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In this study, I present a theoretical social learning model to investigate how confirmation bias affects opinions when agents exchange information over a social network. Hence, besides exchanging opinions with friends, agents observe a public sequence of potentially ambiguous signals and interpret it according to a rule that includes confirmation bias. First, this study shows that regardless of level of ambiguity both for people or networked society, only two types of opinions can be formed, and both are biased. However, one opinion type is less biased than the other depending on the state of the world. The size of both biases depends on the ambiguity level and relative magnitude of the state and confirmation biases. Hence, long-run learning is not attained even when people impartially interpret ambiguity. Finally, analytically confirming the probability of emergence of the less-biased consensus when people are connected and have different priors is difficult. Hence, I used simulations to analyze its determinants and found three main results: i) some network topologies are more conducive to consensus efficiency, ii) some degree of partisanship enhances consensus efficiency even under confirmation bias and iii) open-mindedness (i.e. when partisans agree to exchange opinions with opposing partisans) might inhibit efficiency in some cases., Status: Accepted (Mathematical Social Sciences, Elsevier)

We consider a social learning model where agents learn about an underlying state of the world from individual observations as well as from exchanging information with each other. A principal (e.g., a firm or a government) interferes with the learning process in order to manipulate the beliefs of the agents. By utilizing the same forces that give rise to the “wisdom of the crowd” phenomenon, the principal can get the agents to take an action that is not necessarily optimal for them but is in the principal’s best interest. We characterize the social norms and network structures that are susceptible to this kind of manipulation and derive conditions under which a social network is impervious and cannot be manipulated. In the process, we develop a new centrality measure and describe how our model offers insights into designing networks that are resistant to manipulation. This paper was accepted by Gabriel Weintraub, revenue management and market analytics.

Accounting career has received criticisms right from the University students, Accounting Professional Bodies and the Business World at large. Organizations both public and private sectors have all pointed figures at the poor quality of accounting graduates which Universities are producing. The main objective of this study was to assess the synergetic effect of Initial Accounting Courses, Students Performance and Professional Guidance on Accounting Career. The rationale was that students who performed well in the Initial Accounting courses were expected to excel in the other advanced accounting courses, given the chronological nature of accounting courses. Students were also expected to transfer the same knowledge to the accounting practice in the business world. This would be possible due to students’ relatively higher understanding and appreciation of accounting. It was also expected that Professional Guidance specific to the Accounting Career gave students adequate insights into the discipline that heightened the probability of their choosing Accounting Career. A conceptual framework was used to explain the key factors studied that indicated the interactive relationships amongst them. Four Theories were used including; Wearing Two Hats Theory, Social Learning Theory, Theory of Consumer Behaviour and Theory of Reasoned Action. The population of the study were the Bachelors of Commerce students from 29 Kenyan Universities. The sample comprised of the selected Bachelors of Commerce students from the selected twelve Kenyan Universities. The study adopted a cross sectional research design with a mixture of purposive and stratified random sampling techniques. A pilot study was conducted to test the validity and reliability of the study instruments. A researcher designed questionnaire was used to collect data from sampled students. Logistic regression model was used to test the null hypothesis which was rejected at 5% level of significance. The findings revealed a positive significant synergetic effect of The First Course in Accounting, Students Performance and Professional Guidance on Accounting Career. The study concluded that the synergetic effect of the three variables were greater than the sum of the individual variables. The study’s contribution to knowledge is that the survival of Accounting Career should be pegged on the synergetic effect of the First Course in Accounting, Students Performance and Professional Guidance. Unless this is adopted, Accounting Career’s survival will still be at a risk and therefore remain unresolved.

Purpose Despite the recent extending research on knowledge hiding, there is still scant research on social stressor phenomena-related contextual antecedent factors and new cognitive mechanisms of knowledge hiding behaviors. To shed new light on this unexplored gap, this research explores the multi-level moderated mediation model that examines how and when negative gossip experienced by targets in the workplace induces their knowledge hiding from coworkers drawing from the lens of social learning and cognitive theories. More specifically, this study aims to evaluate the relationship between negative workplace gossip and knowledge hiding via moral disengagement, and this mediation effect is also moderated by team relational conflict as a novel boundary condition. Design/methodology/approach This study collected multi-wave 338 employees’ data from 68 teams of cross-sectional industries in China, which were nested within teams. The collected nested nature data were analyzed by employing multi-level analysis based on hierarchical linear modeling. Findings The results suggested that negative workplace gossip first triggers moral disengagement and thereby, leads to knowledge hiding. Furthermore, the direct positive association between negative workplace gossip and moral disengagement was strengthened by increasing intra-team relational conflict. In addition, the mediation effect of moral disengagement between negative workplace gossip and knowledge hiding was also strengthened through increasing intra-team relational conflict. Originality/value This study first empirically examines the multi-level model using a new underlying mechanism (moral disengagement) and team-level boundary condition (relational conflict) and enriches the current literature on knowledge management and workplace gossip. Theoretical and practical implications of these findings and future research lines are also discussed, which will facilitate practitioners and academicians to curb counterproductive knowledge behavior.

PurposeWidespread concerns about excessive use of mobile instant messaging (MIM) have inspired research in different disciplines. However, the focus thus far tends to be on diagnostics and cognitive predictors. There is little understanding from the socio-technical perspective to capture the drivers of excessive use of MIM. To address this research gap, the authors aim to enrich existing literature by adopting a social structure and social learning model (SSSLM) to understand the excessive use of MIM. The authors argue that excessive MIM use is developed and reinforced in highly interactive online communication, through a social learning process.Design/methodology/approachThe authors conduct a cross-sectional online survey to validate our proposed research model on excessive use of mobile instant messaging (MIM). 368 valid responses are obtained from active MIM users in China.FindingsThe results suggest that highly interactive MIM creates a technology-based social structure that facilitates the social learning process of excessive technology use. The influence of perceived interactivity of MIM on excessive MIM use is mediated by a series of contextualized social learning factors. Furthermore, the influences of perceived interactivity on social learning factors are moderated by MIM use experience.Originality/valueThe authors contribute to literature in related fields by highlighting the crucial role of social learning in facilitating excessive technology use. The authors contribute to the social structure and social learning model by contextualizing it into the context of excessive MIM use. Design guidelines are provided with a purpose to inhibit excessive use of MIM.

PurposeThe purpose of this paper is to investigate digital knowledge sharing (KS) and social learning (SL) of geographically dispersed employees during the COVID-19 pandemic.Design/methodology/approachThe method is qualitative case study action research within a leading global provider of comprehensive logistics and transportation solutions; 22 employees from various geographically dispersed entities were selected through purposive sampling. Employees took part in interviews to explore their perspectives on and experiences with digital KS and SL.FindingsFindings first show that successful digital KS and SL hinges on the motivation, intentions, attitude and behaviour of employees to share and co-create knowledge embedded in supportive KS culture and climate. Second, findings show that the implementation of knowledge sharing platforms customised to the needs and preferences of employees within the case study organisation facilitated KS and SL, which in turn aided the development of individual and organisational capability, agility and adaptability required in the contemporary, digital knowledge economy, especially during the COVID-19 pandemic.Research limitations/implicationsThis research was a single case study of an organisation within one business sector, namely logistics, encompassing a small sample of 22 employees. Hence, this study does not permit statistical generalisation but only permits internal generalisation.Practical implicationsForming and sustaining networks of influencers, i.e. employees who are role models of digital KS and SL, who serve as strong advocates and ambassadors for instilling a KS culture and climate within the organisation have a powerful influence on evoking digital KS and SL organisation-wide.Originality/valueThe contribution of this paper is that it presents an evidence-based “Digital Knowledge Sharing and Social Learning model” depicting the factors that influence digital KS and SL, the benefits and outcomes. This model aids researchers and practitioners to better understand the dynamics of digital KS and SL between organisational members in a cross-cultural business environment during times of crises.

PurposeThe aim of the study is to examine the effect of public attitude on petty corruption.Design/methodology/approachThis is a survey study on customers of a licenses providing authority (N = 390) in Cairo, Egypt. The authors use Akers social learning theory of crime and deviance and take into consideration criticisms of it. The authors control for individual and organizational level determinants that are identified by scholars as influencing people's attitudes toward corruption and which could be known through the authority customers' experiences. Because the dependent variable is binary, whether a person paid a bribe during last transaction with this authority or not, the authors use binary logistic regression.FindingsThe findings indicate that people are more likely to engage in petty corruption when they see it as acceptable, have previous petty corruption experience and when they use a mediator. Also, of those who dealt with that civil service authority during and directly after the 25th of January Revolution (N = 161) 31% reported that they did not engage in petty corruption in comparison to previous years. They referred this to a change in attitude at the time.Originality/valueThe policy implications of the research are important. Social science theories could generate cultural and policy relevant solutions for petty corruption; however, they have not been taken full advantage of. Also, experience-based country-specific corruption survey studies are important input for an effective anti-corruption policy.

PurposeCreativity is vital for the innovation and survival of organizations. The present study aimed to explore the impact of entrepreneurial leadership on team creativity through team psychological safety and knowledge sharing. Social learning theory (SLT) was used to explore the relationships in this study.Design/methodology/approachData were collected from the manufacturing sector of Pakistan, and a sample composed of 70 team leaders and 378 team members was used.FindingsThe results showed the positive influence of entrepreneurial leadership on team creativity. Furthermore, team psychological safety and knowledge sharing mediated the relationship between entrepreneurial leadership and team creativity. Finally, team psychological safety and knowledge sharing sequentially mediated the relationship between entrepreneurial leadership and team creativity.Research limitations/implicationsA small sample size and cross-sectional research design may hinder the generalizability of the findings. The findings suggest that leaders should practice entrepreneurial leadership principles to develop team creativity. Organizations should provide training and development programmes for their leaders and employees to learn the importance of entrepreneurial behaviors and how to explore and exploit entrepreneurial opportunities.Originality/valueThis study extends the leadership and creativity literature by exploring the role of entrepreneurial leadership in developing team creativity. Furthermore, this study was conducted in established organizations to explore entrepreneurial leadership's influence on team creativity. In contrast, earlier scholars recognized entrepreneurial leadership as a leadership style of entrepreneurs and thus examined its implications in new ventures or small and medium enterprises.

Drawing on social learning theory, this research compared and tested how two distinct mediating mechanisms—collaborative culture and knowledge sharing—influence the servant leadership–project team performance relationship. Survey data were collected from 275 employees representing 70 project teams, and multilevel structural equation modeling was adopted to test the hypotheses. The findings indicated that collaborative culture fully mediates, whereas knowledge sharing does not mediate, the servant leadership–project team performance relationship. These findings reveal collaborative culture as the intervening mechanism that translates servant leadership to project team performance. For project-based organizations, the research puts forth theoretical and practical implications.

Teams can benefit markedly when formal supervisors stimulate their individual members’ emergence as informal leaders. Combining insights from informal leadership research and social learning theory, we cast supervisors’ role modeling of initiating structure and consideration behaviors as seemingly straightforward means of achieving this—but we suggest that the success of such role modeling critically hinges on supervisors’ as well as members’ status in the team. Results from a study of 220 nurses across 48 teams showed, accordingly, that a supervisor’s initiating structure promoted individual members’ informal leader emergence by increasing members’ respective behavior. This indirect relationship only materialized, however, among relatively high-status supervisors and relatively low-status members. Moreover, although supervisors’ and members’ consideration were positively related (among relatively high-status supervisors, and largely irrespective of a member’s status), such behavior did not influence members’ emergence as informal leaders. Together, these findings offer novel insights into how, when, and why formal supervisors may aid their team members’ attainment of informal leader roles. They shed new light on the complexity of formal–informal leadership linkages, with both supervisors’ and members’ standing in the team representing crucial, yet heretofore largely unexamined boundary conditions for formal supervisors’ respective influence.

Çalışanların örgüte katkı sağlamak amacıyla fikir, görüş ve endişelerini gönüllü olarak dile getirmesini ifade eden çalışan sesliliği, organizasyonlar için giderek daha fazla önem kazanmaktadır. Alan yazında, çalışan sesliliğinin önemi vurgulanmakla beraber, bu davranışı teşvik eden liderlik davranışlarının ve psikolojik mekanizmaların açıklanmasına yönelik bir boşluğun bulunduğu belirtilmektedir. Literatürde belirtilen güncel çağrılara yanıt vermek üzere bu araştırmanın amacı, Sosyal Öğrenme Teorisi ve Sosyal Değişim Teorisi bağlamında çalışan sesliliği üzerinde etik liderlik davranışlarının etkisini ve bu ilişkide psikolojik güvenlik algısının rolünü incelemektir. Araştırmanın verileri, İstanbul ilinde çeşitli sektörlerdeki organizasyonlarda görev yapmakta olan 337 beyaz yakalı çalışandan oluşan bir örneklem grubundan online anket yoluyla toplanmıştır. Elde edilen araştırma verilerinin geçerlilik, güvenilirlik ve yapısal eşitlik modeli analizleri gerçekleştirilmiştir. Araştırmanın bulguları, teorik yapıyla tutarlı olarak etik liderliğin çalışan sesliliği üzerinde olumlu yönde etkisi olduğunu ve psikolojik güvenliğin bu ilişkide aracı rolü bulunduğunu ortaya koymaktadır. Araştırmanın sonuçları, çalışan sesliliğine ilişkin literatürdeki mevcut bilgi birikiminin geliştirilmesine ve gelecekteki araştırmaların ilerletilmesine teorik katkıda bulunmaktadır. Ek olarak, araştırmanın sonuçları iş yerinde çalışan sesliliğinin geliştirilmesi için etik liderlik davranışlarının ve psikolojik güvenliğin önemini vurgulamakta ve işletmelerde yönetim süreçleri açısından pratik çıkarımlar sunmaktadır. Employee voice, which means that employees voluntarily express their ideas, opinions, and concerns to contribute to the organization, is gaining more importance for organizations. Although the importance of employee voice is emphasized in the literature, it is also stated that there is a gap in the explanation of leadership behaviors and psychological mechanisms that encourage this behavior. In order to respond to recent calls, the purpose of this research is to examine the effect of ethical leadership on employee voice and the role of psychological safety in this relationship, based on Social Exchange Theory and Social Learning Theory. Research data were collected via an online survey from 337 white-collar employees working in organizations in various sectors in Istanbul. Research data were performed validity, reliability, and structural equation model analysis. We found that ethical leadership has a positive effect on employee voice and psychological safety has a mediating role in this relationship, consistent with the theoretical structure. Our research contributes theoretically to enhance existing knowledge and understanding of the literature on employee voice and offers suggestions for future research. Besides, our research provides practical implications for management processes by emphasizing the importance of ethical leadership and psychological safety for the promotion of employee voice in the workplace.

PurposeA growing number of studies have investigated the effect of ethical leadership on behavioral outcome of employees. However, considering the important role of ethics in IS security, the security literature lacks a theoretical and empirical investigation of the relationship between ethical leadership and employees' security behavior, such as information security policy (ISP) violation. Drawing on social learning and social exchange theories, this paper empirically tests the impact of ethical leadership on employees' ISP violation intention through both information security climate (i.e. from a moral manager's perspective) and affective commitment (i.e. from a moral person's perspective).Design/methodology/approachThe research was developed based on social learning theory and social exchange theory. To measure the variables in the model, the authors used and adapted measurement items from previous studies. The authors conducted a scenario-based survey with 339 valid responses to test and validate the research model.FindingsResults indicated that information security climate fully mediates the relationship between ethical leadership and ISP violation intention. The authors also found that information security climate enhances the negative effect of affective commitment on ISP violation intention.Originality/valueThis research contributes to the literature of information security by introducing the role of ethical leadership and integrating two theories into our research model. This study also calls attention to how information security climate and affective commitment mediate the relationship between ethical leadership and employees' ISP violation intention. The theory-driven study provides important pragmatic guidance for enhancing the understanding of the importance of ethical leadership in information systems security research.

AIM The purpose of this study is to investigate the relationships between turnover intention and related constructs in an abusive supervision climate. BACKGROUND An abusive supervision climate is a work environment that is affected by the negative attitudes of an abusive supervisor. METHOD The constructs are chosen in light of upper echelons theory and social learning theory. The snowball sampling method is used to reach the participants, and 230 nurses working in Turkish hospitals participated in this survey that measured abusive supervision, workplace incivility and ostracism. Pearson's correlation analysis and multiple and hierarchical linear regression analyses are carried out. RESULTS The results suggested that abusive supervision, workplace incivility and workplace bullying have a positive effect on turnover intention as hypothesized. Abusive supervision has a significant and positive effect on workplace incivility and workplace bullying. The partial mediating effects of workplace bullying, workplace incivility and workplace ostracism on the relationship between abusive supervision and turnover intention are also confirmed. CONCLUSION The significant relationships and the nonsignificant relationship provided evidence for an abusive supervision climate. IMPLICATIONS FOR NURSING MANAGEMENT Top managers of the health care facilities should attempt to determine the abusive supervisors to manage the work environment and turnover intention of nurses.

PurposeThis study through the lens of social learning theory and using the stimulus-organism-response (S-O-R) framework aims to show that employees' social-related use of enterprise social media (ESM) can positively affect their intentions to purchase the fashion products used by their coworkers by mediating role of their perceptions toward their coworkers' credibility in fashion (i.e. physical attractiveness, reliability in communications and experience in fashion).Design/methodology/approachTo evaluate the validity of the measurement and structural models, 361 employees who were able to take advantage of ESM with social-related motivations were surveyed within seven Iranian organizations. The collected data were analyzed using the partial least squares structural equation modeling (PLS-SEM).FindingsThe results of the study confirmed that employees' social-related use of ESM positively affects their perceptions toward their coworkers' credibility in three dimensions of physical attractiveness, reliability in communication (trustworthiness) and fashion experience (expertise). Employees' perceptions toward their coworkers' credibility in three dimensions of physical attractiveness, reliability in communications and fashion experience positively affect their intentions to purchase the fashion products used by their coworkers.Practical implicationsThis study shows that ESM technology can shape a trusted online community of practice in which employees can share the same interests and learn about different types of [fashion] products and services from each other. Thus, ESM can be considered an online instrument for marketing purposes with which organizations can obtain revenue from other organizations by letting them advertise their products on ESM.Originality/valueThe main theoretical implication of this study is to extend the use of two advanced theories in the workplace, especially regarding employees' social-related use of ESM. In fact, this study through the lens of social learning theory and based on the S-O-R model shows that employees' social-related use of ESM can be considered as a stimulus in the workplace, influencing employees' perceptions toward different objects (e.g. their coworkers' credibility), and resulting in several changes in their behaviors. This is among a few studies addressing marketing outcomes of ESM in the employees' communities.

This study explored the mechanism through which chief executive officers' (CEOs) servant leadership style affects team project performance. We established a multilevel mechanism through which servant leadership exerts an indirect influence on team performance via team goal clarity and team process clarity. Participants comprised 100 CEOs matched with 572 middle managers, working at intelligence intensive companies. Our results show that CEOs' servant leadership, through its effect on team goal clarity, team process clarity, and team knowledge creation, had an indirect influence on team project performance. Thus, leadership selection and training programs should be developed for CEOs, and top leaders should stimulate employees' understanding of team goals and work processes.

The current study is intended to inspect the potential impact of ethical leadership practices (EL) of intermediate level administration (i.e., faculty deans, department heads) on lecturer job satisfaction (LJS) at a private higher education (HE) institution (UX) in Ho Chi Minh city, Vietnam. A conceptual framework linking EL and LJS was developed grounded on the ethical leadership conceptualizations of Brown et al. (2005), Kalshoven et al. (2011), and Langlois et al. (2014). Accordingly, ethical leadership works as a multidimensional construct encompassing a set of five values or explicit behaviors, i.e., care, critique, integrity, fairness, and ethical guidance. Further, the constructs and effects of EL on LJS are primarily conceptualized in light of Social Exchange Theory and Social Learning Theory. Primary quantitative data was collected through an anonymously self-administered survey of all 378 lecturers permanently employed at eight faculties at UX’s main campus via a non-probability purposive sampling method. The totality of 256 valid questionnaires yielded a response rate of 68% for stepwise data analysis with inferential statistical methods (i.e., internal reliability test, factor scores, correlation, and multiple regression). The regression findings reveal that all five dimensions of EL significantly positively explained the variance in job satisfaction as perceived by UX lecturers (p < .001). These findings suggest both theoretical and practical implications. The present study expands our understanding on ethical leadership by verifying its predictive power on the job satisfaction levels as self-reported by HE lecturers. Therein lies a conclusion that well-established ethical conducts for HE administration may assist them in making key decisions with care, fairness, critique, integrity, and ethical guidance.

Purpose Recent scholars have established that knowledge hiding does not equate to the lack of knowledge sharing. Due to a scarcity of papers on knowledge hiding, this paper aims to understand the mechanisms through which ethical leadership influences knowledge hiding based on social learning theory and social cognitive theory. Design/methodology/approach The field study involves 243 employees from public listed companies in Malaysia. Partial least square structural equation modelling is used to test the hypothesised relationships. Findings The results indicate that moral disengagement mediates the relationship between ethical leadership and knowledge hiding. Furthermore, organisational commitment moderates the negative relationship between ethical leadership and knowledge hiding, such that the negative relationship is stronger when organisational commitment is high. Originality/value This study is the first to investigate the influence of ethical leadership on knowledge hiding through the mediating effect of moral disengagement. Moreover, organisational commitment is an important boundary condition for the relationship between ethical leadership and knowledge hiding. The implications for practice and future research are also discussed.

The Problem The COVID-19 pandemic has forced employees and organizational leaders to consider the reality of its impact on career goals. Individuals have been forced to reconsider or readjust their career goals as being achievable, deferred, or even eliminated. Organizational leaders or those in strategic positions have been forced to consider how individual career goals could impact the organization’s capacity to survive. The Solution Career development theories are useful for examining the role of human resource development professionals in helping employees achieve career goals as they attempt to adjust to the COVID-19 pandemic. Re-emphasizing career development as a core component of HRD highlights the significance of career development theories in adjusting to pandemics and crises that impact individual career goals and organizational strategic goals and opportunities. The Stakeholders HRD researchers, scholar/practitioners, professionals, and others who research and practice career development and use career development theory.

In the Yoruba Nollywood film industry, there is a crop of non-native actors who are fluent in their native language and also conversant in the Yoruba language. These actors fail to articulate the level of believability in indigenised Yoruba cultural films, due to the linguistic impediment of their native language in the required diction of cultural films. This paper refers to them as polyglots and discusses their inability to acculturate linguistically in culture-based films through characterisation, diction, gesticulations and socio-cultural nuances. This paper, therefore, explores the inadequacy of language delivery due to linguistic impediment of the native language of select polyglot actors in Yoruba Nollywood films as a hindrance to adequate interpretation of Yoruba language. Three non- native actors in native Yoruba films were studied, and their linguistic performances were content analysed in line with the impediment of their mother tongue. The paper adopts the Social Learning Theory of Albert Bandura, which identifies the impact of language on the audience, and sees the actor as a part of models to either elevate or denigrate ethical values of language in society. The research is premised on Qualitative method of research in analysing the visual film materials to identify linguistic strength and deficiency of the Yoruba language in performance. Findings show that actors who underplay nativity through language undervalue linguistic appreciation of the audience, and also reduce the cultural values the films are meant to propagate.

The purpose of the study is aimed at determining the financial socialisation of accounting students at South African universities and the factors that influence financial socialisation. The research used statistical techniques such as the structural equation modelling methodology to identify financial socialisation influencers and regression analysis to analyse associations between financial socialisation and socio-demographic variables among 1582 students. The study's results indicate that financial socialisation agents such as relatives, friends, and social media have little impact on most students' financial decisions. The majority of accounting students are often found to be financially socialised by their immediate family members rather than peers or social media factors. The regression analysis results confirmed this observation, revealing a statistically significant association between the parents' level of education and the students' financial socialisation. This study recommends that financial socialisation can be greatly improved by raising parents' educational levels and instilling financial education in university students' curricula, especially in South Africa.

The Problem The COVID-19 pandemic caused many workers to move from brick and mortar buildings to virtual/remote environments. This created situations in which workers were forced to not only work virtually, but to work alone. The lack of physical contact with others has the potential to stifle efforts to remain engaged and consequently impede career development and progress. The Solution Virtual mentoring is essential for providing emotional support, creating opportunities for dialogue, helping employees discover a balance between work and life, implementing a reward system, and enhancing an overall sense of well-being and belongingness for employees working in virtual/remote environments. Self-efficacy, a component of social learning theory, is a useful concept to study virtual/remote workers who often become self-empowered and rely on their own cognitive abilities to perform in a virtual/remote environment to ensure successful career outcomes. The Stakeholders HRD professionals, managers, supervisors, and others involved in ensuring that workers are engaged, supported, and continuously building skills while working virtually.

Purpose of the study: Unethical behavior has been a source of incremental cost in corporations worldwide, and its consequences are detrimental to organizational health. In today’s turbulent environment, the role of leadership becomes even more vital under uncertainties. This study investigates the impact of ethical climate and behavioral integrity on ethical leadership through political mentoring. Methodology: The data were collected through a self-administered questionnaire distributed to the employees of various service sectors of health, education, banks, insurance companies, telecommunication, hotels, and transportation. The overall useable response rate was 85% (450 in total). The data were analyzed through SPSS version 22 and ADANCO version 2.2. Main Findings: The findings of the study are evidence of a strong association among behavioral integrity, ethical climate, political mentoring, and ethical leadership. We also found the mediating role of political mentoring between behavioral integrity and ethical leadership and between ethical climate and leadership. Applications of the study: This study is significant for the managers of the service sector in developing the ethical climate. It gives an insight to the leaders that they should guide their subordinates about the environment appropriately. It means that the leader’s role matters in building the organizational employees’ character and success. Novelty/Originality of the study: In this study, the role of political mentoring in ethical climate has been recognized, which contributes to business ethics. Furthermore, it bridges the literature gap related to the mediating role of political mentoring in an organizational climate.

On the basis of social learning theory, we explored the mechanism through which chief executive officers' use of the servant leadership style affects middle managers' voice behavior. We analyzed data obtained from a sample of managers of firms in the energy industry in China. We found that chief executive officers' servant leadership had a positive influence on organizational collective promotion focus through its effects on top management team servant leadership. Further, organizational collective promotion focus was positively correlated with middle managers' voice behavior through the mediator of middle managers' promotion focus. Finally, a promotion focus motivated middle managers to speak out more often in their organizations. Theoretical and managerial implications are discussed.

The present study investigates the follower's voice behavior (FVB) as a mediator and follower power distance orientation (FPDO) as a moderator in relationship with Benevolent Paternalistic Leadership Behavior (BPLB) and followers' radical creativity (FRC) with an Asian context based on the social exchange and social learning theory. The study is quantitative and deductive, which surveyed 272 manufacturing industry leaders-followers used to collect the data. Findings show that BPLB with higher follower’s voice behavior directly or indirectly enhances the FRC. When the leader-follower collaborative exchange or interactions are high/low, followers' responsibility and accountability are also high/low, which determines follower’s radical creativity. In contrast, the leader-follower relationship is obfuscated and blinded when the leader's subordinates' cooperative voice engagement or involvement is low congruously. Manufacturing industries should engage in leadership training that can promote creativity and innovation. Although considering the limitation and the study provides the theoretical, managerial, and practical implication for the managers, policymakers, governmental authority, and society

This research examines the implications of COVID-19 on the relationship between organisational learning and operational performance in service organisations. By using social learning theory and tra...

Persistent and pervasive rudeness and lack of respect are unfortunately common in workplaces today. The deleterious effects of this incivility at work may be even worse than previously demonstrated, impacting not only employee victims but also trickling down to those who employees contact. However, we propose that leaders who prioritize their followers’ needs above their own, also known as servant leaders, may be a critical preventative mechanism to reduce group-level incivility through promoting a virtuous climate. Applying social learning theory and social information processing theory, we argue that servant leaders role model virtuous character that contributes to a virtuous climate that influences group members to reduce incivility and, in turn, treat others well. We utilize the healthcare setting (1,485 nurses in 71 hospital units) to support this hypothesized process across multi-source measures of incivility from coworkers and team supervisors and three indicators of quality of patient care. Specific findings and implications for managers in healthcare settings and beyond are discussed.

Background Sri Lanka was named as the first-ever ‘Green’ breastfeeding nation status by the World Breastfeeding Trends Initiative (WBTi) in January 2020. However, improvements are still needed. This study aims to identify barriers and facilitators for early initiation of breastfeeding and exclusive breastfeeding for 6 months in rural Sri Lanka. Methods We conducted in-depth interviews with 16 mothers with infants, who had been unable to practice early initiation of breastfeeding and/or exclusive breastfeeding (EBF), in six child-welfare clinics in Anuradhapura, Sri Lanka. Three focus group discussions were held with public health midwives (PHMs). Initial thematic analysis that built upon force field and social learning theories was performed. Results Main barriers for EBF were clustered at three time periods; during the first 2–3 days, 2–3 weeks, and 4–5 months postpartum. Early barriers included cesarean section pain, poor breast latch, maternal exhaustion, suboptimal maternity ward environment, and lack of support for breastfeeding. Around 2–3 weeks postpartum mothers introduced water or infant formula due to social norms and poor support. On-demand feeding was misunderstood. Around 4 and 5 months postpartum, EBF ended due to return to work. PHMs reported a heavy workload limiting their time to support breastfeeding. Conclusion EBF interruption was due to diverse individual- and environnmental- level barriers that varied across the first 6 months. To improve EBF, Sri Lanka should focus on strengthening policies for reducing the excessive rates of cesarean section, improving support in maternity ward facilities, fostering on-demand breastfeeding, enhancing support for working mothers and reducing the work load of PHMs.

PurposeThis study argues that leader humility is an important facilitator of team creativity. Based on social learning theory, the study explores a new mechanism that links humble leader behavior to team creativity through a path of team learning.Design/methodology/approachData were collected in two private-owned technology companies located in South China. The two-time survey included 77 team leaders and 310 employees. An analysis of time-lagged, multisource data was conducted.FindingsEvidence shows that humble leader behavior promotes team learning behavior through a social learning process, with a subsequent increase in team creativity. This influence is also strengthened when leader effectiveness is high.Practical implicationsTeam creativity is an important determinant of organizational success. This research shows that humble leaders can motivate team creativity by acting as a role model. In addition, this research also reminds us that humble leader behavior loses its effect if the leader is incapable.Originality/valueThis research contributes to existing literature on humble leader behavior and team creativity, especially on the mechanisms and contingency effects between these factors.

PurposeThis paper aims to offer a new leadership perspective based on the premise that leader effectiveness depends on the context in which leadership behaviors are enacted.Design/methodology/approachLiterature in the areas of abusive supervision and leadership were reviewed. Using social learning and attribution theories, this study develops propositions regarding the role of perceived abusive supervision in high vs low-intensity organizations.FindingsIn this theoretical account, this paper distinguishes between low and high-intensity work organizational contexts articulating a rationale for conditions appropriate for directive leadership. This paper posits that while directive leadership will be more prevalent in high-intensity contexts, it will be specifically targeted toward poor performers, those with personality characteristics that are tied to poor performance and those engaging in deviant behaviors. This study proposes that outcomes of directive leadership will depend on how it aligns with organizational norms and culture and the causality attributed to such behaviors.Research limitations/implicationsRecent leadership theories focus on nurturing and providing support to followers. This paper posits that such theories are suited to low-intensity organizations. This study offers a counterintuitive perspective in proposing that directive leadership which involves inducing stress, will lead to better outcomes in high-intensity organizational contexts. This paper offers testable propositions and avenues for future research on directive leadership in high-intensity organizational contexts.Practical implicationsBased on the premise that leadership is context-dependent, this study proposes that directive leadership is best suited in high-intensity organizational contexts, which is a novel proposal. Even within these high-intensity contexts, such leadership, this paper proposes will be targeted toward poor performers and employees with characteristics that are tied to poor performance and violation of organizational norms.Social implicationsExamination of the role of directive leadership in high intensity, clan culture organizations may facilitate understanding that effective leadership styles may differ depending upon the organization context.Originality/valueBased on the premise that leadership is context-dependent, this study presents a novel proposal that directive leadership is most suited to high-intensity organizational contexts. Even within these high-intensity contexts, such leadership, this paper posits will be targeted toward poor performers and employees with personality characteristics associated with poor and deviant performance.

This study examines the role of school and family education in supporting individuals’ career path, specifically in the wine and wine tourism environments. To gain a more in-depth understanding of ...

PurposeAlthough the use of project teams is on the rise, there is a limited understanding of how project managers can ensure project team success. Research to date is relatively broad and does not pinpoint how and why leadership influences success in a project team context. Along these lines, we draw from social learning theory to illustrate that ethical leadership influences project success through leader trust and knowledge sharing.Design/methodology/approachWe collected data from 175 project team members from the information technology and software industry to evaluate our hypotheses. The results were analyzed using structural equation modeling.FindingsOur findings support our hypotheses, illustrating that ethical leadership is related to leader trust and knowledge sharing, and that leader trust and knowledge sharing mediate the relationship between ethical leadership and project success.Research limitations/implicationsOur work illustrates that the behaviors inherent in ethical leadership may be particularly well-suited for these project team challenges. Ethical leaders help team members understand that project success is possible when team members are transparent with one another, discussing their goals and challenges, and then working together to ensure their actions are coordinated in a way that increases the success of the overall project.Practical implicationsFor those in industries or organizations where project teams are commonly used, our study may help to attract, select, and retain project managers that exhibit ethical leadership tendencies. Project managers are likely to be attracted to settings that align with their leadership style. Thus, organizations could focus on developing a culture that focuses on process over results.Originality/valueWe sought to align with the contingency approach to leadership, which suggests that the ideal leadership style depends on the followers, and the context in which the leader and followers interact. Specifically, we investigate ethical leadership as an ideal approach for project managers influencing members of their project teams. Our study demonstrates how ethical leadership is an ideal, context-specific approach that project managers can apply to increase the chances of project success.

In this research paper, the researcher used a qualitative approach which is data collection in the juvenile delinquency topic, and differential association theory which is the most prominent form of social learning theory. The researcher hypothesized that there is a linkage between having deviant parents and becoming a criminal as well as having deviant friends and becoming a criminal. In this paper, the researcher found that the effect of deviant peer groups and deviant parent during adolescence is quite similar. Both peer groups and parents have an important position in the teenager’s life; the researcher also found that slum neighborhoods, fragile personality, and poverty play critical roles in delinquency.

We use a social learning perspective to extend our understanding of information technology (IT) investment and return. Specifically, we investigate social learning in the context of interlocks between corporate boards, which allow firms to share knowledge and experiences with respect to their IT investments. Using a large data set of firm-years from 2001–2008, we find (a) a positive relationship exists between a focal firm’s IT investment and that of its interlocked firms; (b) this positive relationship is amplified by the interlocked firms’ IT capability but only if the focal firm has an active board, which devotes time to allow sufficient communication among directors; and (c) the component of the focal firm’s IT investment that is attributable to board interlock influence is positively related to the firm’s performance but only if the firm has an active board. Collectively, these findings support our central thesis: social learning through board interlocks can play a significant role in influencing a firm’s IT investments and enhancing their payoff. That said, attaining such benefits requires boards to incorporate those firms with high IT management capability and to strengthen board activity so interlocked members can substantively share their knowledge and experiences with IT investments. This paper was accepted by Anandhi Bharadwaj, information systems.

The present research article deals with the perspective of parents regarding the future of their out of school children and their concept of educational development. Qualitative research techniques which includes in-depth interviews, participant observation and FGDs were used for data collection. Bari Imam, near Quaid i Azam University Islamabad was the research site. Purposive sampling technique was used and only those parents were chosen who had out of school children. To understand the parents’ perspective about out of school children, the concepts have been borrowed from Social Learning Theory, which has three major components e.g. observation, imitating and then modeling. Results of the study indicated that parents had serious reservations about the educational system of Pakistan and the future outcome of education. They preferred short-term to boost their household economy rather than a long term investment on their children’s education which is necessary for the social as well as the personal development. Under the influence of social learning, parents imitating others started sending their children to acquire technical skills, which brought early monetary rewards. Study concluded that, parents were forced to send their children for earning rather than to the schools. Mainstream culture prevailing in the area was to send the children for vocational and technical trainings for rapid monetary benefits. In the current scenario the natives influenced each other which was positive in the context of money and rewards, but negative for the child’s educational development.

PurposeThe objective of this study is to examine the predicting role of Machiavellianism, locus of control and moral identity on ethical leadership. This study also assessed the moderating role of ethical role modelling in the linkage between Machiavellianism, locus of control, moral identity and ethical leadership.Design/methodology/approachA total of 202 public service leaders in Malaysia participated in the study. A quantitative study was conducted and structural equation modelling was used to test the hypotheses.FindingsMoral identity poses a substantial influence on ethical leadership. Ethical role modelling is a significant moderator in the association between moral identity and ethical leadership.Research limitations/implicationsThis study contributes to the social learning theory by assessing Machiavellianism, locus of control and moral identity as the predictors of ethical leadership among public service leaders in Malaysia. Future study can be further extended to both managerial and support staff to understand the ethical phenomenon in Malaysian public sector.Practical implicationsThe study highlights the need for public sector to give considerable attention to moral identity in boosting ethical leadership among public service leaders in Malaysia's public sector. Furthermore, the element of ethical role modelling should not be neglected as this factor is a valid moderator in nurturing ethical leadership among public service leaders.Originality/valueThe study deepens the knowledge on the importance of ethical role modelling as a moderator in assessing the influence of the predictors on ethical leadership. Further, this study demonstrates that public service leaders who reported high moral identity would have higher ethical leadership if they experienced good ethical role modelling.

Childhood cancer is the number one cause of death by illness in children. However, despite being such a deadly disease, survival from childhood cancer is high with cancer treatment. Unfortunately, undergoing cancer treatment can result in many treatments related side-effects. Daily self-care such as maintaining a balanced diet, drinking enough fluids, practicing proper hygiene and getting enough rest, can be effective in lowering the severity of these symptoms. It is found that existing interventions for cancer patients do not target treatment adherence in children. Therefore, the aim of the research is to design an intervention which is able to motivate children to adhere to treatment and encourage daily self-care. To enhance the design of such an intervention, the article explores the potential of virtual pet games as a health intervention, and the use of the Protection Motivation Theory and Social Learning Theory’s observational learning in increasing the intervention’s effectiveness. Finally, the design considerations, game objectives and overall conceptual architecture of the proposed intervention are discussed. A conceptual comparison is also made between the proposed game and existing serious games for cancer patients. Future work is required to develop this design into a working prototype, and to evaluate its effectiveness on improving treatment adherence and promoting daily self-care with childhood cancer patients.

Purpose - The purpose of this study is to determine the motivation of taxpayers to take part in tax amnesty so that it is expected to be able to evaluate the implementation of tax amnesty that has been carried out by the Indonesian government in 2016-2017 and provide empirical evidence on the implementation of the tax amnesty program to support the stick and carrot theory in the implementation of taxation in Indonesia. Method - The methodology used in this research is a case study. Interviews are used to collect data and are supported by secondary data from sites, web, and documents. Result - The results of this study indicate that the reasons for many taxpayers to join this program were because it is beneficial for the country and avoid the risk of administrative sanctions (fines and interest) as well as audits. The reason for taxpayers who did not participate in this program was because they did not have other assets that had not been reported in the tax return. Implication - The implication of this study is to determine the motivation of taxpayers to take part in tax amnesty so that it is expected to be able to evaluate the implementation of tax amnesty. At the same time, that has been carried out by the Indonesian government in 2016-2017 and provides empirical evidence on the implementation of the tax amnesty program to reason action and social learning theory in the implementation of taxation in Indonesia. Originality - This study explores information from regulators (tax officials) and taxpayers, both those who do and who do not participate in tax amnesty, which is rarely done by other researchers.

This paper presents a qualitative case study analysis of the Pasture-Fed Livestock Association (PFLA), which seeks to ‘kick the grain habit’ in ruminant farming by promoting and certifying purely pasture-fed production systems. Reading through a social learning perspective, the article first traces back how this association has become established as a new and distinct community of practice (CoP). This entails attending to the process of forming a joint enterprise, the spaces that allow for mutual engagement between its members, and the shared repertoire that has been built over time. Thus, the paper draws on the three key characteristics of Jean Lave and Etienne Wenger's (1991) conceptualization of communities of practice, which have become widely recognized for providing effective fora for learning and knowledge management, as well as for spurring innovations. More precisely, the paper connects with earlier works invoking this concept within agri-food studies and specifically seeks to contribute to the debates raised around the forms of knowledge that are shared within such communities and their members' means of interaction that facilitate social learning. Secondly, and in direct relation to this theoretical framing, the paper makes an attempt to refine understandings of social learning. While this remains predominately associated with the acquisition of new knowledge, skills or technologies, the paper argues for a dialectical perspective, which pays equal attention to how people break with past practices. In other words, the paper highlights the role that unlearning plays within new CoPs such as the PFLA. Lastly, the paper explores the wider knowledge networks that are forged as the community matures and seeks to disseminate and legitimize its knowledge beyond its own boundaries. The empirical material of this case study will be useful to inform debates about the potential role that new CoPs can play in bringing marginalized practices, knowledges, and products to peoples' minds and markets.

We draw from social learning theory to propose a model in which humble behaviors displayed by higher-level leaders trickle down to lower-level team leaders and thereby indirectly promote team performance. We also propose that skip-level leader humility enhances the positive effect of team leader humility on team performance. Results based on time-lagged, multisource data from a sample of 128 work teams supported our model. Also, the trickle-down effect of leader humility is stronger in organizations with relatively high authority centralization. Our study thus links humble leadership of both direct and distant leaders to team performance and highlights the role of higher-level leaders in fostering humble behaviors of lower-level leaders.