Academic institutions like other business organizations strive to achieve, maintain, and sustain their competitive advantages. In this study, we examined the influence of the “strategic human resources management (HRM) practices” on the achievement of “competitive advantages” that will be sustainable, with an evaluation of the mediating role of “human capital” development, and the commitment of employees in an academic environment. Six hundred questionnaires were randomly distributed to the employees of selected universities in Erbil City of Iraq. Structural equation modeling (SEM) techniques were employed for the analysis with the use of Smart Partial Least Square PLS. Findings from our study revealed a linear and positive influence of the strategic HRM on the sustainability of “competitive advantages”; strategic HRM was also found to positively influence human capital development and the commitment of employees to the institutions; the influence of both human capital development and employees’ commitment were found to have a partial mediation in the strategic HRM practices and sustainable competitive advantage (SCA) relationship. Finally, theoretical and management implications were suggested.

Purpose The purpose of this paper is to examine the effect of ethical leadership on followers’ organizational citizenship behavior (OCB) and turnover intention and to examine the mediating role of intrinsic motivation in the relationships. Design/methodology/approach The study employed a quantitative research method with a sample of 351 supervisor–subordinate dyads in three large public universities in the Kurdistan Region of Iraq. The statistical analysis was conducted using Statistical Package for Social Science software, through multiple regression analyses to test the research hypotheses. Findings The results indicated that ethical leadership positively related to OCB and negatively related to turnover intentions. The results also showed that intrinsic motivation fully mediates the relationship between ethical leadership, OCB, and turnover intentions. Originality/value This study recognized the gap in the literature, and it contributes to the body of knowledge through an examination of the mediating role of intrinsic motivation between ethical leadership, OCB and turnover intention, relying on the cognitive evaluation theory.

Although incivility has been identified as an important issue in workplaces, little research has focused on tolerance to workplace incivility. Drawing on conservation of resources and psychological ownership theory, this article investigates the mediating role of employee cynicism on the relationship between tolerance to workplace incivility and outcome variables (i.e., service innovative behavior, knowledge hiding behavior, and job search behavior) in the hospitality industry. Structural equation modeling and artificial neural network were applied on survey data obtained from five‐star hotels in Jordan. Building on the proposed theories, we show that employee cynicism mediates the link between tolerance to workplace incivility and knowledge hiding behavior, and job search behavior. Implications for theory and practice are discussed.

As organizations operate in an inexorable marketplace, there are always new and unpredictable difficulties that make managerial roles harder and the achievement of organizational goals and objectives more critical. Recently, the implementation of talent management practices in achieving sustainable organizational performance that will match the firms’ operational and strategic goals have been the concern of both academics and practitioners, but the issue has not been exhaustively investigated. Thus, the aim of this study is to investigate the effect of talent management practices on the sustainable organizational performance in real estate companies located in the United Arab Emirates. This paper seeks to make contributions through an empirical evaluation of talent management in the United Arab Emirates. A structured questionnaire was distributed to collect data from a study sample of 306 managers working in real estate companies. The proposed hypotheses were verified by structural equation modeling (SEM). The results of this study show that talent attraction and talent retention had no impact on the sustainable organizational performance, whereas learning and development and career management were found to have significantly positive impacts. The study suggests that learning and development, and employee career management, should be leveraged on by the management by concentrating on the coaching and training programs and job rotation so that the firm can achieve sustainable organizational performance.

Purpose The emergence of the knowledge economy and Industry 4.0 has prompted many firms to invest considerable resources into knowledge-based human resource management (HRM) practices and business analytics capabilities aimed at enhancing competitiveness. This paper aims to propose a conceptual model that examines the collective effects of knowledge-based HRM practices, business analytics capabilities and organizational agility on innovative performance using knowledge-based theory as a theoretical framework. Design/methodology/approach The present study empirically tested the above-said idea by surveying (n = 182) individuals with supervisory capacity in Jordanian 4- and 5-star hotels. The obtained data was analyzed using linear modeling and fuzzy sets (fsQCA) techniques. Findings Results from linear modeling revealed that knowledge-based HRM practices, business analytics and organizational agility are important antecedents for innovative performance. Conversely, findings from fsQCA revealed that organizational agility is a necessary and sufficient condition to achieve high innovative performance. While business analytics is a sufficient condition to achieve high innovative performance. Originality/value This study is among the first to unveil the linear and complimentary effects of knowledge-based HRM practices, business analytics capabilities and organizational agility on innovative performance. Implications for theory and practice are discussed.

Purpose-The purpose of this paper is to investigate the main and interaction effects of organizational justice components as they pertain to job performance and satisfaction in an Eastern region. Design/methodology/approach-Data were gathered utilizing a sample of 402 employee-manager dyads working for various institutions of higher education in the Kurdistan Region of Iraq. Hierarchical regression analyses and relative weight analysis were used to test the research hypotheses. Findings-The results indicated that perceived distributive, procedural, and interactional justice all contribute to employee job satisfaction and job performance, and that among the justice components, interactional justice was more strongly related to job satisfaction and job performance. The results also showed that interactional justice interacts with distributive justice to affect job performance. Research limitations/implications-Although data were gathered from two sources, all data were collected at a single point in time, which may raise a concern about common method variance. Practical implications-Managers who try to enhance employees' perceptions of organizational justice are advised to constantly develop and evaluate the way they treat their employees, especially in terms of social aspects such as dignity, support, and respect. Originality/value-This study is the first work in the Kurdistan Region or Iraq as a whole that investigates organizational justice as it pertains to work outcomes.

Purpose -The purpose of this study is to introduce the concept of social welfare chain and address the challenges in decision making through the development of an optimal planning model for a nongovernmental organization (NGO). The distinctive properties of the social welfare chain and its relationship with the humanitarian relief chain in the context of supply chain management are also discussed. The paper presents a real decision problem and analyzes the managerial impacts of the proposed solution. Design/methodology/approach -The study of social welfare policy and the review of the humanitarian literature has necessitated the introduction of the social welfare chain. Based on its definition, an optimal facility location distribution model that consolidates the non-integrated style of logistics functions with a cost minimizing approach is developed. The General Algebraic Modeling System (GAMS) is used in order to optimize the coal distribution model of an NGO. Data is obtained from an NGO that aims to help vulnerable people through distributing coal and basic food such as rice and sugar. Findings -Besides laying the foundations of social welfare chain, an analytical tool for decision support systems of the NGOs can be considered as the major finding of the research. Despite the increased number of stages in the proposed network configuration, the optimal solution resulted in significant cost reduction and distribution efficiency due to the availability of temporary distribution center locations at no extra cost. Furthermore, this study brings out the advantages of using intermodal transportation in the distribution process of cost-sensitive networks. Practical implications -This paper provides a detailed analysis that contributes to the efficiency and the effectiveness of social welfare chains. Moreover, it represents a cooperation established between university and NGOs. Originality/value -The planning efforts of nongovernmental organizations targeting at the periodical aids to improve the social welfare level have received little attention in the literature. This paper is the first to propose the concept of "Social Welfare Chain", at the same time addressing the distribution planning for the NGO.

Background: Performance evaluation has become an essential tool for managers in the banking sector, which is undergoing frequent and rapid changes. It allows banks to maintain a high level of returns and reach their targets while staying competitive. In this context, sustainable performance management has emerged as essential for the banking sector. Indeed, the sustainable management of performance, while increasing the efficiency and effectiveness of organizations, also ensures sustainable measurement based on balanced scorecard practices. Purpose: This study aims to examine the assessment of internal indicators on the balanced scorecard of sustainability in the banking system in North Cyprus, which is one of the sustainable performance evaluation methods. Moreover, it aims to evaluate and reveal the effects of innovation performance, organizational culture, intrapreneurship, and the efficiency and effectiveness of the accounting information system on overall business performance in terms of the performance scorecard to achieve sustainable balanced scorecard systems. Design/Methodology/Approach: This study (BSC), which focuses on the banking industry in North Cyprus, was motivated by the recent and limited usage of a balanced scorecard. The questionnaire was used to gather data from 350 employees and managers of 21 banks in North Cyprus. Analyses of the collected data were conducted using structural equation modeling (SEM, AMOS 25). Findings: The findings of the research established that organizational culture, intrapreneurship, and accounting information system effectiveness have positive effects on a balanced scorecard and its sub-dimensions. Innovation performance does not affect the balanced scorecard and its sub-dimensions. Originality/Value: In identifying the advantages and contributions in BSC introduction and implementation, the study contributes to the current state of knowledge, enabling organizations which intend to use this tool to adopt it and develop it. This study takes organizations’ culture, innovation and intrapreneurship performance, and development on accounting and information systems into consideration in relation to the implementation process of BSC.