A serious problem in the workplace is incivility, which impacts especially vulnerable groups like single mothers who hold jobs and experience subtle unfair or damaging treatment. As the number of single working mothers continues to rise in today’s workforce, this study aims to clarify third-party perceptions about incivility against them at work and subsequent influences on individuals as well as the organization. Because the analysis is embedded in theories of social role expectations and organizational justice, it explores third-party observers’ perceptions (such as coworkers or supervisors) of whether incivility directed at single working mothers differs from that experienced by their comparison group—professionally equivalent peers who do not share equal caregiver responsibilities. The researchers employed a mixed-methods approach, incorporating both quantitative surveys and in-depth qualitative interviews to collect rich data from participants who represented several fields. They report their results that third-party observers are less likely to experience vicarious justification of incivility against single working mothers but may be equally unlikely or even more reluctant than in the case of other employees and furthermore find this data account for these differences. The results illustrate the intricate interplay of gender, family structure and work dynamics on workplace outcomes—all leading to lower job satisfaction rates, a high level of stress or even stagnation in career progression for single working mothers. Our findings also extend the workplace incivility literature by demonstrating ways in which single working mothers are particularly vulnerable to this form of mistreatment and a broader need for organizational policies that cultivate an inclusive, supportive environment. Implications for human resource management, organizational culture and policy based on these findings are discussed as it may provide some recommendations for handling incivility in the workplace environment.

This article addresses the pressing issue of training and mediation for conflict resolution among employees within a corporate setting. Employing a methodology that includes literature analysis, comparative studies, and surveys, we explore various strategies and their effectiveness in mitigating workplace conflicts. Through a comprehensive comparison with metrics and conclusions from other scholarly works, we provide a nuanced understanding of the current landscape of conflict resolution practices. As a result of our research, we implemented a tailored training program focused on conflict resolution for employees within a mobile company, alongside the development of a competency framework designed to enhance conflict resolution skills. This framework comprises five integral components: emotional, operational, motivational, behavioral, and regulatory. Our findings suggest that training in each of these competencies is essential for fostering a healthy workplace environment and must be integrated into organizational practices. The importance of this initiative cannot be overstated; effective conflict resolution skills are not only vital for individual employee wellbeing but also crucial for the overall efficiency and productivity of the organization. By investing in these competencies, companies can reduce turnover, enhance team cohesion, and create a more positive and collaborative workplace culture.

Purpose: This research aims to explore the phenomenon of job-hopping in the engineering sector in Penang, Malaysia, focusing on how factors like positive work culture, compensation and benefits, and job satisfaction influence an engineer’s propensity to frequently change jobs. Design/methodology/approach: The study adopted a cross-sectional survey design, targeting 200 engineers in Penang. It was grounded in Herzberg’s Motivation-Hygiene Theory. Data collection was conducted using online questionnaires, which were adaptations of instruments used in previous research. Statistical analysis, including Pearson correlation and multiple linear regression, was performed using SPSS software. Findings: The Pearson correlation analysis revealed significant negative relationships between positive work culture, compensation and benefits, job satisfaction, and the tendency to job-hop. However, in the regression analysis, only job satisfaction emerged as a significant predictor of job-hopping behavior. This finding suggests that while factors like work culture and compensation/benefits contribute to the overall work environment, they do not primarily drive job mobility among engineers in this region. The study indicates that job satisfaction plays a more crucial role in influencing engineers’ decisions to change jobs frequently. Conclusion: The study enriches the field of organizational psychology by applying Herzberg’s theory to understand job-hopping behavior in the engineering sector. For organizations in Penang, the findings highlight the importance of enhancing job satisfaction as a strategy for reducing job-hopping and retaining talent. This insight is valuable for both academic research and practical application in the industry, emphasizing the critical role of job satisfaction in curbing job-hopping tendencies within the engineering field.

As the population’s demand for food continues to increase, aquaculture is positioned as a productive activity that provides high-quality protein. Aquaculture activity is characterized by its socio-economic impact, the generation of jobs, its contribution to food, and constant growth worldwide. However, in the face of threats of competition, producers must quickly adapt to market needs and innovate. Given this, this research aims to analyze the impact of the knowledge absorption capacity with the adoption of innovations by aquaculture producers in the Mezquital Valley in Hidalgo, Mexico. The methodological strategy was carried out through structural equation modeling using partial least squares and correlation tests. The findings show that knowledge absorption capacities explain 77.8% of the innovations carried out in aquaculture farms. Both variables maintain a medium-high correlation; the more significant the absorption capacity, the greater the innovation.

This research aimed to investigate the role of humanizing leadership in enhancing the effectiveness of change management strategies within organizations. Specifically, it focused on how humanizing leadership influences change outcomes and the extent to which organizational culture moderates this relationship. The study addressed critical questions regarding the impact of leadership behaviors, such as model vulnerability, emotional intelligence, open communication, and psychological safety on effective change management and employee performance. A quantitative approach was employed to provide a comprehensive analysis of the phenomena. Quantitative data were collected from a sample of 325 employees through surveys that measured perceptions of Humanizing leadership behaviors, organizational culture, and change outcomes. Data was analyzed by IBM SPSS 26.0. The findings revealed that humanizing leadership behaviors significantly enhances the success of change initiatives, primarily through improved employee engagement and reduced resistance. Organizational culture was found to play a moderating role, amplifying the positive effects of empathetic and inclusive leadership practices. The study provides actionable recommendations for organizational leaders and managers to foster a culture that supports humanizing leadership. By adopting leadership strategies that emphasize vulnerability, empathy, and inclusivity, organizations can enhance their adaptability and resilience against the backdrop of continuous change. These findings are particularly valuable for enhancing managerial practices and informing policy within corporate settings.

Africa has been fighting against colonialism and Eurocentrism for a long time in an attempt to reverse the regime of oppression and socio-economic marginalization and exploitation, and take back control of its cultural identity and right to self-determination. This adventure requires the recognition and revitalisation of indigenous arts, culture, and law—all of which have been subjugated and ignored during colonial rule. Ironically, the situation has not improved much by the dominating presence of post-independent neo-colonial structures and perpetuated Eurocentric phenomenon that have been ingrained into the socio-cultural and economic fabrics of the African state. This research explores the critical need for integrating science on African indigenous arts, culture, and legal systems, as a way of globalizing as well as revitalizing these elements, towards the ultimate emancipation of the continent from the vestiges of colonialism and Eurocentricism. Relying on the postcolonial, and indigenous knowledge systems theoretical frameworks, the study engages the ethnographic, collaborative and interdisciplinary research approaches, subjecting data obtained to thematic analysis. Underscoring the profound interconnectedness of science, indigenous arts, and cultural heritage, the study argues that combining scientific methods with indigenous African epistemology provides a powerful framework for advancing Africa’s true independence from the protracted legacies of colonialism and Eurocentrism. The research concludes that a holistic integration of these elements therefore, is indispensable for fostering a decolonized and inclusive approach to knowledge production, self-determination and sustainable development, against the background of the rich insights and sustainable practices embedded within the African cultural traditions. Ultimately, the research recommends that embracing and integrating science on indigenous epistemologies can propel Africa towards an emancipated, truly independent, and culturally affirming future, transcending the enduring legacies of colonialism and Eurocentrism.