The airline industry plays a vital role in global mobility and international trade, which makes the evaluation of its operational efficiency an important strategic task. This study evaluates and ranks the operational performance of passenger and freight air transport in Serbia over the period 2014–2023 by employing a fuzzy multi-criteria decision-making framework. Six key performance criteria were defined, with their weighting coefficients determined using the fuzzy MEREC method, while the ranking of alternatives was conducted using the fuzzy MARCOS method. The obtained results reveal noticeable variations in performance throughout the observed period and provide insights into efficiency trends in both passenger and freight segments of air transport. Furthermore, a sensitivity analysis confirmed the robustness and stability of the ranking outcomes. The findings of this research can support evidence-based decision-making and contribute to enhancing the operational efficiency and competitiveness of the air transport sector.

Purpose This study aims to use quantile regression methodology to examine the differential impacts of artificial intelligence (AI) adoption in human resource management practices across the conditional distribution of organizational effectiveness in Gulf organizations, providing nuanced insights beyond traditional average treatment effects. Design/methodology/approach A cross-sectional survey of 500 HR professionals across six Gulf Cooperation Council nations (UAE, Saudi Arabia, Qatar, Oman, Kuwait and Bahrain) was conducted. Quantile regression models at the 25th, 50th and 75th percentiles were estimated to analyze AI adoption patterns in hiring and performance evaluation, with comparative analysis against Ordinary Least Squares and robust regression methods. Findings Results reveal significant heterogeneity in AI adoption effects across organizational effectiveness levels. High-performing organizations (75th percentile) demonstrated 34% higher AI adoption benefits in hiring processes compared to median performers, while lower-performing entities (25th percentile) showed minimal adoption advantages. UAE and Saudi Arabia exhibited the highest integration rates, with Qatar displaying elevated algorithmic bias concerns across all performance quantiles. Practical implications The heterogeneous effects suggest that uniform AI implementation strategies are inadequate. High-performing organizations require advanced AI applications, while lower-performing entities need foundational capability building and targeted support mechanisms before AI deployment. Originality/value This research uses quantile regression methodology to study AI adoption in HRM across the Gulf region. It reveals that AI benefits vary across organizational effectiveness levels, with high-performing organizations experiencing 34% higher benefits. The study challenges traditional “one-size-fits-all” implementation paradigms by demonstrating that AI benefits are conditional on organizational readiness. This provides an evidence-based framework for differentiated AI implementation strategies, bridging the gap between academic research and practical implementation guidance in AI-driven HRM in emerging economies.

Purpose Drawing on insights from social exchange theory, this study aims to investigate the underlying mechanisms linking green inclusive leadership (GIL) and green innovative work behavior (GIWB). Design/methodology/approach The methodology uses partial least square structural equation modeling to analyze responses from 310 participants using SMARTPLS 4.1. Data were gathered from family-owned textile companies located in an emerging market. Findings The empirical results confirm corporate social responsibility (CSR) as a mediator in the relationship between GIL and GIWB. The study also reveals that green self-efficacy (GSE) moderates the indirect impact of inclusive green leadership and GIWB through CSR. Originality/value This study contributes valuable insights into environmental management within organizations through the theoretical lenses of social exchange and social identity theories. Contextually, it contributed by collecting unique data from family-owned textile mills located in developing economies. Finally, no previous study has examined the moderating role of GSE in an emerging market setting.

Purpose Continuous performance management is an emerging global phenomenon adopted by the human resources management discipline that is decentralizing the way performance management is traditionally executed within organizations. This study aims to examine the impact of continuous performance management (CPM) on turnover intention in the banking sector in Dubai and to identify the mediating roles of employee motivation and job autonomy. Design/methodology/approach The study used surveys to collect primary data from 375 employees at 15 banks operating in Dubai to explore the relationships among CPM, employee motivation, turnover intention, as well as perceived job autonomy. Through a robust analytical methodology that included exploratory factor analysis and confirmatory factor analysis, multiple regression and parallel mediation analysis using the Hayes process macro, not only were the factor structures validated, but the relationships between the constructs were also uncovered. This comprehensive research process helped the present study delve into the depths of the study’s subject matter, thereby enhancing the value of the study to the extant literature which given the multicultural orientation, further contributed to the comprehensiveness of the conceptual relationship between the variables. Findings From the findings, the current study concludes that the key predictors of employee motivation, job autonomy and turnover intention in the banking sector among employees were CPM factors. In addition, based on the findings from the Hays process macro parallel mediation analysis, the current study identified the mediation effect of employee motivation and job autonomy between CPM and turnover intention. With the confirmation of all the research hypotheses, the output from this study is valuable to HR academicians and practitioners seeking to understand CPM and how to implement performance management drivers for the purpose of employee development and retention. Originality/value This paper’s originality lies in its examination of the burgeoning trend of CPM within the unique context of the GCC banking sector, a sector-specific focus that offers fresh insights into the adoption and impact of CPM in a regional context.

This study aims to analyze the effect of individual (gender and education) and organizational (organizational sector) characteristics on work ethics in the United Kingdom, Serbia, and the United Arab Emirates. This research is centered around a survey conducted among managers, from the UK, the UAE, and Serbia. Their main task was to evaluate the aspects of the Multidimensional Work Ethic Profile (MWEP) short form. The MWEP was chosen for this study as it does not explicitly address work ethics with religion, making it a suitable tool for examining work ethics across three cultures with different religious practices. This study contributes to existing literature by exploring how organizational factors influence work ethics in three countries that share business interests and have cultural and economic ties. The findings indicate that these factors have an impact on work ethics in studied countries.

Lately, organizations are giving attention to enhancing employee resilience due to turbulent economic times caused by lockdowns in the last couple of years. This explanatory research proposes and tests the mediating role of employee resilience to link task challenge and employee performance during the COVID-19 pandemic in government schools of Oman using the broaden-and-build theory. An explanatory research design was used for this empirical study. An Arabic-translated questionnaire version was designed to collect primary data online during the lockdown using simple random sampling. We used the Preacher and Hayes macro to analyze moderated mediation using cross-sectional data and analyzed 441 responses. The findings confirm the mediation roles of employee resilience and moderating roles of digitalization during unusual circumstances. The study has implications for the school administrators, Omani policymakers and schooling staff of the Middle Eastern educational industry.

The current study tries to identify the impact of COVID-19 on human resource management practices, business processes, and organizational sustainability. Furthermore, it identified the impact of sustainable HRM practices on hypermarkets' sustainability. The outbreaks of COVID-19 have considerably impacted organizations and businesses all over the world. Most companies were not ready to face such force majeure. Moreover, like everywhere else in the world COVID-19 has significantly affected HRM functions and organizational sustainability in the organizations in Gulf Cooperation Council (GCC) countries. The research is based on a survey of 363 HR practitioners working in hypermarkets in the GCC countries to examine the impact of the pandemic COVID-19 on organizational sustainability. The findings reveal the negative impact of COVID-19 on human resource management practices, business processes, and organizational sustainability. Furthermore, they identify the positive impact of sustainable HRM practices and effective business processes on hypermarkets' sustainability. Finally, the results show that effective business processes and sustainable HRM practices annihilate the negative effect of COVID-19 on organizational sustainability in hypermarkets operating in the GCC countries. This study is unique since it is conducted during the pandemic period and analyses the negative impact of Covid-19 on organizations in the GCC countries. Moreover, it suggests solutions to minimize the negative effect of COVID-19 on organizational sustainability.

Workforce diversity is a rising phenomenon that challenges the role of leadership and organisational culture to attain sustainable performance. The study intends to identify and explore the role of transformational leadership and organisational rich culture as the focal predictors of an inclusive environment that can lead to organisational sustainability. Hypotheses in this deductive research study were developed by covering the research gaps identified in the prior studies. Primary data collected from 392 employees associated with service sector organisations was analysed using SPSS 25.0 to test the hypotheses empirically. The findings revealed that transformational leadership and organisational rich culture are the key predictors of organisational inclusive environment and sustainability. However, organisational inclusive environment partially mediates the relationship between transformational leadership, organisational rich culture, and organisational sustainability. The study benefits the corporate leaders, human resource professionals, and organisations opting for an equal employment opportunity (EEO)/diversity/inclusiveness concept.

This study aims to measure the work values of Generation X, Generation Y, and Generation Z and address the generational differences based on their work values. An appropriate sample was used where respondents were employees working, across the United Arab Emirates, in different industries in the private and public sectors. The data were collected from 130 employees based on a 45-item work value inventory (WVI). Fisher's least significant difference (LSD) statistical test was used to answer the research question based on multivariate tests across all three generations. Findings have suggested that Generation X placed more emphasis on work values as compared to Generation Z and Generation Y and were differentiated based on surroundings, altruism, and way of life work values.

Purpose This paper aims to clarify the relationship between digitalization and the employees’ autonomy. It proposes a positive relationship between digitalization and employees. It explains why strategic human resource management (HRM) is essential in this relationship. The study aims to solve the control autonomy paradox related to the use of technology in organizations. Design/methodology/approach The paper opted for the explanatory study using a cross-sectional design. Responses were received from the alumni of a French business school using the survey strategy. Structural equation modelling has been used to validate the measure and to test the hypotheses. Findings The paper provides empirical evidence for the positive relationship between digitalization and employees’ autonomy. It suggests that an enabling control-based HRM system mediates the positive relationship between digitalization and autonomy. Originality/value The study enriches the literature in information technology by solving the control autonomy paradox associated with information technology. Moreover, the study also highlights the importance of an enabling control-based HRM system by underlining its role in developing the empowering organizational context.

Digitisation is changing business patterns of different industries since the beginning of the 21st century. The purpose of the current study is to explore different retailing digitisation dimensions using MSDPs and their contribution towards customer readiness to use the platforms, customer satisfaction, economies of scale, and organisational sustainability. Following positive epistemology, this mixed-method explanatory research was conducted based on an inductive approach. Primary data was collected from 394 internal customers of Amazon, Alibaba, and eBay using a five-point Likert scale questionnaire. The analysis findings revealed that different MSDPs transformed the transaction logic and facilitated entrepreneurs to implement economies of scale for the sellers, reduce buyers' costs, and bring ease to sale and purchase for sellers and buyers. The study portrays the essence of customers changing buying behaviour and modern business mechanics in the retail industry in addition to filling the gap by testing customer readiness as an essential mediator.

The purpose of this chapter is to understand the business environment for the family businesses in the Gulf Cooperation Council (GCC) based on the theoretical foundation of organisational ecology and open system perspective during the COVID-19 pandemic. More specifically, the reader can understand the business environment of the family firms and how firms can recover from the pandemic by fighting against the infodemic in the GCC region. The authors have used a survey to collect data online from the family firms from Oman during the first and second waves of COVID-19 (i.e., Feb.-Dec. 2020). The results of the study demonstrate that business infodemic negatively moderates the linkage between the business environment-innovation performance nexus and positively moderates between the business environment-commerce association. This research implies the scanning of the Gulf business environment and continuous innovation by family-owned enterprises is vital to avoid a U-shaped recovery in the Arab economies.

The purpose of this empirical research is to explore the impact of authentic leadership on organizational identification and citizenship behavior in addition to exploring the mediating role of organization virtuousness and collective psychological capital between authentic leadership and organizational identification. In this quantitative and cross-sectional study five-point Likert scale survey was used to obtain primary data opting purposive sampling technique from professionals working in the banking industry of Gulf Cooperation Council (GCC) countries including Bahrain, Kuwait, Oman, Qatar, Saudi Arabia, and the United Arab Emirates. The analysis revealed that all tested propositions except mediating role of organization virtuousness between authentic leadership and organization citizenship behavior are accepted. Psychologically empowered employees stimulate pro-social behavior in organizations in addition to showing transparency, self-awareness, and unbiased behaviors at high ethical and moral standards. Banks operating in the GCC countries need to focus more on authentic leadership in relation to collective psychological capital and organizational virtuousness to operate with employees having organization citizenship behavior. This combination will make the banks competitive and sustainable in the short and long run.

The present study intends to identify the importance of green human resource management practices in public sector organizations; employee awareness about green human resource management practices; employees’ readiness to implement these practices; and government vision and policies towards green human resource management leading towards organizational sustainability in public sector organizations of the United Arab Emirates. This cross-sectional study shall empirically test the hypothesis based on research questions about primary data, collected from employees of public sector organizations. Based on positive epistemology in this deductive research, a hypothesis is designed, and data collected, through closed-ended survey questions using a convenience sampling technique. The present research finds that the government vision and policies about green human resource management practices were not fully explained to employees working in the public sector, hindering the attainment of organizational environmental goals, and hence national sustainability efforts. Green human resource management practices significantly contribute to organizational sustainability. To maintain sustainable growth and performance, organizations shall implement green concepts across organizations, including Human Resource Management departments. Organizations need to develop green objectives on an annual basis, aligned with government vision and policies in this regard. All stakeholders, including academic experts and business leaders, need to be oriented about green concepts in order to better collaborate, and employees need to be comprehensively trained to understand and implement these concepts in order to attain organizational sustainability in all aspects. Research outcomes of this study cannot be generalized with as much confidence in private sector work settings, since the study is designed and conducted on public sector organizations of the United Arab Emirates.

It is axiomatic to acknowledge that the Human Resource Management (HRM) function plays a vital ethically-based role in honoring duties owed to organization employees and other stakeholders. Incorporating the research of the University of Michigan ethics expert, LaRue Hosmer, this paper identifies nine qualities associated with organizational justice as they relate to seven important HRM responsibilities. This paper then offers five guidelines for Human Resource Professionals to consider in honoring their justice-related obligations to those whom they serve.

HR analytics is becoming more and more important over the years. Understanding how to work with the data is paramount to the success of an organization working in the competitive business world. The largest expense of many companies is on human resources, starting from sourcing, recruiting, training, retaining till end of service. Therefore, it is essential to know how HR decisions impact business performance by linking HR practices to business outcomes and using meaningful information instead of gut feelings. For this purpose, HR analytics can help companies know what they need to improve the work process performance. It can help them to form a high-performance team and maintain good working environment and predict exactly which candidates are likely to exceed. However, the major challenge for the companies is to find out the right person who can work with HR data and perform analytics in a right and meaningful way. Few companies using HR data analytics are not taking it seriously because they think that it is just another product added in the company’s soft assets, but few are using it properly to make data-driven decisions. Using five-point Likert scale questionnaire, 273 responses from HR professionals working in GCC automobile industry were collected and analyzed using SPSS. Analysis revealed that HR analytics used properly to generate reports that help organizational executives to run routine operations and HR-related strategic matters is contributing significantly toward organizational sustainability. Furthermore, organizations’ readiness to use HR analytics and human capital mediates relationship between HR analytics and organizational sustainability, which creates learning.

This study explores the conflict management styles of German and Serbian managers in multinational organisations in Serbia. Contrary to most previous cross-cultural studies on conflict management styles, we have analysed not only the impact of the dimensions of individualism vs. collectivism on conflict management styles, but the effect of power distance dimension also. Moreover, none of the previous studies have analysed the conflict of management styles of managers in Southeast Europe, let alone the influence of intercultural interactions in multinational organisations in that region. Our study is based on the survey of 205 German, and 214 Serbian, managers in German multinationals in Serbia. The findings reveal that German and Serbian managers use different conflict management styles and that the status of the conflict partners and gender affect managers’ conflict management styles.

Purpose of the Study: The study is designed to investigate the relationship between employee learning commitments leading to employee self-efficacy that in turn leads to other positive outcomes. The study is built around employee learning commitment, knowledge sharing practices, and self-efficacy. Design/Methodology/Approach: This mixed method cross-sectional study shall empirically test the hypothesis based on the research questions on the sample drawn from the higher education sector. Findings: Analysis revealed that employee learning commitment is significantly related to employee self-efficacy. The mediation of employee skills and abilities is also proven significant in the same relationship. Moreover, the findings also indicate that employee adaptability & responsiveness and employee skills, knowledge & abilities mediate the relationship between employee learning commitment and employee self-efficacy. Research Limitations: The findings of this study cannot be generalized with much confidence in non-educational based work settings since it is built around the higher education system in the Middle East. Practical Implications: The major implications of the study are to lead to better training resources developed for employees to enhance their skills, improve their understanding of abilities and enable them to use their skills for the best of their interests in the education sector. Such implications will directly impact economic and community development. Originality/Value: Previously published research work focused on knowledge sharing and its outcomes. However, there has not been sufficient exploration in the knowledge sharing and learning process leading to employee self- efficacy specifically in the education sector of the Middle East affected by employees' diverse skills, abilities and adaptability of new methods and teaching approaches.

Work to Family Facilitation considers that time and other resources spent on the job by an individual can have a positive impact on family life. The current study tests to what extent this perception affects the employee’s level of job satisfaction, affective commitment, and self-rated job performance. A systematic random sample of 293 faculty members from 30 public and private universities of Pakistan filled an online survey. Results from path analysis performed in AMOS indicate that Work to Family Facilitation is significant and positive predictors of all three outcomes variables. Moreover, both job satisfaction and affective commitment mediate path leading from work to family facilitation and self-rated job performance such that job satisfaction precedes affective commitment in the causal chain. Hence by devising family-friendly HR policies, effective job designs and fostering environment that is family supportive will result in enhanced employee performance. Similarly hiring employees with resourceful psychological traits or interventions to enhance resourceful psychological states can result in greater perception of work to family facilitation. Discussion and implications are followed by future research directions.