This study aims to investigate the role of human resource practices (HRP) in enhancing employee engagement (EE), focusing on the mediating effect of self-efficacy (SE) and the moderating influence of supervisory support (SS). Anchored in Social Exchange Theory (SET) and the Job Demands-Resources (JD-R) model, the study seeks to explore the mechanisms through which HRP contribute to a more engaged workforce within the Chinese organisational context. A quantitative research design was adopted using a structured questionnaire distributed to employees working in various Chinese companies. Data were collected from 412 respondents and analysed using SmartPLS 4 to examine the direct, mediating, and moderating relationships among the variables. The results confirm that HRP has a significant positive impact on EE. Furthermore, SE significantly mediates the relationship between HRP and engagement, while SS strengthens the positive association between SE and engagement. Additionally, a moderated mediation effect was observed, indicating that the indirect impact of HRP on engagement through SE is more substantial when SS is high. This study advances the understanding of EE by introducing a moderated mediation framework that highlights the synergistic roles of HRP, psychological empowerment, and leadership support. Practical and theoretical implications are presented for organisations seeking to develop sustainable engagement strategies.

Lots of work has been conducted to explore and explain inter-organizational relations between supply chain partners. However, we have noticed that there is no accurate agreement between authors. Therefore, to better understand this disparity, the authors have studied supply chain inter-organizational relationship dynamics in different industries to bring out an analytical framework that allows a better understanding of such an issue. Further, the framework is subjected to expert’s opinion and ranked using the Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS) approach. These case studies instruct professionals and researchers so that they bring up their level of abstraction that remains appropriate to catch this dynamic in order to guide decision-making and future research and studies.

Lots of work has been conducted to explore and explain inter-organizational relations between supply chain partners. However, we have noticed that there is no accurate agreement between authors. Therefore, to better understand this disparity, the authors have studied supply chain inter-organizational relationship dynamics in different industries to bring out an analytical framework that allows a better understanding of such an issue. Further, the framework is subjected to expert’s opinion and ranked using the Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS) approach. These case studies instruct professionals and researchers so that they bring up their level of abstraction that remains appropriate to catch this dynamic in order to guide decision-making and future research and studies.

The social exchange perspective seeks to acknowledge, understand and predict the dynamics of social interactions. Empirical research involving social exchange constructs have grown to be highly technical including confirmatory factor analysis to assess construct distinctiveness and structural equation modeling to assess construct causality. Each study seemingly strives to assess how underlying social exchange theoretic constructs interrelate. Yet despite this methodological depth and resultant explanatory and predictive power, a significant number of studies report findings that, once synthesized, suggest an underlying persistent threat of conceptual or construct validity brought about by a search for epistemological parsimony. Further, it is argued that a methodological approach that embraces inherent complexity such as activity systems modeling facilitates the search for simplified models while not ignoring contextual factors.