The intention of this paper is to investigate the mediating role of work engagement between the four dimensions of organizational justice (OJ) and organizational citizenship behavior (OCB) dimensions. The current literature appears to have overlooked the mediating role of work engagement (WE) in the link between justice and organizational citizenship behavior (OCB) in higher education institutions (HEIs). As a result, it appears to be one of the primary studies of its kind to investigate the relationship between OJ dimensions (e.g., procedural, distributive, informational, and interpersonal justice) and OCB dimensions (e.g., OCBI and OCBO). Data were collected from 121 faculty members from ten private universities operating in Bangladesh. The PLS-SEM was employed to investigate hypotheses. The investigation found OJ is positively connected to WE. Besides, WE is significantly related to OCB. Moreover, WE mediated the relationship between OJ dimensions and OCB dimensions, except for the relationship between PJ and OCB dimensions. The study provides necessary guidelines for the organizations regarding how they might improve citizenship behavior by ensuring justice and engagement in the workplace. Therefore, the application of the findings might ensure better employee outcomes and organizational productivity.

Despite a widespread consensus towards the implications of workplace ostracism to employees, little research attention has been paid to exploring its determinants, especially in the educational sector. In the context of higher education institutions, workplace ostracism can lead to a number of undesired outcomes, such as deviant workplace behavior, turnover, and decreased job performance. Thus, this study aims to explore the role of perceived organizational politics in promoting workplace ostracism. Drawing on the social exchange theory, the study also attempts to identify the mediating role of interpersonal distrust in the relationship between perceived organizational politics and workplace ostracism in higher education institutions. Data were conveniently collected from 154 full-time faculty members serving in five public universities in Bangladesh. To test the research hypotheses, the study employed partial least squares path modeling. The findings revealed that there is a significant positive association between perceived organizational politics and workplace ostracism and that interpersonal distrust plays an intervening role in the relationship. These results highlight the role of perceived organizational politics and interpersonal distrust in shaping academics’ workplace ostracism. Based on the findings, the study suggests both practical and theoretical implications with directions for future research.

This research attempts to empirically examine the role of dark personalities (i.e., narcissism, psychopathy, and Machiavellianism) on academics’ knowledge hiding behavior (KHB) with the mediating effect of psychological entitlement. The data were conveniently collected using Google Form from the faculty members serving in 5 public universities of Bangladesh. This study employed PLS-SEM estimation to test the hypotheses on a sample of 219. The results of this study revealed a significant direct influence of narcissism, psychopathy, and Machiavellianism on KHB. Moreover, psychological entitlement mediated the relationship between the dark triad traits and KHB. This research contributes to the literature by revealing how dark triad traits influence academics’ KHB via psychological entitlement. The practical implications for the concerned authorities, limitations, and avenues for future research are also highlighted.

This study examines the mediating role of green entrepreneurship orientation and the green information system on green supply chain management and firms’ environmental performance relationship. It also investigates the moderating role of management support in the above association. The data were gathered from 355 manufacturing employees conveniently via a structured questionnaire administered during the survey. PLS-SEM was employed to analyse the data. Green entrepreneurial orientation and the green information system mediate the green supply chain management and environmental performance relationship. Equally, management support moderates the same association. The mediating role of green entrepreneurial orientation and the green information system and the moderating role of management support are the unique contributions towards green supply chain management and environmental performance association.

The study aims to evaluate the influence of performance appraisal fairness and performance feedback on extrarole customer service behavior directly and indirectly through organizational commitment and work engagement in the banking sector of Bangladesh. Moreover, the study evaluated the serial mediating effect of organizational commitment and work engagement in the aforesaid relationship. The study integrated the equity theory, job resource-demand theory, self-determination theory, and social exchange theory to establish theoretical connections. The research conveniently gathered 253 usable samples from the front-line bank officers employed in various private commercial banks in Bangladesh. The PLS-SEM path analysis showed that performance appraisal fairness and performance feedback significantly contribute to extra-role customer service behavior directly. Moreover, work engagement and organizational commitment partially as well as sequentially mediated the association. Based on the findings, the study presented both theoretical and practical implications of the results.