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This paper aims to propose a model of the effect of both authentic leadership and management capability on hospital performance. This model proposes work engagement as an intervening mechanism between the aforesaid links.

Data were collected from 380 medical staff working in Jordanian Public hospitals and were analysed using the structural equation modelling analysis technique.

The results suggest that both authentic leadership and management capability have a positive effect on hospital performance. Although positive, the direct effect of management capability on performance was not significant. Furthermore, work engagement demonstrated to play a full mediation effect between management capability and hospital performance and a partial mediation effect between authentic leadership and hospital performance.

This study may be of use for public medical services providers in general and other services sectors in terms of the role authentic leadership and management resources can play in contributing to positive work-related outcomes at the individual and organisational levels.

Considering the mainstream literature in health-care management, to the best of the authors’ knowledge, this is the first study to date to integrate the impact of both authentic leadership and management capabilities in the public health-care sector. Further, the research model has not previously been introduced when taking into account the role that work engagement can play between the examined variables.

Building on leader-member exchange and social cognitive theories, this paper aims to propose a model of the influence of narcissistic leadership on hotel employees’ behavioral cynicism through the mediating roles of employee silence and negative work-related gossiping on this relationship.

The model was examined using covariance-based structural equation modeling using data collected from 468 employees working in several different departments in Italian hotels.

The findings illustrate that narcissistic leadership positively affects behavioral cynicism. Furthermore, employee silence and negative work-related gossiping are shown to have a significant mediating effect on this relationship.

The study may be of use for hotel managers as it demonstrates how narcissism can be very damaging to their organizations and employees.

To date, this study is the first to examine negative work-related gossiping and employee silence as mediator variables in the relationship between narcissistic leadership and behavioral cynicism in the hotel industry. Further, this research makes a significant contribution to the hospitality literature as the topic of narcissistic leadership has not, to date, been adequately investigated in the sector.

In this study, the concept of career, which is one of the most significant functions of human resources, is examined. Toward the end of the twentieth century, restricted models, in which individuals work in a workplace in a classical manner, have been replaced by more flexible models. Due to certain reasons such as changing environmental conditions, increasing education levels, and the impact of employee’s values on his/her work life, individuals’ work life have been dramatically changed. Therefore, some career approaches oriented for these changing conditions and current requirements have been proposed by both academicians and professionals. These approaches mostly include removing workplace limits, offering the opportunity to work from anywhere, using various skills at different departments without any limitations. Basing on the aforementioned changes in theory and practice, this study investigates up-to-date career approaches in a holistic manner. In this context, the background and practicability of these theoretically framed approaches are also discussed in the present study

The rapid change in technology has begun to influence the maritime sector with the effect of globalization. The impact of technologies is increasing in shipping management; on the other hand, the importance of the human element has also increased. International Maritime Organization has introduced regulations governing the training and social rights of seafarers. MLC 2006 has been an important improvement for the social rights of seafarers. Preventive measures for workplace bullying were started on ships. The safety regulations of STWC Manila 2010 have brought some improvements in the industry. The maritime industry will face some absolute changes brought by Industry 4.0 such as IoT, artificial intelligence, cloud technology and blockchain, although it is unclear yet what sort of changes will occur in manpower labor markets. There are some countries that carry on projects regarding unmanned ships presently. For example, Norway has realized several trial voyages, as well as some other projects, which were carried on by Finland and the EU. In spite of all these changes, seafarers obviously will be needed in the maritime industry. The main purpose of the study is to determine how, from where and how many seafarers will be demanded onboard in the future. Prospects, futurists’ approaches, opinions of sector representatives and research reports are evaluated, and the future of seafarers is discussed in this study.

In the present times, volunteers constitute a critical element of the human resources (HR) of non-profit organizations. All over the world, non-profit organizations work in complex environments, which are why non-profit organizations are facing increasing pressures to adopt contemporary HR management practices, not just in terms of their paid employees, but also with respect to managing their volunteers. It is frequently believed that volunteers are central to the functioning of non-profit organizations. Volunteers perform their responsibilities for the non-profit organization only because they care about its beneficiaries; however, a vital part is played by HR in facilitating their involvement, dedication and efficiency. Previously, non-profit organizations concentrated on developing and executing their objectives for the future; however, they are now starting to accept the significance of adopting a more professional approach regarding managing the volunteers so as to accomplish those objectives. In this regard, the purpose of the chapter is to: (1) analyze the factors that encourage volunteering in non-profit organizations; (2) offer theoretical anchoring through which it can be comprehended how HR practices draw, involve and sustain volunteers; (3) describe the HR practices that are most appropriate for volunteers and (4) offer the pathway for subsequent research regarding how HR and volunteering are related to each other.

In recent years, preparations for the transition from the Post-industrial society to Community 5.0 have been continuing at full speed. The change in this process necessitates changes in the roles and structure of the labour force in societies. While work and family living spaces of the individual change the dimensions of his/her interaction, they increase the importance of work–family life balance gradually. The basis of conflicts (imbalances) in roles in work and family life is based on three pillars: time, tension and behaviour. The conflicts in the work and family life spaces take place in two sub-dimensions, namely ‘work-family conflict’ which is directed from work to family and ‘family-work conflict’ which is directed from family to work. The conflict between work and family life leads to individual, organisational and familial consequences. Effective communication with the social support of the organisation and the members of family is of great importance for individuals not to experience a work–family conflict.

Human resource is the asset for a nation’s development and growth. The skilful human resource will enhance the nation’s productivity and directly contribute to the economy growth. At the country level, a nation’s human resource development (HRD) policy and human resource trainings schemes will catalyst for the growth of the workforce’s productivity, especially in the Industrial Revolution 4.0 which requires advanced technological knowledge and specialists in particular fields such as digitalisation, artificial intelligence and quantum computing. This chapter discusses the HRD in developed, developing and less-developed countries and raise awareness and attention of organisations as well as nations to develop and train up human resource for the future growth of the countries.

Digital transformation is a much prevalent process being practiced in the different spheres of the business sectors. This transformational framework has been made possible by the extensive use of digital technologies. Nevertheless, companies are serious regarding the digital transformation process but hesitate in their stock of workers possessing digital abilities. The building up of dexterous teams is of paramount importance in achieving goals. In the research, there has been an examination of the techniques and methods used by select companies to encourage and develop their employees to become attuned with the digital transformation processes implemented. The author has also conducted an exploratory study to identify the sophisticated techniques used by most new companies on their workforce to upgrade their digital awareness and capabilities. Furthermore, in doing so, a model has been developed to sustain, evolve, and ultimately to transform the employees in the digital era.