The purpose of this study is to (a) investigate the impact of workforce diversity management on job match, job satisfaction, and job performance; (b) test the influencing role of job match on job satisfaction and job performance; and (c) examine the mediating role of a person’s job match on the association between workforce diversity management and employees’ outcomes (job satisfaction and job performance). Structured questionnaires were sent to employees working in five-star hotels in China. In total, 324 valid responses were analyzed through AMOS-SEM to draw the statistical conclusion. Overall, results revealed that workforce diversity management is positively related to a person’s job match, job satisfaction, and job performance. Next, a person’s job match is positively related to job satisfaction and job performance, in particular a person’s job match mediates the relationship between workforce diversity management and employees’ outcomes. Most of the studies in the area of workforce diversity management focused on the management of diversity such as age, gender, race, and ethnicity from American perspective. This could be among rare studies which investigate another aspect of workforce diversity management, such as management of diversity on the basis of skills, knowledge, interest, and preferences of employees from the Chinese perspective.

Under the lens of spiritual leadership and self-determination theories, the current study tested a mediation model that examined the direct and indirect effects of spiritual leadership on work-unit productivity through work-based basic psychological needs (need of autonomy, need of competence, and need of relatedness). Work-based basic psychological needs (WBBPNs) were used as the mediating variables in the study. The data was collected from 317 full-time employees serving in India’s service sector and analyzed through AMOS’s structural equation modeling. The results revealed that spiritual leadership was a significant predictor of work-unit productivity while work-based basic psychological needs served as partial mediators. The current research added to the literature on spiritual leadership and identified it as a source of intrinsic motivation for the employees. The unique finding of this study enriches the literature on spiritual leadership theory, self-determination theory, work-based basic psychological needs, and work-unit productivity. This study also provided the importance of adopting spiritual leadership in the organization and highlighted the managerial benefits.

Purpose: This study investigates how emotional intelligence (EI) moderates the relationship between abusive supervision and employee mental well-being. Specifically, it examines the individual contributions of four EI dimensions – self-emotion appraisal, other’s emotion appraisal, use of emotion and regulation of emotion – in buffering the negative impacts of abusive supervision. Design/methodology/approach: Data were collected from 648 employees through a structured questionnaire. The measures included scales for abusive supervision, EI dimensions and mental well-being. The data were analyzed using structural equation modeling (SEM) in AMOS. Tests for common method variance and model fit indices confirmed the robustness of the findings. This research uses emotional contagion theory to frame its hypotheses and assess the buffering role of EI in workplace stress scenarios. Findings: Abusive supervision negatively impacts employee mental well-being. However, two EI dimensions – use of emotion and regulation of emotion – significantly buffer this relationship, mitigating its adverse effects. Conversely, self-emotion appraisal and other’s emotion appraisal do not exhibit significant moderating effects. These findings highlight the critical role of strategic emotional regulation and utilization in fostering resilience, particularly in high-stress, abusive supervisory contexts. Practical implications: Organizations should incorporate EI training programs focusing on regulation and use of emotion to enhance employee resilience to abusive supervision. Such programs can be integrated into leadership development and employee well-being initiatives. By fostering emotionally intelligent work environments, organizations can mitigate the negative impact of abusive leadership, reduce stress-related mental health issues and promote overall organizational productivity and well-being. Originality/value: This study extends existing EI research by differentiating the effects of its four dimensions in moderating the relationship between abusive supervision and mental well-being. It highlights the nuanced role of EI in non-Western workplace settings, providing a cultural and contextual perspective often missing in prior studies. The findings underscore the importance of developing targeted EI skills as resilience mechanisms against toxic leadership behaviors.

Social media marketing is considered an integral part of the today’s marketing plans alongside the conventional tools. Social media’s practical application has changed the way of communication between organizations and consumers. In particular, the dynamics of interactions have been diversified in the Chinese technological cross-cultural environment. Foreigners are increasing in China and influencing the business markets. The reason for writing this article is to investigate the effects of the English language as a moderator on the viability of social media measurements and empirically test the electronic customer involvement regarding likes and comments that define the dedication and commitment. This research has analyzed the responses of 287 foreigners. The response was taken through online questionnaires distributed on a random sampling basis to social media users. Empirical research was performed by using SmartPLS3 for analysis to observe the relationships. The resultant role represents that all determinants are not similarly suitable, and are much diversified, in the context of China for the step-up of electronic customer involvement. More particularly, social media advertisement characteristics are more effective in the enhancement of electronic customers’ involvement than advertisement contents. Moreover, the use of the English language is significantly affecting the electronic customer involvement level. Tencent corporation and social media marketers should use this research to make new advertisement plans for further marketing purpose as it will guide them on how to create an innovative advertisement that will positively reap the cross-cultural environment.

This study will investigate the relationship between the implementation of GHRM practices and its impact on EP in medium to large-scale manufacturing firms in Cambodia, with GIMS as a moderating variable. The design of the present study was a cross-sectional survey that gathered responses from 217 managers from firms practicing GHRM. A culturally adapted and validated questionnaire was used. SEM analysis indicated significant associations among GHRM, GIMS, and EP. Results also indicate that GHRM practices improve not only environmental performance but also sustainability culture. The contribution of this study is that it adds to the literature on green organizational practices and provides various insights to managers and policymakers on the integration of environmental sustainability into business strategy.

Economic and institutional factors influence foreign direct investment (FDI) inflows. To address limitations in previous regional research, this study uses a balanced panel dataset spanning 19 years across all ten ASEAN member states. Employing a panel EGLS (cross-sectional SUR) methodology, we evaluate all six Worldwide Governance Indicators (WGI), both aggregated and disaggregated, alongside five macroeconomic controls: economic growth, exchange rate, financial development, unemployment, and human development. Results indicate that while aggregate governance significantly influences FDI, individual WGI dimensions are heterogeneous. Specifically, voice and accountability, rule of law, and control of corruption consistently exert positive effects, whereas other dimensions are inconsistent or unexpectedly negative. All control variables remain significant, aligning with theoretical frameworks. This study contributes through its full regional coverage and detailed analysis of governance dimensions, providing a clearer understanding of investment behaviors. The findings offer important policy implications: achieving sustainable economic growth via FDI requires targeted improvements in specific governance dimensions rather than broad institutional changes.