country, in order to generalize the results.

Knowledge-Based View as an intangible resource for the company will become the knowledge capability it possesses. Particularly in the context of SMEs in developing countries like Indonesia, SMEs have a big role in contributing to the country's economy. Therefore, knowledge capability is a resource that must be owned by SMEs that should be able to encourage adopting this type of innovation. In accordance with the basis of Knowledge-Based View, this knowledge will have an impact on company performance and its competitive advantage through the types of innovations that have been adopted. The quantitative method was used by distributing questionnaires totaling 120 SMEs in Indonesia and the data were processed using PLS-SEM. This study has a hypothesis that the relationship between knowledge management capability has a positive and significant effect on firm performance, as well as the mediating role of the type of innovation. The results in this study indicate that knowledge management capability does not have a significant effect on firm performance. However, the relationship between knowledge management capability shows that it has a significant effect on marketing, product, process, and service innovation. Discussions related to these results are also explained by implication factors in this study.

Academia is prone to incivility and interpersonal conflict like any other workplace environment, although incivility in academia is manifested in behaviors such as undermining colleagues’ professional standing, intelligence and authority; reprobating other’s accomplishments; and hiding knowledge from other faculty members. The autonomy, independence, academic freedom, and tenure in academia lead to a working environment (culture) with different “rules of engagement”, governed by the faculty members themselves. This study examines the impact of employee cynicism on faculty’s interpersonal conflict as a source of stress, which leads to undesirable organizational behaviors, namely higher turnover intention and knowledge hiding behavior; furthermore, the role of faculty’s emotional intelligence as a moderator on the relationship between interpersonal conflict among faculty members and turnover intention has been investigated as a second objective of this study. The study uses a quantitative method of research and analysis, by collecting data from 200 faculty members in private higher education institutions. The study’s hypotheses were tested by Smart PLS3 (SEM) to conclude that: 1) interpersonal conflict directly influences turnover intention and knowledge hiding behavior; 2) employee cynicism has no mediating effect in the relationship between interpersonal conflict, and turnover intention or knowledge hiding behavior; 3) Faculty’s emotional intelligence moderates the relationship between interpersonal conflict and turnover intention.

The study of entrepreneurship continues to expand as a field of inquiry and remains one of the most attractive realms of research in the field of management science. This study follows an evidence-based research approach and conducts a systematic review and meta-analysis on the entrepreneurship, management, and sustainable development in entrepreneurial firms working in the Middle East. The study has conducted a bibliometric search for outlining the systematic and empirical evidence on entrepreneurship, management, and sustainable development, and to examine the relevant literature from the particular domain, followed by PRISMA guidelines. Total of 25 articles were extracted dated from 2006 to 2020. One of the potential aspects regarding entrepreneurship, management, and sustainable development in the region was the introduction of entrepreneurial led family businesses that unlock the potential of the region. The rapid urbanization and population growth in the Middle East have put massive pressures on their environments. Entrepreneurship had a significant and positive impact on both sustainable development and management. Influenced by the entrepreneurial ecosystem, the Middle Eastern countries showed a dynamic performance at a macro level. This systematic review and meta-analysis provide information on the current state of the empirical entrepreneurship, management, and sustainable development literature.

The present study aimed to examine the direct impact of transformational leadership dimensions on employee strategic renewal behaviour and venture behaviour, and through a mediating role of job satisfaction and employee commitment to organizational change. The study sample consisted of 464 employees in different firm types in Ho Chi Minh city of Vietnam. The data is analysed using a structural equation model (SEM). The paper shows that dimensions of transformational leadership (namely intellectual stimulation, inspirational motivation, and individual consideration) have positive and significant influence employee strategic renewal behaviour and venture behaviour directly, and via job satisfaction and commitment to organizational change (affective commitment and normative commitment) as a moderating mechanism.

In increasing their productivity and attitudes in serving the community, every work they do should be considered meaningful both for themselves and for others. Many aspects influence the emergence of meaningful work, including the spiritual leadership style applied by the leader to his subordinates, the spirituality factor in the workplace that affects, and the internal need factors that are reflected in the form of self-transcendence. This is where the strategic function of the institution plays a role in coordinating and integrating spiritual leadership, spiritual workplace, self-transcendence within the individual and the creation of meaningful work is based on the principle of benefits both for themselves and for society so that the function of the Government as a public servant can run well. The purpose of this study was to examine and analyze the relationship between spiritual leadership and spirituality in the workplace towards self-transcendence and realizing meaning in work (Meaningful Work). The population of this study was ASN from 5 agencies and agencies under the Bengkulu city government, namely the Education Office, the Population and Civil Registration Service, the Health Service, the Tourism Office, the Youth and Sports Service. The number of samples was 150 people by convenience sampling method. The research method begins with validity and reliability testing with Confirmatory Factor Analysis. This is followed by an explanation of the statistical descriptions related to the respondent's profile, hypothesis testing using the SEM method by taking into account the goodness of fit test. The results showed that all hypotheses were accepted except the hypothesis of the effect of spiritual leadership on meaningful work by mediating self-transcendence.

There has been increasing awareness of the benefits of healthy and organic food products as more knowledge has been gained on their effects on health, environment, social convenience and sustainable development. Acquiring insight into consumer attitudes is essential for the industry to grow. Compared with the rest of the world, the Kurdistan region of Iraq is still in the early stages of understanding the importance of healthy and organic food products. The study aim was to investigate the attitudes of Kurdish consumers concerning healthy and organic food. I administered an online survey to 452 respondents, and their responses were analysed by using descriptive statistics and performing correlation, linear regression and factor analysis. The findings indicated that health concerns were the main reason for healthy and organic food consumption. I also found that quality and taste were important factors in purchasing decisions and that consumers were willing to pay a premium price if these foods were available. However, there was a general lack of concern about food production effects on the environment and animal welfare. This research provides a new insight into the attitudes of Kurdish consumers in Iraq towards healthy and organic food. This population has not been covered before, which in turn will add to the literature on this subject.

In the face of global competition and the coronavirus disease-19 (COVID-19) pandemic, the logistics service providers (LSPs) are facing severe challenges to attain their logistics performance indicators. To continue in such a market place, LSPs need to maintain a dedicated integration relationship with their clients by enhancing client special treatment benefits. The aim of this study is to apply the relational view (RV) theory and the relationship marketing (RM) perspective to examine the moderation effect of special treatment benefits on the link between logistics integration and LSPs’ logistics performance (i.e., cost leadership and customer services innovation). Data was collected from 214 Malaysian LSPs, and analysed using partial least squares-structural equation modelling (PLS-SEM). Although the results show that logistics integration has a strong impact on both performances, further analysis shows that a high level of logistics integration has an association with high levels of special treatment benefits (moderating effect), in turn, maintaining performance at a high level. The exploring of the moderation effect of special treatment benefits contributes to the RV theory by incorporating the RM to reflect the moderation effect. Additionally, the study contributes empirically to the field of strategy and RM within the LSPs’ industry. Finally, the findings enable LSPs to better allocate resources to ensure more effective value-based strategies that emphasise on client special treatment benefits to develop financial confidence and maintain long-term dedicated relationships, so as to achieve the target outcomes.

Colleges/universities outside the Seoul metropolitan area (hereafter “non-Seoul universities”) are in a crisis of existence due to a decline in the school-aged population in South Korea. Most non-Seoul universities are making efforts to implement self-rescue measures for survival. This study examines the relationships among different types of organizational culture (innovative, collective, rational, and hierarchical), organizational silence (acquiescent, prosocial, and defensive), and faculty–student interaction as perceived by non-Seoul university professors to provide useful implications for effective human resource management plans for the professors, who are responsible for entrance examinations and education at non-Seoul universities in crisis. An online survey was employed to collect data from professors at private community colleges/universities outside the Seoul metropolitan area. Responses from 421 professors were used for data analysis. Results are as follows. First, when professors perceived innovative and collective cultures, their defensive silence decreased while prosocial silence increased. Second, when rational culture was perceived, defensive silence increased while prosocial silence decreased. Third, acquiescent silence increased while prosocial silence decreased when hierarchical culture was perceived. Fourth, faculty–student interaction was enhanced when innovative and collective cultures were prevalent. Finally, prosocial silence had a positive effect on faculty–student interaction. The findings imply that if university managers change policy to encourage professors to perceive the university culture as innovative and collective, prosocial silence, which is positive from the organization’s perspective, will increase, facilitating interactions between professors and students.

Job insecurity has evolved in a wide range of phenomena that have been little addressed in the academic literature. One of these phenomena is to observe how the implementation of labor legislation within an economic crisis affects the perception of job insecurity. Thus, this research proposes that organizational justice, organizational support, and employability become three explanatory dimensions that shape job insecurity in the face of a change in labor legislation during an economic crisis. Through a survey of 205 employees of private companies in Puerto Rico and analyzing the data through PLS-SEM, the study demonstrates and supports new literature on how each variable considered affects perceptions of job insecurity and the productivity of human capital in the face of a change in labor legislation, a topic little addressed in the academic literature.