The study assesses a model designed to investigate the mediating impact of psychological empowerment, job crafting, and proactive personality, and to examine the moderating influence of person–organization fit on the relationship between ethical leadership and employee innovative behavior. A sample of 782 full-time employees from various industries in Jordan were surveyed to gather data on ethical leadership, innovative work behaviors, psychological empowerment, job crafting, proactive personality, and person–organization fit. The study employed an empirical research design, with data collected through surveys. The results reveal a positive correlation between ethical leadership and innovative work behavior, with psychological empowerment, job crafting, and proactive personality as the mediators in this relationship. The link between ethical leadership and innovation work behaviors is also moderated by person–organization fit. The study’s model suggests that ethical leadership practices enhance innovation. Prioritizing ethical principles, transparency, fairness, trust, and accountability cultivates a culture valuing ethics and encouraging innovation. The results provide insights to boost empowerment and proactive behaviors and highlight the importance of a person–organization fit that aligns values for an innovation-friendly workplace. Fit considerations should also be incorporated in recruitment and retention processes. The study makes significant theoretical contributions by synthesizing insights from ethical leadership theory and developing a comprehensive framework to understand how ethical leadership influences innovative work behavior. The research also extends prior work by examining the moderating role of person–organization fit by emphasizing the importance of aligning individual and organizational values in fostering innovation.

In recent years, procurement managers have introduced environmental considerations into supplier selection and evaluation as a response to strict environmental regulations implemented by governments. Although previous research investigated the selection of eco-friendly suppliers, little research has been conducted on the significance of the wide range of selection criteria used by industrial customers. The aim of this study was to address this gap and examine the difference in the perceived importance of the selection criteria versus the performance achieved using the selection criteria, in addition to the difference in the business performance and the total supply performance. By investigating the selection criteria of manufacturers in the market environment, this study aimed to demonstrate how their business performance was affected by the performance of suppliers in relation to such criteria. To accomplish this task, this study conducted an empirical analysis based on the questionnaire responses of 72 purchasing managers working in the electrical/electronic and heavy chemical industries. Based on previous research, the following six supplier selection factors were identified: eco-friendliness, quality, relationship, flexibility, delivery, and price/finance. By using statistical analyses, including sample t-tests and multiple regression analysis, this study identified a correlation between supplier and manufacturer performance. The findings show that some factors, such as eco-friendliness, flexibility, price, and delivery, were statistically relevant to the performance of manufacturers, which added value to the decision-making strategy employed in supplier selection.

Companies have shown interest in advanced human resource management as a means to secure distinctive competitive advantages for organizational survival and growth through sustainable management systems. Hence, in the current context, where sustainability in business is a growing concern, the objective of this study was to investigate the relationship between high-performance work systems and a company’s social performance, taking into account the organizational climate as a situational variable. Specifically, this study aimed to analyze the impact of perceptions of a high-performance work system on the perception of a company’s social responsibility (CSR) among employees of Jordanian companies with an organizational size of 300 or more. This study used 175 valid questionnaires, and SPSS and AMOS 24 were used to test the hypotheses. The results showed that there was a positive relationship between the perception of a high-performance work system and the perception of a company’s CSR. Furthermore, this study found that a positive diversity climate could enhance the positive relationship between the two. These findings suggest that high-performance work systems can contribute to the development of sustainable human resource management systems and that a positive diversity climate is essential in shaping these systems. Based on these results, it is recommended that companies implement HPWSs and encourage workforce diversity to maximize the value of CSR activities and ensure their sustainability.

Entrepreneurship became the ideal alternative for young people to provide them with job opportunities in light of weak economies suffering from high unemployment rates. Therefore, the current study seeks to explore the moderating effect of entrepreneurial skills on the relationship between self-efficacy and entrepreneurial intention among young people. Especially that entrepreneurial intention is considered a significant indicator and an essential step towards the involvement of young people in entrepreneurial work. In total, 558 students from 4 business schools in Jordan have completed an online questionnaire. The author tested the study hypotheses through the structural equation modelling technique by using SmartPLS version 4 software. The study results revealed that self-efficacy and entrepreneurial skills positively affect entrepreneurial intention. In addition, the study results demonstrated that entrepreneurial skills have a positive moderating effect on the relationship between self-efficacy and entrepreneurial intention. Based on the study findings, the author provided some practical implications for policymakers to stimulate entrepreneurial activity.

Purpose: The present study aimed to examine the mediating effect that dynamic capabilities may have on the relationship between strategic foresight and strategic renewal. Design/methodology/ approach: The present study relied on quantitative and qualitative methods. More specifically, the authors used a cross-sectional design and survey strategy. Three hundred and three participants were selected randomly from four Islamic banks operating in Jordan completed the study questionnaire. A structural equation modeling technique was employed to test the study hypotheses by using SmartPLS 3 software package.   Findings: The results demonstrated that strategic foresight and dynamic capabilities have a significant and positive effect on strategic renewal. Also, the results illustrated that the dynamic capabilities have a partial mediating effect on the relationship between strategic foresight and strategic renewal. Research limitations: The results of the present study relate to Islamic banks in Jordan; hence the ability to generalize the findings to other sectors is limited. Another limitation is respondent bias because the study design relies heavily on the participants’ perceptions. Practical implementation: Used properly, strategic foresight allows managers to see how events in the external environment influence their organizations’ performance. Thus, managers can use strategic foresight for making corrections in plans, policies, strategies, and objectives to get performance back on track using their organizations’ dynamic capabilities.   Originality: Despite the amount of research and studies that have been devoted to understanding strategic foresight, dynamic capabilities, and strategic renewal over the last decades, the relationship between these three constructs has never been studied collectively. Therefore, the present study fills this gap in the literature.

This study aims to investigate the effect of transformational leadership on strategic decisions effectiveness. A survey method was employed for the collection of data from Microfinance companies of Jordan. The data were analyzed using Multiple Regression technique to empirically test the study hypothesis. The results demonstrate that transformational leadership positively affects strategic decisions effectiveness. Organizations should invest more to build transformational leadership capability for their managers, and provide them with adequate training programs in different aspects of transformational leadership. In addition, if these organizations are aiming to enhance strategic decisions effectiveness, they should focus on attracting and hiring managers that have a transformational leadership attributes. Moreover, they should also take into consideration the other factors like the ability to create managerial acceptance to decisions, generate new ideas, and provide innovative alternatives and choices for the enhancement of strategic decisions effectiveness. However, the current study, compared to the existing literature, contributes to the impact of transformational leadership on strategic decisions effectiveness, especially in Jordan's business settings.Keywords: Transformational Leadership; Strategic Decisions Effectiveness; Microfinance Companies.JEL Classification: M1DOI: https://doi.org/10.32479/irmm.7562