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Continuous performance management is an emerging global phenomenon adopted by the human resources management discipline that is decentralizing the way performance management is traditionally executed within organizations. This study aims to examine the impact of continuous performance management (CPM) on turnover intention in the banking sector in Dubai and to identify the mediating roles of employee motivation and job autonomy.

The study used surveys to collect primary data from 375 employees at 15 banks operating in Dubai to explore the relationships among CPM, employee motivation, turnover intention, as well as perceived job autonomy. Through a robust analytical methodology that included exploratory factor analysis and confirmatory factor analysis, multiple regression and parallel mediation analysis using the Hayes process macro, not only were the factor structures validated, but the relationships between the constructs were also uncovered. This comprehensive research process helped the present study delve into the depths of the study’s subject matter, thereby enhancing the value of the study to the extant literature which given the multicultural orientation, further contributed to the comprehensiveness of the conceptual relationship between the variables.

From the findings, the current study concludes that the key predictors of employee motivation, job autonomy and turnover intention in the banking sector among employees were CPM factors. In addition, based on the findings from the Hays process macro parallel mediation analysis, the current study identified the mediation effect of employee motivation and job autonomy between CPM and turnover intention. With the confirmation of all the research hypotheses, the output from this study is valuable to HR academicians and practitioners seeking to understand CPM and how to implement performance management drivers for the purpose of employee development and retention.

This paper’s originality lies in its examination of the burgeoning trend of CPM within the unique context of the GCC banking sector, a sector-specific focus that offers fresh insights into the adoption and impact of CPM in a regional context.

This research aims to extend the research on humorous leadership and the hospitality industry by using the theoretical framework of affective events theory (AET). This research aims to close this gap by recognizing that leaders' humor may inspire pro-social motivation in tourism workers and can harness the ability of employees to offer innovative ideas. The effect of leaders' humor on employees’ pro-social motivation is moderated by the personal need for structure (PNS).

A multi-source time-lagged design was employed in this research. The researchers used survey instruments to collect data from frontline employees and their immediate supervisors working in Pakistan’s two- to five-star hotels. The current study considers 279 useable responses and tested them through Hayes process macros.

Results show that humorous leadership has a significant direct impact on the innovative work behavior (IWB) of hotel employees. Pro-social motivation significantly mediates the relationship between humorous leadership and IWB. Further, the PNS significantly buffers the relationship between humorous leadership and pro-social motivation.

Findings are vital for hotel managers to adopt a more flexible leadership style to promote the pro-social motivation and IWBs of hotel employees.

This is one of the first studies to use pro-social motivation to explain the relationship between humorous leadership and creative work behaviors. Employees' individual needs for structure have also been utilized as a novel boundary condition. The results are essential for hotel managers to adopt a more adaptable leadership style to encourage the staff’s pro-social motivation and creative work behaviors.

The purpose of this paper is to identify how five factors (environmental involvement, environmental concern, financial motivations, social motivations and energy concern motivations) motivate individuals to engage in pro-environmental behaviors (curtailment, capital investment behaviors and food-related behaviors).

A survey approach is used to collect data, and regression analysis is used to answer the research question.

Results show that social motivations are positively associated with all three behaviors such as environmental involvement, Environmental Concern and Energy Concern Motivations are positively associated with some behaviors; and Financial Motivations are not associated with any behaviors examined in this study.

These results highlight the widespread impact of social motivations, the more specific impact of environmental involvement, environmental concern and energy concern motivations, and the lack of impact of financial motivations on these three distinct pro-environmental behaviors.

Given that social motivation is so strong and pervasive across all three categories of pro-environmental behaviors, leadership in encouraging a dialogue/debate around these issues is needed from all stakeholders, including government, industry leaders, think tanks and environmental organizations.

This study incorporates multiple factors that have differing impact on three distinct pro-environmental behaviors.

There are clear evidences that organizations are focusing on retaining motivated employees. Although motivation is a well-discussed topic in academic literature, motivation of employees in the Omani private banking sector is not fully discussed. The purpose of this exploratory study is to find some insights on the predictors of employees’ motivation in the Omani private banking sector. A cross-sectional method was used to collect data from 105 employees from the Omani private banking sector. Furthermore, to collect the primary data, a questionnaire with 23 items was designed and distributed for that purpose. In order to analyze the gathered data, correlational methods were used. This exploratory study shed some light on the importance of the relationship that the employees have with their colleagues on their motivation and on the employees’ salaries to their motivation. The study found these two variables as significant and positive predictors of employees’ motivation.

This study defined and developed a four-item scale to measure motivation to serve (MTS) then correlated it with Cerff’s Motivation to Lead’s two scales as well as Affective and Normative Commitment scores. A convenience sample of 89 participants came from a non-denominational church in Oklahoma City, OK. The MTS showed significant correlation with Normative Commitment but not with the two Motivation-to-Lead scales or Affective Commitment. The benefit of this study lies in the development of a new scale to measure Motivation to Serve and the understanding that the new scale is significantly correlated with Normative Commitment.

There are clear evidences that organizations are focusing on retaining motivated employees. Although motivation is a well-discussed topic in academic literature, motivation of employees in the Omani private banking sector is not fully discussed. The purpose of this exploratory study is to find some insights on the predictors of employees' motivation in the Omani private banking sector. A cross-sectional method was used to collect data from 105 employees from the Omani private banking sector. Furthermore, to collect the primary data, a questionnaire with 23 items was designed and distributed for that purpose. In order to analyze the gathered data, correlational methods were used. This exploratory study shed some light on the importance of the relationship that the employees have with their colleagues on their motivation and on the employees’ salaries to their motivation. The study found these two variables as significant and positive predictors of employees' motivation.

This paper recognizes self determination theory (SDT) as a model to successfully motivate an organization's workforce and recommends SDT as a more encompassing theory of motivation. Consequently, motivation assumes a different dimension and it therefore becomes necessary to consider issues associated with autonomous motivation, controlled motivation, and motivation as a predictor of performance. This paper aims to address this issue.

The paper initially identifies the underlying assumptions of motivation that include: people having the capacity for responsible actions, a natural aspiration to learning and understanding things, and the desire to do good at work and play. The paper then proceeds to addresses several basic issues associated with SDT, namely, cognitive, affective and psycho‐motor development. Finally, it considers perception of the self, one's psychological and emotional needs, life goals and aspirations, individual dynamism, culture and the impact of social environments as key issues that determine one's ability to self‐actualize.

The study shows SDT's relevance to discussions in organizational behavior. The findings suggest that extrinsic motivation can be deleterious to intrinsic motivation. Work‐related happiness is acquired when individuals use their personality as a motivation determinant to fulfill a mission that is meaningful to themselves too. Individuals are most resourceful and innovative when they feel motivated largely as a result of their interest, their inner satisfaction, and challenges of the work itself and not by external pressures or incentives.

In this regard it is recommended that human resources professionals and/or managers need to consider issues associated with autonomous motivation, controlled motivation, and motivation as a predictor of performance. Different attitudinal relationships towards work‐play necessitate distinct types of motivation. Should work and play become homogeneous, the defining role of human resources management in relation to motivation needs revisiting in particular SDT

This paper adds to the academic literature on motivation in a somewhat different vein by presenting autonomy, competence, and relatedness in SDT as vitally essential for psychological growth, optimal functioning, and well‐being in any fields of endeavor. The study identifies extrinsic rewards as undermining intrinsic motivation in most circumstances.

This study investigated the relationship between principals' abusive leadership and teachers' intrinsic and extrinsic motivations, exploring the potential moderating effects of the duration of the relationship and group size within educational settings.

Data were collected from a sample of teachers in Bahrain, using self-report measures. The data were analyzed using regression analyses.

The findings reveal a significant negative relationship between principals' abusive leadership and teachers' intrinsic and extrinsic motivations. The results also show that the duration of the relationship moderates the correlation between abusive leadership and teachers' extrinsic motivation, with teachers who have been in longer relationships with their principals showing greater resistance to the detrimental effects of abusive leadership on their extrinsic motivation. Group size was found to moderate this correlation, with larger groups exhibiting stronger buffering against the negative effect of abusive leadership.

The findings provide valuable insights into the dynamics of abusive leadership in educational settings and the potential moderating factors that can help alleviate its detrimental effects on teachers' motivations.

Based on cognitive evaluation theory and gamification affordances, this study aims to understand how gamification affordances influence users’ intention to engage in sustainable behaviour and how new trends in Ant Forest influence its impact on green intrinsic motivation to support sustainable behaviours.

The authors developed a research model to explore the mechanisms underlying gamification affordances, psychological needs and green intrinsic motivation. Partial least squares structural equation modelling was used to assess the survey data (n = 393) and test the research model.

The results show that different gamification affordances can satisfy users’ needs for autonomy, competence and relatedness, which positively influences their green intrinsic motivation and engagement in sustainable behaviours. However, some affordances, such as competition, might negatively impact these psychological needs.

This research updates information system research on environmental sustainability and the Ant Forest context. The authors provide a new framework that links gamification affordances, psychological needs and sustainable behaviour. The study also examines changing trends in Ant Forest and their implications.

Based on self-determination theory (SDT), this study aims to investigate the motivational antecedents of faculty members’ continuance intention of using online teaching platforms. For this purpose, we introduced a model incorporating basic psychological needs satisfaction (BPNS) and different motivational mechanisms.

Using a survey study of 312 faculty members, we examined the model by structural equation modeling (SEM).

The SEM results revealed a positive correlation between BPNS and continuance intention. Additionally, we illustrate the importance of different types of extrinsic motivation. By presenting an alternative model, we demonstrate that the initial-use-identified regulation (one type of extrinsic motivation) has an association with continuance intention (CI). However, this association loses significance if BPNS is present within the model. Moreover, we determined that there is no significant relationship between initial-use external regulation (another type of extrinsic motivation) and faculty members' CI for online teaching. Lastly, the results revealed that pre-use amotivation and intrinsic motivation impact CI through initial-use BPNS.

The results suggest that decision-makers at educational institutions should consider that extrinsic motivation has different types with different impacts and that BPNS has a vital role in faculty members’ intention to continue using online teaching platforms.

This study is novel because it reveals some details of extrinsic motivation effects by offering a model that combines BPNS and different types of motivation in two stages. It is important and rare that we concentrate on the almost neglected issue of faculty members’ motivational perspectives in online teaching, while the literature mainly focuses on students’ perspectives.