Journal of Excellence in Business Administration

Green Transformational Leadership and Workplace Pro-Environmental Behaviour in Hotels: The Mediating Role of Green Organizational Support

Muhammad Abdullah Tariq — 2026-04-16

One of the growing needs of the hotel industry in this respect is environmental sustainability, which nowadays is heavily reliant on pro-environmental behavior (WPEB) in the everyday workplace of employees, but most hotels fail to translate sustainability intentions into operational-level and regular action. Using the Organizational Support Theory and Social Identity Theory as the theoretical backgrounds, the proposed study focuses on determining whether Green Transformational Leadership (GTL) positively impacts the WPEB of hotels employees and whether a relationship between Green Organizational Support (GOS) and the Green Transformational Leadership (GTL) has any mediating effects in the context of Pakistan hotel industry. The survey design used was quantitative and cross sectional and the sample data were obtained among the employees of three-, four-, and five- star hotels in Pakistan. The measurement model based on PLS-SEM (SmartPLS) was found to be acceptable in both the reliability and validity. The results of the structural model suggested that GTL was a positive predictor of GOS and WPEB and GOS is a positive predictor of WPEB. In addition, GOS plays a major role of mediating the GTL-WPEB relationship which means that green leadership has a direct and indirect effect on employees by encouraging pro-environmental behaviour as it reinforces the perception of employees regarding organizational support of environmental initiatives. The results are useful to hotel managers as they highlight the importance of green supporting transformational leadership and any visible organizational support systems (e.g., green training, green resources, and green recognition) in institutionalizing WPEB and achieve better sustainability results in service-intensive environments.

Empowerment for Creativity in Higher Education: Testing Mental Well-Being and Workplace Fun as Mechanisms

Lamarana Balde — 2026-04-20

The work creativity of employees is becoming more critical to the higher education institutions (HEIs) in terms of the increased competition, limited resources, and increased demands on the teaching and research output. Based on the Conservation of Resources (COR) theory, this paper focuses on the hypothesis that psychological empowerment is a predictor of the work creativity of employees and the relationship between them is mediated by employee mental well-being and relies on workplace fun. In this study, the cross-sectional survey design was used to collect data based on 299 faculty members in the Anhui University, Hefei, China. Partial Least Squares Structural Equation Modeling (PLS-SEM) in SmartPLS was utilized to test the hypothesized model, the reliability and validity of the model were evaluated, and the bootstrapped structural path testing was conducted. The findings indicate that psychological empowerment is a major positive factor influencing employee work creativity (b= 0.180, p<.001). Psychological empowerment also has a positive relationship with employee mental well-being (b= 0.137, p= 0.016), mental well-being positively correlates with work creativity (b= 0.175, p=.001). Nevertheless, the mediated effect of empowerment on creativity via mental well-being, is not statistically significant (b= 0.026, p=.081), which suggests that empowerment has an impact on creativity via a direct path and/or other proximate means. The result of the interaction analysis reveals that workplace fun enhances the relationship between empowerment and well-being considerably (b= 0.102, p =.050). The results identify the relevance of empowerment-based management practices and favorable work environments in cultivating creativity in HEIs, and recommend the possibility that well-being is not the only avenue by which empowerment can be turned into creativity in the same scenario.

From Curiosity to Disengagement: A Grounded Theory of BeReal User Dropout Among Asian Young Adults

Aprajita Sen — 2026-06-30

The rapid growth of authenticity-oriented social media platforms has transformed digital communication among young adults, yet little is known about why users discontinue these platforms after initial adoption. This study explores the process of BeReal user disengagement among Asian young adults using a constructivist grounded theory approach. Semi-structured interviews were conducted with active and former BeReal users, and the data were analysed through open, axial, and selective coding using the constant comparative method. The findings reveal a sequential process comprising curiosity, novelty seeking, authentic participation, expectation mismatch, social media fatigue, passive engagement, disengagement, and digital reorientation. Based on these stages, the study proposes the Curiosity–Fatigue–Disengagement Theory (CFDT), which explains how users gradually transition from initial enthusiasm to platform discontinuance. The findings extend existing theories of social media engagement, authenticity, and technology discontinuance by conceptualising disengagement as a dynamic behavioural process. The study also offers practical implications for designing authenticity-oriented platforms that promote sustained user engagement and digital well-being.

Governing Before the Crisis: Strategic Foresight, Anticipatory Governance Capacity, and Public-Sector Resilience in an Era of Polycrisis

Shahrukh Khan — 2026-06-25

Climatic, economic, health, geopolitical, technological, and social disruptions are becoming relevant and intertwining in a Polycrisis environment in which public administrations are operating across institutional and territorial boundaries. While strategic foresight and anticipatory governance are often suggested as solutions, research is still not very well developed to provide an explanation on how knowledge about possible futures can be translated to resilient administrative action. This conceptual paper elaborates on a model linking strategic foresight capacity, interorganizational coordination, anticipatory governance capacity, administrative flexibility, public-sector resilience, public-service continuity, citizen trust and public value. The article proposes that there is no automatic performance effect of foresight, as it is is useful only if it is converted within an architecture that makes distributed intelligence coordinated, authorized, experimental and adaptive action. Administrative flexibility also supports the process of building in anticipatory governance capacity and public-service continuity is the visible link between resilience and citizen trust and public value. Eight propositions serve as a model's causal logic and boundary conditions. The article's contribution is to identify how Polycrisis differs from multiple crises, to bring together future-oriented and crisis-oriented public-administration literature, and to shift the focus on continuity as a product of operations and as a democratic statement of the reliability of government.

The Dark Side of Remote Work: A Critical Review of Productivity, Employee Well-Being, and Organizational Culture

Asif Noor — 2026-06-25

Remote work has become a major transformation in contemporary business administration, reshaping how organizations manage productivity, employee well-being, leadership, communication, and organizational culture. Although remote work is often presented as a flexible and efficient work arrangement, its consequences are complex and sometimes contradictory. This critical review examines the dark side of remote work by evaluating its effects on productivity, employee well-being, and organizational culture. Drawing on Job Demands-Resources Theory, Social Exchange Theory, and Organizational Culture Theory, the review argues that remote work can function as both a resource and a demand depending on how it is designed and managed. The review highlights that remote work may improve flexibility, autonomy, and retention; however, it can also create productivity fragmentation, collaboration silos, work-life boundary blurring, social isolation, digital fatigue, technostress, emotional exhaustion, weakened cultural identity, and unequal employee experiences. Existing literature suggests that hybrid work may offer a balanced alternative, but only when supported by trust-based leadership, clear communication norms, digital well-being policies, fair performance evaluation, and intentional culture-building practices. The review concludes that remote work is not inherently harmful; rather, its negative outcomes emerge when organizations adopt it without redesigning managerial systems, employee support mechanisms, and cultural integration practices. Therefore, organizations must move beyond simplistic flexibility narratives and develop evidence-based remote work strategies that protect productivity, psychological well-being, and organizational cohesion.