Purpose: This paper aims to describe and empirically test a comprehensive model on the entrepreneurial intentions of the university students in which some individual and environmental factors were included. Also, the strengths of individual and environmental factors’ influence are compared.Design/methodology/approach: A questionnaire survey was completed by a random sample (n=356) of business administration, health sciences and law faculty students across two Turkish universities. Results were based on correlation and regression analysis.Findings: Results indicate that as individual factors locus of control and entrepreneurial self‐efficacy (ESE) and as environmental ones social network and access to capital have significant impacts on entrepreneurial intentions of students. However, the results showed that the university environment does not have any significant impact.Research limitations/implications: Self‐report bias and cross‐sectional data are possible limitations. Longitudinal studies in the future may have different results.Originality/value: The paper demonstrates that ESE is the most important factor on the entrepreneurial intention and besides social network contributes as the second factor. Also it puts personality as the dominant factor of entrepreneurial intention of students. However, paper introduces that the university environment does not have any significant impact on the entrepreneurial intentions. This result adds to the academic literature on entrepreneurial intention and offers several implications especially for university directors about entrepreneurship education.

This study investigated the relationship between green entrepreneurship intention (GEI) and green entrepreneurship behavior (GEB). The study explored how university education support and green consumption commitment (GCC) moderate the relationship between green entrepreneurship intention and the GEB of university students in Ghana. The researcher used a quantitative approach. A total of 420 responses from the university campuses in Ghana were acquired through a purposive sampling method. A structural equation model was established with the help of AMOS 18. Confirmatory factor analysis was used to assess the goodness of fit of the hypothesized model, the construct validity was evaluated, and the model had an acceptable fit. The results indicated that GEI positively influenced GEB. High university education support yielded a more substantial effect. This finding supports the notion that UES and GCC moderate the relationship between GEI and GEB. The research was limited to a survey questionnaire. The researcher acknowledges that the research was carried out in Ghana, and for generalization purposes it is recommended that the pool of university students surveyed should be extended to cover more countries in Africa, or a comparative study should be conducted that includes Ghana and some European countries.

Purpose: The purpose of this paper is to examine the relationship between perceived overqualification and job crafting, which has the ability to drive satisfaction, loyalty and performance; drawing on the broaden-and-build theory, the study tests the positive psychological capital (PsyCap) moderation role in this relationship. Design/methodology/approach: Data were obtained from 320 white-collar employees in Northern Cyprus. Data on perceived overqualification and positive PsyCap were gathered in the first survey, and job crafting was measured as a follow up. Data were analyzed using structural equation modeling and hierarchical regression. Findings: Perceived overqualification has a significantly negative effect on all dimensions of job crafting. However, considering PsyCap as a moderator, the study demonstrates that the negative impact of perceived overqualification on job crafting lessens when positive PsyCap is high rather than low. Research limitations/implications: Self-reported surveys are used and results were collected from only Northern Cyprus. Practical implications: The study has important practical implications for managing and reaping benefits from employees who perceive themselves as overqualified. Specifically, organizations need to implement efficient activities that increase positive PsyCap among these employees (e.g. inspirational videos and other learning), which can thereby boost their job-crafting behavior and result in better organizational performance. Originality/value: This research is the first to investigate positive PsyCap among employees who feel overqualified. The findings further point to what can be done to encourage job-crafting behavior by using positive PsyCap to increase passion and motivation among overqualified employees.

Purpose: This article aims to examine the relationship between transformational leadership and job performance on the basis of social exchange theory and perceived organizational support theory. The article also attempts to examine the mediating role of self-efficacy and the moderated mediation role of leader support in this relationship.Design/methodology/approach: In this article, a self-report survey was collected from 524 employees and Process Macro to SPSS-23 was used to test the hypotheses.Findings: The article found that transformational leadership has a positive effect on job performance and that self-efficacy plays a mediating role in this relationship. The article also determined that leader support has a moderated mediation role on the effect of transformational leadership on job performance through self-efficacy.Originality/value: The research findings broaden the existing literature on transformational leadership and job performance by proposing an alternative model of how and under what conditions transformational leadership can affect job performance, and enrich the understanding of the conditions in which transformational leadership affects job performance. Although previous research provides a theoretical framework that connects the variables included in the research, there is no study in the literature that empirically confirms the proposed model. Thus, the authors' research is a pioneering attempt to test that relationship.

Purpose: Using social exchange and reciprocation theory as a foundation, this paper aims to investigate the structural relationship between perceived organizational support (POS) and employee satisfaction (ES), focusing on the mediating role of relational psychological contract (RPC) and reciprocity ideology (RI).Design/methodology/approach: An adopted literature-based survey was used to collect the data from a sample of 216 bank employees in the Turkish Republic of Northern Cyprus (TRNC), where the heuristic model for the relationship was subjected to a string of tests, using the partial least squares structural equation modeling (PLS-SEM) technique.Findings: Discovery revealed that POS has a direct but insignificant effect on ES, whereas POS predicts RPC with ES as well as RI. The two mediators, RPC and RI, showed a positive and significant effect on the relationship between POS and ES. However, it was concluded that for employees to be satisfied, a higher level of support must always originate from the organization, through honoring all agreed terms stated in the conditions of employing them, as this will be a great motivator in ensuring productivity and efficient sustainability.Originality/value: The study creates a theoretical basis related to the service industry, envisaging the importance of POS as a panacea for ES. Furthermore, the model contributes to literature lacking on mediating factors needed to boost employee morale in achieving mutual benefit for both the employee and the employer.

This study examined the impact of job satisfaction and organizational commitment on teachers’ organizational citizenship behavior (OCB) in a structural equation model. The study was employed to a group of teachers and their supervisors. The results indicated that job satisfaction and commitment to the school had an impact on OCBs of the teachers and organizational commitment mediated the relation between job satisfaction and OCB.