This study investigates the role of distress tolerance and hope in predicting turnover intentions and quiet quitting. It explores the moderation effect of hope on these relationships and their implications for organizational retention strategies.

This study explores how adaptive leadership and the Sense and Respond approach contribute to resilience and agility in technology organizations, enabling leaders to respond effectively to volatile environments.

This study explores the critical role of leadership in managing loan defaults within banks, particularly in emerging economies where financial institutions are pivotal to development. It examines how leadership behaviors influence loan default management and the moderating effect of regulatory governance in this dynamic. Employing a mixed-method approach, the research gathered responses from 313 individuals involved in the credit delivery cycle in Ghanaian banks. The findings underscore the importance of autocratic leadership in the loan recovery process, suggesting that leaders with unilateral decision-making authority can enhance the effectiveness of managing defaults. Furthermore, the study recommends structured leadership frameworks that ensure timely completion of tasks by team members to optimize loan recovery outcomes.

This empirical paper examines how leadership behavior impacts loan default management in Ghana's banking sector and the moderating role of regulatory governance. Using theories X and Y, the study investigates autocratic, laissez-faire, and transactional leadership behaviors. The findings highlight the significant role of autocratic leadership in reducing loan defaults, while laissez-faire and transactional styles were less impactful. Regulatory governance positively moderated the effects of laissez-faire leadership behavior.

This study examines the interplay between safety and productivity tensions in high-risk work environments, focusing on the role of leadership credibility and the development of an integrated leadership framework.

This dissertation examines the challenges of balancing safety and productivity in high-risk environments, specifically in the mining industry of Tanzania. It explores how leadership credibility can mediate these tensions, integrating Paradox Theory and the Theory of Planned Behavior to offer actionable insights for sustainable organizational management.

This study explores the perspectives and expectations of Generation Z women as they enter the workforce. It highlights their views on workplace flexibility, work-life balance, and inclusivity while addressing apprehensions related to perceived inequalities and biases. Findings emphasize the importance of adapting workplace practices to attract and retain this demographic.

This study explores Gen Z women’s attitudes toward entering the workforce, focusing on their expectations, apprehensions, and workplace justice perceptions. Using a single-case study methodology with interviews of UMKC business students, it reveals themes around desired workplace culture, diversity, and organizational loyalty.

This paper explores how integrating live-streaming events into social commerce marketing strategies can enhance consumer repurchase intentions. It critically appraises five empirical studies, finding that trust, social connectedness, and customer engagement play pivotal roles in fostering repurchase motivation. The study emphasizes the importance of addressing consumer demographic differences and platform-specific dynamics in live-stream strategies for sustained growth.

Businesses with repeat customers often offer rewards programs to foster customer loyalty and engagement. Loyalty programs are designed to acquire and retain customers’ loyalty and, depending on their complexity, can require a substantial investment of resources. Utilizing the Critically Appraised Topic (CAT) approach, this article aims to investigate the impact of loyalty programs on overall customer consumption. Despite their prevalence, the study suggests limited evidence supporting the efficacy of loyalty programs. The findings indicate that loyalty programs may not consistently yield positive changes in purchase behavior or lead to increased demand directly.