The purpose of this study was to investigate the relationship between authentic leadership and the three dimensions of employee well-being (job satisfaction, perceived work stress, and stress symptoms). Furthermore, attachment insecurity was considered as a mediating factor between authentic leadership and the three dimensions of employee well-being. Data were obtained from a field sample of 212 health care providers with patient contact at five hospitals in the North East of Iran. Initially, collected data were analyzed with multiple confirmatory factor analyses. Then, structural equation modeling was applied to test proposed hypotheses. First, it was shown that authentic leadership negatively impacted attachment insecurity. Second, attachment insecurity proved to be a factor impinging upon job satisfaction. On the contrary, higher levels of attachment insecurity was associated with higher levels of perceived stress and stress symptoms. Third, it was revealed that attachment insecurity partially mediated the relationship between authentic leadership and job satisfaction and fully mediated the relationship between authentic leadership, perceived stress, and stress symptoms. According to the literature of authentic leadership, this is one of the first research studies, and literally the first in the East exploring the effects of authentic leadership on the exclusive combination of dimensions offered in this paper. Moreover, researchers in the field of management have not delved enough into attachment and its antecedents and consequences in leader-follower relationship. This is one of the first studies to provide evidence of the relationship between authentic leadership, attachment security and employee well-being. As a further analysis, the final model was separately put under the two different lens of gender (female and male) and some interesting findings were discussed in the discussion.

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PurposeThis paper aims to show how leagility can be applied in professional services, especially hospitals.Design/methodology/approachThe case study approach was used to consider the concept of leagility in professional services. Therefore, it studies a specialized hospital in Iran as a professional service provider.FindingsThe specific condition of the patients forces the hospital to be highly agile and at the same time it can benefit from lean strategies. By grouping healthcare services into three pipelines, it identifies decoupling points for the supply chain. It also argues that while discussing leagility in a professional service organization, the important role of human resources should be highlighted.Research limitations/implicationsThe paper considers leagility in a specialized hospital. There is a need to discuss this concept in generalized hospitals with multiple pipelines. It is also limited because it considers one specialized hospital, thus the results of this research cannot be generalized to other specialized hospitals.Originality/valueLeagility in professional services is something rarely dealt with in the literature. Thus, this research expands on the concept of leagility in professional service, particularly in hospitals, and the paper fills this gap in the literature which could be further explored.

Researchers have tried to investigate multiple factors affecting employees' social, emotional, and psychological well-being. In this study particularly, nurses' emotional and psychological well-being is considered. Of most important factors affecting well-being in place of work has known to be busy work and stress, constructive and destructive emotions, and psychological capital. Present study considered to test a developed model of psychological capital, constructive and destructive emotions, stress, anxiety, and depression as antecedents of wellbeing. 296 nurses took part in the survey, using path analysis method hypotheses were tested, and the proposed model was evaluated. Results indicated that nurses' high psychological capital increases their constructive emotions, reduces destructive emotions and eventually increase their well-being. The role of destructive emotions was more prominent in increasing wellbeing as well. Furthermore, stress had an incremental influence on well-being. In general, research results emphasize the need for more attention to the components of psychological capital, and intervention and coping strategies. The conclusions of a more detailed is that to improve nurses' well-being the more emphasize should be on decreasing destructive emotions than increasing constructive ones. In addition, keeping an optimal level of stress is necessary for good functioning and improvement of overall well-being.

Purpose-The purpose of the paper is to propose a quantitative approach for assessing the qualitative nature of organizational vision. Design/methodology/approach-The paper uses grey systems method to rank and evaluate the vision of five top-ranked universities. Findings-It is shown in the literature that qualitative consideration of organizational vision can be quantified using a mathematical method. This method can be used as a decision-making tool where the judgments of the decision maker are not exact. Originality/value-This study expresses the qualitative nature of organizational vision into a quantified shape. It does it through a mathematical method called "grey systems theory". Moreover, it seems that the application of grey systems theory to the business context has rarely been examined.

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Purpose The purpose of this paper is to investigate the mediating role of job embeddedness in the relationship between perceived job security and perceived job flexibility and its impact on creative performance. Design/methodology/approach The statistical population of this study consisted of all employees at the Electricity Company of Mashhad, and a sample comprising 300 participants was finalized. In order to analyze the data, different statistical analysis methods were used, including Pearson’s correlation analysis and structural equation modeling. Findings The findings indicated that perceived job security has a positive impact on job embeddedness, while it has no significant impact on the employees’ creative performance. On the other hand, perceived job flexibility has a positive effect on both job embeddedness and creative performance. Moreover, the mediating role of job embeddedness was approved. Originality/value Since creative performance in this changeable environment becomes essential, identifying mechanisms which can embed employees to their company would bring about several positive consequences. Furthermore, little is known about the antecedents and potential consequences of job embeddedness, especially in developing countries.

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