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Artificial intelligence (AI) increasingly is being used by businesses to improve capabilities and performance. Guided by the dynamic capabilities framework, this study investigated how AI assimilation affects environmental performance, with organizational agility serving as a mediating factor in construction organizations. A moderated mediation analysis was employed in this study to investigate the contingent effect of strategic flexibility in altering the connection between agility and environmental performance. Data were gathered from 308 project managers. The findings of structural equation modeling validated the arguments that AI assimilation increases organizational agility and that this translates to increased environmental performance. Furthermore, strategic flexibility moderates the direct relationship between agility and environmental performance, as well as the indirect relationship between AI assimilation and environmental performance via organizational agility, emphasizing the significance of aligning agile responses with the strategic objectives of the business. The relevance of this research to the field of construction engineering management is that it leads to the integration of AI, improving the environmental performance of the firm through organizational agility. This study shows the moderating function of strategic flexibility in the interrelation between agility and environmental performance. These consequences are aimed primarily at the construction project management sector and policymakers because they emphasize the importance of agile methods of progress of projects to serve the strategic objectives the success of which is vital for environmental sustainability. [ABSTRACT FROM AUTHOR]

The literature often focuses on the positive effects of mentoring, especially for protégés. When mentoring experiences are negative, the assumption is that these negative effects are less detrimental to the mentor than to the protégé, owing to the mentor's greater relative power in the relationship. This study uses ego depletion theory to examine the link between negative mentoring experiences (as rated by protégés) and mentor creativity and focuses on the mediating and moderating roles of mentor ego depletion and mentor traditionality on this link. The results are based on data from 227 protégés, 187 mentors, and 187 supervisors of mentors in Chinese organizations. The findings support a mediating effect of ego depletion on the negative relationship between negative mentoring experiences and mentor creativity. In addition, the study finds that traditionality attenuates both the positive relationship between negative mentoring experiences and ego depletion and the indirect effect of negative mentoring experiences on mentors' creativity through ego depletion. The implications for management theory and practice are discussed. [ABSTRACT FROM AUTHOR]

Academics and practitioners have long worked to reduce negative mentoring experiences. Drawing on social cognitive theory and expectancy–value theory, we examined the link between mentors' perceived organizational support and protégés' negative mentoring experiences, shedding light on the mediating effect of mentoring self‐efficacy and the moderating effect of mentors' self‐enhancement motives. Results based on data from 260 protégés and 214 mentors in Chinese organizations supported our proposed hypotheses. Mentoring self‐efficacy mediated the negative relationship between mentors' perceived organizational support and protégés' negative mentoring experiences. In addition, mentors' self‐enhancement motives intensified both the negative relationship between mentoring self‐efficacy and negative mentoring experiences and the indirect impact of mentors' perceived organizational support on protégés' negative mentoring experiences via mentoring self‐efficacy. A discussion of the theoretical and managerial implications of these findings is included. [ABSTRACT FROM AUTHOR]

Mentorship quality is an important aspect of mentorship effectiveness, yet we know little about its predictors. Using social identity theory, we examined the relationship between mentor alcohol use norms and mentorship quality as perceived by protégés. Our study also considered the mediating role of protégé identification with the mentor and the moderating role of protégé traditionality. The findings, based on mentor‐protégé dyadic data collected through a three‐wave survey in China, indicate that mentor alcohol use norms are negatively related to mentorship quality, and that this relationship is mediated by protégé identification with the mentor. Furthermore, the traditionality of protégés alleviates not only the negative relationship between mentor alcohol use norms and protégé identification with the mentor, but also the indirect relationship between mentor alcohol use norms and mentorship quality via protégé identification with the mentor. The results underscore the value of focusing on mentor behavioral norms that are not directed toward the protégé. We conclude with a discussion of the theoretical and practical implications for mentoring research. [ABSTRACT FROM AUTHOR]