Purpose This study aims to examine a model that uses climate for creativity as an intervening mechanism for the relationship of empowering leadership to management innovation in the hospitality industry. Design/methodology/approach The sample comprises 127 hotels in Morocco. Data were gathered from two sources, namely, the administrative department managers and the front desk managers. Structural equation modeling analyses along with the Bayesian estimation technique were used. Findings Findings demonstrate that the climate for creativity plays a mediating role between empowering leadership and management innovation. The climate for creativity dimensions of employee creativity recognition, flexibility to change and adequate resources for innovation pave the way for empowering leaders in the adoption of new management practices, processes or structures. Practical implications This study suggests that climate for creativity can be an effective tool for implementing management innovation. Hence, leaders and managers of hotel firms, who aim to obtain innovative results in the managerial spheres, should capitalize on the benefits of building a positive climate for creativity. Originality/value The present paper bridges a gap pertaining to antecedents and factors that impact management innovation. It is the first of its kind to investigate the influence of empowering leadership on management innovation with climate for creativity as a mediating variable.

The present research is designed to identify the appropriate and relevant objectives that need to be pursued through entrepreneurial activities targeting elementary school children. It assesses the effectiveness of early entrepreneurship education. To do so, children aged 11 and 12 attended an entrepreneurial program and completed two versions of the same questionnaire before and after the program. We measured the development of three outcome sets of skills: non-cognitive entrepreneurial skills, cognitive entrepreneurial skills, and intentions to become an entrepreneur. The change in the dependent variable (the three sets of skills) is measured by the difference in this scale between using paired-sample t-test. Gender and parents’ occupation were controlled for. The findings of this study confirm that late childhood (11–12 years old) seems to be the adequate period in order to develop self-efficacy, a non-cognitive skill required to become an entrepreneur. Nonetheless, cognitive entrepreneurial skills and entrepreneurial intentions did not change after the program.

Purpose The purpose of this study is to examine the influences of transactional and transformational leadership styles on employee job satisfaction, employee affective commitment and organisational citizenship behaviour (OCB) within Moroccan organisations. Design/methodology/approach Data were gathered from a sample of 219 employees working in seven different industries in Morocco and analysed using Structural Equations Modelling (SEM). Findings SEM analyses reveal that employee job satisfaction, affective commitment and OCB are only impacted by the personal recognition dimension of the transformational leadership style. The study indicates that charisma and intellectual stimulation (transformational leadership) as well as contingent reward and management-by-exception (transactional leadership) did not yield significant results. Research limitations/implications The use of a cross-sectional research design limits establishing cause-and-effect relationships. Practical implications The results of the current study may be of use and interest for organisations in designing effective leadership training programs, as it takes into account how managers and/or practitioners tap into their subordinates’ effective behaviour. Originality/value With insights derived from a non-Western perspective, the major theoretical contribution of the present study lies in exploring the effects of transactional and transformational leadership styles on employee job satisfaction, employee affective commitment and OCB in Morocco.

Purpose The present study aims to understand how Moroccan women working in information technology (IT) perceive the roles they fulfill in both their private and professional lives and assess their Work–life balance (WLB). Design/methodology/approach Existing research about WLB in Morocco focuses mainly on the public sector. As the present study is the first of its kind to deal with the private sector and more specifically IT, it is exploratory in nature while adopting a qualitative methodology. Twenty Moroccan women working in IT companies in the city of Casablanca were interviewed. Collected data were analyzed using a content analysis approach. Findings It emerged from the data analysis that adhering to the cultural assumption of being the pillar of the household and to the culture of respondents’ organizations seems to be a key factor in employee WLB. Three main recommendations stemmed from the current research, namely, increased maternity leave duration, workplace nurseries and telework, may help IT female employees improve their WLB and well-being. Research limitations/implications First, the study participants were selected by one individual, which may create a “sampling bias”, where one specific profile of IT specialist could be selected. Second, only IT workers took part in the study and no IT employers were interviewed, which may yield having only “one side of the story”. Practical implications The results that emerged from the current study, particularly the three main recommendations made by the 20 interviewees (increase of maternity leave duration, workplace nurseries and telework) may be used by different IT companies in the hopes of improving female employees’ WLB and well-being. Overall, employers ought to put in place measures and accommodate employees to help them reconcile their work and personal life commitments. Social implications It has been documented that lack of WLB can result in increased stress, deleterious effects on psychological and physical well-being and increased family and marital tensions (Burchell et al., 2001; Lewis and Cooper, 1999; Scase and Scales, 1998). Therefore, various stakeholders, in addition to employers, such as the government and IT employees’ families should work collaboratively to implement meaningful WLB arrangements and, in turn, prevent the negative effects of work–life imbalance through, among others, government policy interventions. Originality/value The present study is the first of its kind that looked into the perception of WLB among Moroccan women operating in the IT industry. It offers valuable insights about how to assist female Moroccan IT workers to reconcile their work and personal life commitments.

Purpose As volunteering research in nonprofit organizations is growing significantly, the purpose of this paper is to examine the effects of volunteering drivers and work engagement on volunteer continuation will. Design/methodology/approach Building on empirical and theoretical perspectives, the authors hypothesized that work engagement mediates the relationship between volunteering drivers and volunteer continuation will. To verify our hypotheses, we examined data collected from 372 active volunteers from Palestinian nonprofit organizations. The authors conducted structural equations modeling (SEM) analyses using the AMOS 24 platform to investigate direct and indirect effects. Findings The results of the study show that work engagement is a significant predictor of volunteer continuation will; mediates the relationship between career driver of volunteering and volunteer continuation will; and mediates the relationship between the protective driver of volunteering and volunteer continuation will. Research limitations/implications The research design limits establishing cause and effect relationships among the examined variables. Practical implications The results of the current study may be of use for nonprofit organizations managers formulating effective recruitment and training policies to retain their volunteers. Originality/value The paper contributes to the limited empirical body of the volunteering research. The study is novel as it is one of the few studies conducted using data coming from a non-western context.

Purpose -The purpose of this paper is to provide a synthesis based on a review of the existing literature with respect to the variations in training practices and attitudes across national cultures. Design/methodology/approach -A content analysis technique was adopted with a comparative cross-cultural management perspective as a backdrop to address the occurrence of differences in practices and attitudes across various national cultures. Findings -Most of the extant literature remains distant from providing a systematic and analytical repertoire on the subject. In efforts to bridge this gap, a synthesis of the literature has been elaborated, identifying a range of variations that have been grouped around the following categories: importance of organizational training; access to organizational training; different types of training provided to employees; actors involved in organizational training; and organizational support for training. Research limitations/implications -The heterogeneity of the literature impeded the use of a theoretical training management framework for the present review. Practical implications -Organizations operating overseas and HRM/HRD practitioners should consider the complexity of diverse cultural differences, while managing employee training in culturally diverse settings. Nations ought to be aware of training practices abroad to observe trends and changes caused by globalization, as they may influence the shaping of national training practices and regulations. From a theoretical point of view, it is important to undertake conclusive research by further examining training practices and attitudes through the various national cultures with the objective of better circumventing the differences and by highlighting their prominent characteristics and implications. Originality/value -The present contribution is the first documented synthesis of the literature on the subject.

Purpose Given the growing importance of spirituality and religion-related factors in the workplace, this paper aims to analyze the effects of spirituality, intrinsic religiosity and Islamic work ethics (IWE) on employee job performance. Design/methodology/approach Building on these theoretical concepts and perspectives, the authors hypothesized that employee intrinsic motivation mediated these proposed effects. To verify these propositions, the authors examined data collected from 224 full-time employees working for various organizations in Morocco. The authors conducted structural equations modeling (SEM) analyses using the AMOS 24 platform and Bayesian analyses to investigate direct and indirect effects. Findings First, the authors found that only IWE has positive and significant direct effect on job performance. Second, the findings indicate that employee intrinsic motivation does not mediate the relationship between the independent variables of spirituality and intrinsic religiosity and the dependent variable of job performance. These results may be because of the fact that Islamic principles and values are implemented and more reinforced in the Moroccan workplace than new and modern concepts such as intrinsic religiosity and spirituality. Research limitations/implications The present paper used a cross-sectional methodology, which did not allow testing causation between the constructs under study. Practical implications Organizations and managers alike ought to resort to IWE insights with the objective to increase the performance of their Muslim members. Originality/value This paper is novel as it represents a study on spirituality in a non-Western context. It also uses a relatively sizeable sample (N = 224) of full-time employees in the workplace.

PurposeThe purpose of this paper is to draw a portrait of training and development ideals and practices from the Islamic point of view.Design/methodology/approachThis is a conceptual paper. The paper reviews the relevant literature on training and development from an Islamic perspective portraying the interface between ideals and practices of training and development in Islam in order to bridge a gap in the extant literature.FindingsThe literature that deals with training and development in Islam seems to belong to two major categories: essays espousing a broad perspective and including catch‐all concepts or other generic Islamic principles; and studies addressing human resource management in Islam that mainly examine training and development from a narrow perspective. The findings of this limited body of literature are far from being consistent as they seem contradictory in nature. Simultaneously, in the area of training and professional development, Islam emphasizes practical wisdom and translating theoretical insights into behaviors and practices rather than solely relying on theoretical principles.Research limitations/implicationsThe literature review is not detailed due to the dearth of information on training and development from an Islamic perspective.Practical implicationsTraining and learning methods from the Islamic tradition can provide constructive contribution to workplace practices as well as benefit organizations that anticipate offering efficient and effective custom‐designed training methods to best meet the training needs of their Muslim employees.Originality/valueThe present contribution is a unique synthesis of the literature related to the application of Islamic principles in training and professional development.