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The purpose of this study is twofold: first, to examine the direct relationship of organizational justice (OJ), psychological empowerment (PE), Leader Member Exchange (LMX), organizational citizenship behavior (OCB), LMX on PE and OCB and PE on OCB; and second, to investigate the mediating role of PE between OJ and OCB and between LMX and OCB in the service industry in a non-Western context.

A quantitative questionnaire was used to test the proposed hypotheses of the study. From employees working in service providing organizations in the UAE, 364 usable responses had been collected and data was analyzed using structural equation modeling (SEM).

OJ significantly influences PE and LMX, while its influence on OCB is insignificant. Also, LMX significantly affects PE and OCB, PE significantly impacts OCB, whereas PE and LMX significantly mediate the relationship between OJ and OCB.

Organizations should promote fairness, psychological empowerment and OCB among employees. Additionally, leaders should develop positive and productive relationships with their employees.

To the best of the authors’ knowledge, this study is one of a limited number of studies designed to analyze the hypothesized relationships within a non-Western context, specifically in the UAE.

Drawing on the self-determination theory, this cross-cultural study aims to examine the associations between the dualistic framework of work passion and work outcomes (job satisfaction, job engagement and workaholism).

Using data from a time-lagged design with two-waves, service organizations employees of the UAE (n = 150) and Canada (n = 154) participated in the study. Hierarchical regression analysis is used to analyze the associations among the variables.

The study results support the harmonious and obsessive passion relationships with the identified work outcomes. In both the UAE and Canada, harmonious and obsessive passion predicted all three hypothesized work outcomes (workaholism, job satisfaction and job engagement). The study also acknowledged various culture-specific work passion effects.

The study encompasses the dichotomy of the work passion paradigm to compare between East and West. The examination of the work passion results offers a precise method to examine in what manner the two types of passion is linked to different work outcomes. Harmonious and obsessive passion is associated with negative (workaholism) and positive (job satisfaction and job engagement) outcomes. Accordingly, the findings strengthen the conceptual outline of the passion construct. Moreover, the research highlighted the importance of enriching the organization's environment with passionate human capital. This study shall help the decision-makers to formulate the suitable strategies to imbibe passion within the work culture.

This study contributes to the literature by being the first to compare the influence of harmonious and obsessive passion on work outcomes between the East and West cultures. Also, in this study, we draw upon the self-determination theory to investigate how work passion affects employees' work outcomes in a cross-cultural setting.

This study assesses the impact of innovation diffusion theory (IDT), technology readiness index (TRI) and technology acceptance model (TAM) on the actual use of smart learning. This impact also accounts for the country-digital culture by moderating the effects of resistance to change (RTC) and mediating the role of attitude.

The authors gather data from 301 respondents from various academic institutions in the United Arab Emirates (UAE) by operationalizing established theoretical constructs. The authors adopt a covariance-based structural equation modeling (SEM) approach.

The results reveal that IDT and TRI significantly and positively affect attitudes toward implementing smart learning. Besides, the attitude fully mediates the relationship between IDT, TRI constructs and behavioral intention (BI). Moreover, this study proves that RTC plays a major role in converging BI to place smart learning into actual use.

The major limitation of the authors' work is that this work employs cross-sectional data from UAE only, and the data were gathered during the coronavirus disease 2019 (COVID-19) pandemic.

The stakeholders and administrators in government can benefit from the study findings to improve the efficiency and effectiveness of the implementation of smart learning, which will contribute to achieving stakeholders and administrators' strategic objectives.

The originality of this work stems from the incorporation of IDT, TRI and TAM constructs in the case of smart learning in UAE in post-COVID-19 scenarios.