This article analyzes the scholarship on diversity‐training outcomes utilizing a systematic literature review (SLR) and provide insights for future research. The article advances our understanding of diversity‐training outcomes through the integration of three perspectives: the business case, learning, and social justice perspectives. The SLR revealed: (a) a literature that is fragmented and diverse in terms of publication outlets; (b) researchers conduct diversity‐training outcomes research in a diverse range or organizations, sectors, cultural and training contexts; (c) studies primarily reflect the business case or learning perspectives; and (d) existing studies have significant methodological limitations. We argue the need for future research to adopt multiple perspectives ensure better cross‐fertilization of perspectives and make use of more sophisticated methodologies.

Purpose: This research examines how eco-centric leadership influences external organizational citizenship behavior for the environment through green human resource management (HRM) and environmental corporate social responsibility. Design/methodology/approach: Data were gathered from 400 frontline employees across 45 manufacturing firms in Pakistan. Data were analyzed using partial least squares structural equation modeling to test the hypotheses. Findings: Results indicate that green HRM and environmental corporate social responsibility mediate the positive relationship between eco-centric leadership and external environmental organizational citizenship behavior, encompassing their three dimensions: eco-initiative, eco-civic engagement, and eco-helping behaviors. Managerial discretion moderates the relationship between eco-centric leadership and green HRM, with the relationship being stronger when managerial discretion is higher. Furthermore, managerial discretion influences the indirect link between eco-centric leadership and external environmental organizational citizenship behaviors through green HRM and environmental corporate social responsibility (moderated mediation). Practical implications: This study offers actionable insights for businesses seeking to develop environmentally responsible strategies through the implementation of green HRM initiatives and environmental corporate social responsibility initiatives. Originality/value: This study provides new insights into how eco-centric leadership fosters external organizational citizenship behavior for the environment.

Purpose: This study aims to investigate the relationship between narcissistic leadership and unethical pro-organizational behaviour among academicians working in Libyan higher education, analysing the mediating role of the dispositional fear of retaliation in this relationship. Design/methodology/approach: A total of 212 academic staff members from private universities in Libya participated in the study by assessing their heads of department's narcissistic leadership and self-reporting their own dispositional fear of retaliation and unethical pro-organizational behaviour. Covariance-based structural equation modelling (CB-SEM) was employed in a two-step approach to analyse the proposed model, with appropriate procedures implemented to address potential common method bias. Findings: The study revealed that narcissistic leadership positively influences unethical pro-organizational behaviour by heightening academicians' dispositional fear of retaliation. Practical implications: Universities need to monitor the prevalence of narcissistic leadership among their academic leaders because of its negative impact on the ethics and integrity of academic staff. It is crucial to acknowledge that this leadership style can induce fear among academics, leading them to engage in unethical, pro-organizational conduct. Originality/value: This study makes a unique contribution to the literature on dark leadership by examining narcissistic leadership as an antecedent of unethical pro-organizational behaviour (UPB) and highlighting the mediating role of dispositional fear of retaliation. To the best of our knowledge, this mediator has not previously been considered in explaining how narcissistic leadership fosters UPB, thereby offering a novel perspective on the existing body of research.

The Gulf Cooperation Council region, particularly the Kingdom of Saudi Arabia, is embracing 5G technology and its applications, such as cloud computing. Nevertheless, Small and Medium-sized Enterprises (SMEs) are held back due to the introduction of new technology, which leads to new business models and system dynamics that require a new set of tools (hard skills) and skills (soft skills) to quickly adopt new technologies. Using survey data from 122 respondents and structural equation modeling, the study finds the factors affecting the level of information sharing in organizations can act as a barrier to cloud computing adoption. The study's contribution is that it looks at the effect of information sharing from three intertwined socio-economic, technological, and behavioral perspectives. The results suggest that although technological aspects are important, socio-economical, and behavioral aspects are equally crucial for cloud computing adoption. The study concludes by highlighting the implications for SMEs adopting cloud computing and the need for future research to understand why 5G adoption might not realize its full potential in emerging markets.

This study examines how key mechanisms within entrepreneurial ecosystems shape small and medium-sized enterprises (SMEs) growth in the creative industries