This study investigates the impact of perceived innovative leadership on team innovation performance, with innovation climate acting as a mediating variable. A quantitative research approach, including a survey of team members across various industries, was used to collect data. Analysis through Structural Equation Modeling (SEM) reveals that perceived innovative leadership significantly positively influences team innovation performance, with innovation climate partially mediating this relationship. The findings emphasize the critical role of innovative leadership and a positive innovation climate in fostering organizational innovation, offering valuable insights for management practices. This paper also discusses the study’s limitations and provides directions for future research.

The purpose of this research is to investigate the relationship between transformational leadership variables and organizational citizenship behavior (OCB) variables, investigate the relationship between job satisfaction variables and organizational citizenship behavior (OCB), and investigate the relationship between organizational commitment variables and organizational citizenship behavior (OCB). This research method uses quantitative methods. In this study, the researchers used a simple random sampling technique with a sample size of 368 SMEs employee. The data collection method for this research is by distributing an online questionnaire designed using a Likert scale of 1 to 7. The data analysis technique uses Partial Least Square—Structural Equation Modeling (PLS-SEM) and data analysis tools use SmartPLS software version 3.0. The stages of data analysis are validity testing, reliability testing and hypothesis testing. The independent variables in this research are transformational leadership, job satisfaction and organizational commitment, while the dependent variable is organizational citizenship behavior (OCB). The results of this research are that transformational leadership has a positive influence on organizational citizenship behavior (OCB), Job Satisfaction has a positive influence on organizational citizenship behavior (OCB) and organizational commitment has a positive influence on organizational citizenship behavior (OCB). The theoretical implications of this research support the results of previous research that transformational leadership, job satisfaction, and organizational commitment make a positive contribution to increasing organizational citizenship behavior in SME employees. The practical implication of this research is that SME owners apply transformational leadership, create work breadth and create organizational commitment within the SME organization to support increasing employee organizational citizenship behavior so that it can encourage increased performance and competitiveness of SMEs.

This study aims to explore the relationship between classroom anxiety and self-efficacy among Chinese Korean language learners and the impact of these variables on learning outcomes. Utilizing a quantitative research approach, the study conducted a questionnaire survey with 300 learners to assess their levels of Korean language learning classroom anxiety and self-efficacy. The questionnaire comprised two parts: one for assessing learning anxiety and the other for self-efficacy. Data were analyzed using descriptive statistical analysis, Pearson correlation coefficients, and multiple regression analysis. The results indicate a significant negative correlation between classroom anxiety and self-efficacy. That is, higher levels of classroom anxiety in Korean language learners correspond to lower levels of self-efficacy. Additionally, self-efficacy played a partial mediating role between classroom anxiety and learning outcomes. The study also found that teaching strategies offering positive feedback and encouragement can effectively reduce learners’ classroom anxiety and enhance their self-efficacy, thereby improving learning outcomes. This research is significant for understanding the psychological characteristics of Chinese Korean language learners and their impact on the learning process. The findings underscore the need to focus on learners’ psychological states in language teaching and provide strategies for teachers on how to improve teaching effectiveness by alleviating classroom anxiety and enhancing self-efficacy.

This study is about the influence of ethical leadership in both employees wellbeing and employee performance in Egypt’s tourism industry. Besides, it examines the indirect effect of ethical leadership on performance through its influence on the well-being of employees. The research was based on a quantitative research method and the surveys were self-administered, distributed and collected from a random sample of the employees of the Tourism companies. Analysis of 515 valid responses using structural equation modeling (SEM) unveiled several key findings: Ethical leadership is the main reason why both employee well-being and performance are significantly increased, and the fact that employee well-being is also the main reason for the improvement of performance. In addition, the employee well-being plays the role of the bridge between the ethical leadership and the performance. These insights are of great help for the decision-makers in the crafting of the effective leadership strategies that will lead to the creation of the thriving and high-performed work environments in Egyptian tourism sector.

The business life cycle is examined through a comprehensive literature review in this academic study. Our initial approach involves searching for relevant articles on firm life cycle and strategy using the Web of Science and Scopus databases. We conduct bibliometric analyses to identify key contributors and recurring keywords. Subsequently, we select twenty-seven research papers to explore the Theory Development, Characteristics, Context, and Methodology (TCCM) framework for firm life cycle and strategy. Our analysis summarizes corresponding business strategies for each stage, including the use of Initial Management Control Systems (MCS) in the introduction phase. As companies grow, a high inventory-to-sales ratio may hinder effectiveness, but it proves beneficial in the growth and revival stages. Mature companies excel in green process innovation and engage more in Corporate Social Responsibility (CSR) activities. In the decline stage, firms use cost efficiencies, asset retrenchment, and core activity focus for recovery, signaling commitment to a successful turnaround. However, there is a research gap in exploring appropriate global strategies for various life cycle stages, providing an opportunity for additional articles to thoroughly investigate this relationship and assess multinational enterprises’ success trajectories throughout their life cycles.

Background: In the context of organizational innovation frameworks, knowledge plays a crucial role in sparking new ideas and bolstering innovation capabilities. Insights gathered from various sources can act as a catalyst for generating fresh concepts and pushing boundaries. Moreover, the effectiveness of innovation within an organization can be influenced by factors like employee retention and strategies in human resource management, which can either enhance or hinder the correlation between knowledge accumulation and innovation outcomes. The employee innovation performance involves a series of tasks carried out by individuals who not only possess knowledge and skills but also demonstrate consistency, active involvement in decision-making, intrinsic motivation, and a flair for innovation. Objective: This study endeavors to provide valuable insights into how non-standard service relationships, psychological contracts, and knowledge sharing practices can collectively impact and drive innovation in the green manufacturing sector. Arrangement: In the investigation of employee innovation performance within the development of the green manufacturing industry, the focus will be on exploring non-standard service relationships, psychological contracts, and knowledge sharing. These three specific facets play a pivotal role in shaping the innovation landscape in organizations operating within the realm of sustainable manufacturing. The arrangement of this study will begin by examining the impact of non-standard service relationships on employee innovation performance. By dissecting unconventional service models and their correlation with innovation behaviors, we aim to uncover novel insights that can fuel sustainable innovation practices in the green manufacturing sector. Method: The study adopts a quantitative methodology to collect data, concentrating on a group of employees across eight distinct outsourcing firms. This selection results in a comprehensive sample of 299 participants. For the analysis and manipulation of the data, the research utilizes Sructural Equation Modeling (SEM) based on Partial Least Squares (PLS) software. This choice facilitates a meticulous and structured analysis of the data gathered, ensuring precision in the research findings. Results: The research findings reveal a significant and positive influence of psychological contracts on the propensity for knowledge sharing among employees. This suggests that organizations that emphasize establishing strong psychological contracts are likely to nurture a work environment conducive to the free exchange of knowledge and ideas, thus promoting a culture of collaboration and continuous improvement. Additionally, the data points to a noteworthy positive correlation between the act of knowledge sharing and the ability of an organization to offer unique, non-standard services. This underscores the role of knowledge sharing as a catalyst for innovation, indicating that organizations encouraging such exchanges are in a better position to innovate and provide services that adapt to the changing demands of customers and stakeholders. Conclusion: The research underscores the critical but nuanced role of knowledge sharing in driving employee innovation, especially when contrasted with its pronounced impact on developing non-standard services. It highlights the necessity for organizations to create environments conducive to the free exchange of ideas, fostering innovation. The findings also reveal the significant influence of innovative service offerings and strong psychological contracts on boosting employee creativity and service quality, respectively. For the green manufacturing sector, these insights stress the importance of robust psychological contracts and an innovation-centric culture. Emphasizing trust, open communi