Purpose This study aims to present an empirical model related to strategic performance (SP) of the hospitality industry. It focuses on the role of network capability (NC) in defining SP through the mediating role of structural flexibility (SF). Furthermore, the interaction effect of NC and top management commitment to strategic performance (MCSP) on SP is also tested. Design/methodology/approach A sample of 279 managerial-level employees of four-star and five-star hotels has been used to confirm the proposed hypotheses by using the technique of structural equation modeling. Findings The results reveal that NC positively affects SP. Moreover, the mediating role of SF in defining the nexus of NC and SP has also been confirmed. Results of moderation analysis reveal that MCSP strengthens the relationship between NC and SP. Research limitations/implications This study used a cross-sectional design for data collection, which prevents strong causal inferences. The authors recommend scholars to explicitly test for causal effect. This study used a cross-sectional design for data collection, which prevents strong causal inferences. The authors recommend scholars to explicitly test for causal effect among all these variables by using a longitudinal study in the future. Practical implications In developing countries, it has been observed that the hospitality industry pays less attention to its strategic targets. Operating in a network or adapting flexible structures is also not on their priority list. This study presents a pragmatic approach based on strong theoretical grounds to attain the goals of SP in the hospitality industry through NC and SF. Therefore, this study suggests that organization operating in the tourism and hospitality industry should pay greater attention toward synergies and business networks to achieve SP. Originality/value This research enriches the prevailing knowledge by testing a mediating role of SF between NC-SP link and, therefore, makes an important addition to the existing knowledge on tourism and hospitality industry by concentrating on the relationship between NC, SF, MCSP and SP.

This study aims to investigate the impact of corporate social responsibility (CSR) commitment and CSR participation on both social performance and environmental performance. The current study examines the influence of CSR commitment on CSR participation. This study also tested the mediating effect of CSR participation in the connection between CSR commitment and social performance as well as between CSR commitment and environmental performance. Data were collected from 324 managers of hotels and tourism units. Statistical techniques such as correlation, regression and AMOS 7.0 software were used for data analysis. Results reveal that CSR commitment positively predicts CSR participation. CSR participation significantly predicts the social performance and environmental performance. The direct link of CSR commitment with social performance and environmental performance is positive and significant. The findings also reveal that CSR participation mediates the relationship between both CSR commitment and social performance and CSR commitment and environmental performance links.

Purpose The purpose of this paper is to analyze the knowledge sharing behavior of faculty members of research universities in emerging economies after considering the predicting role of knowledge management enablers and mediating role of trust. Design/methodology/approach The study was conducted through self-administered survey of faculty members of research universities in Pakistan. Correlation, causal steps approach and the normal test theory approach were used to find out the role of trust among knowledge management enablers and knowledge sharing. Findings The results showed that trust of faculty members at research universities was developed through knowledge management enablers which promote knowledge sharing. Therefore, the association between knowledge management enablers, trust and knowledge sharing is positive. Research limitations/implications The current study investigates the relationships of knowledge management enablers on knowledge sharing; future studies should be conducted as an extension of this work to find out the outcomes of this relationship such as performance of faculty members as well as effectiveness and competitive advantages of knowledge sharing. Practical implications Mediating role of trust on knowledge enablers and knowledge sharing provided that university administration and policy makers should create culture which support trust worthy relationships among faculty members where knowledge sharing could flourish. Originality/value The study confirmed the mediating effect of trust between the relationships of knowledge self-efficacy, reciprocal benefit, face to face interactive communication and knowledge sharing, while there is a partial mediating role of trust between knowledge management system infrastructure and knowledge sharing.

PurposeFollowing “AMO” framework and resource-based theory (RBT), the current study empirically examines the relationships between high-involvement human resource management (HI HRM) practices, employee functional flexibility (FF) and innovative work behavior (IWB). Furthermore, the mediating effect of FF has also been tested.Design/methodology/approachDescriptive statistics, correlation, hierarchical regression analysis, baron and Kenny, PROCESS Macro and Sobel Test approach were used on a sample of 894 employees of manufacturing concerns.FindingsFindings revealed a direct effect of HI HRM practices on FF and IWB. In addition, the results confirm that FF positively mediates between HI HRM practices and IWB. Furthermore, three dimensions of HI HRM practices, i.e. ability-enhancing (AE), motivation-enhancing (ME) and opportunity-enhancing (OE) HRM practices also predicted FF and IWB.Practical implicationsThis study not only offers the empirical evidence to validate the findings of past researchers, but also provide insight how HI HRM practices flourish the mechanism of FF in manufacturing concerns. Furthermore, this study highlighted some interesting facts that should be meaningful options for HR managers to enhance the level of employees' FF and IWB.Originality/valueAlthough the empirical evidence is well established that HI HRM practices have a substantial contribution for organizational performance, however, there is lack of studies that empirically examine the associations among HI HRM practices, employee's competencies and behaviors, as well as the mechanism through which HI HRM practices affect work related innovative behavior. Finally, in distinguishing from the past studies, this study explores HI HRM practices as an important predictor of FF in addressing the IWB.

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Purpose The purpose of this paper is to investigate the impact of boundary integration (BI) on innovative work behavior (IWB) of nursing staff. Furthermore, in order to understand the constructive role of BI, this study also examines the mediating role of work-to-family enrichment (WFE) and moderating role of co-worker and supervisor support. Design/methodology/approach Data were collected from 786 nurses and 144 doctors (nurse supervisors) through self-administered questionnaires from public sector hospitals in Pakistan. Descriptive statistics, correlation, Baron and Kenny approach (Causal steps approach), PROCESS Macro (Normal Test Theory) developed by Hayes and hierarchical regression approaches were used to analyze the collected data that provide several interesting results for the formulated hypotheses. Findings Results indicated that BI among nursing staff is positively related to doctors’ rating of innovative behaviors. Moreover, WFE mediates the relationship of BI and IWB. Furthermore, the results also confirmed that the relationship between BI and IWB is stronger among those nurses who frequently received support from co-workers and supervisors. Originality/value Employees’ involvement in innovative work is of crucial importance for organization’s strength, especially in health care sector. Although researchers have identified various antecedents of nurses’ IWB, however, it is still unclear how BI influences IWB. Moreover, this study focuses on another important element of workplace support and argues that nurses who can successfully manage work and family matters through the integration of boundaries have greater opportunities to achieve enrichment and respond more effectively to demonstrate IWB.

Institutional pressures (IP) have a strong effect on organizational strategies and decision making. IP in terms of coercive, mimetic, and normative forces have a direct effect on organizations to develop environmentally friendly business strategies (EFBS) and improve environmental performance (EP). The aim of this study is to examine the effect of IP on EP. Moreover, the mediating role of EFBS in the relationship between IP and EP has also been tested. Results reveal that IP significantly and positively affect EFBS. Moreover, the relationship between EFBS and EP is also significantly positive. However, the direct relationship between IP and EP is weak. The results of the study also confirm that EFBS mediate the relationship between IP and EP. These findings suggest that managers should develop green strategies for the improvement of environmental performance. This study not only offers the empirical evidence to validate the findings of past researchers but also provides insight how IP flourish the mechanism of environmentally friendly business strategies. Furthermore, this study highlighted some interesting facts that should be meaningful options for managers to enhance the environmental performance.

This study attempts to examine the association among employees' environmental attitude (EEA), employees' ecological behavior (EEB) and employees' environmental performance (EEP). Moreover, the mediating role of EEB between EEA and EEP is also tested. The contingent effect of managers' environmental commitment (MEC) on the relationship between EEA and EEB is also tested. Data were collected from 317 employees of 65 small and medium size hotels operating in the tourist destinations of Pakistan. Correlation, linear regression and SEM were conducted for the purpose of data analysis. Findings revealed a direct effect of EEA on EEB and EEP. In addition, the results confirm that EEB positively mediates EEA and EEP. Moreover, the findings confirmed that MEC strengthens the relationship between EEA and EEB. The results suggest that small and medium size hotels must pay more attention towards employee regarding their environmental attitude and behavior that ensure the protection of natural environment. Moreover, employees with higher level of motivation due to their knowledge, awareness and concern for environment contribute in a better way for EP.