Search Results (535)

Urban historic districts often present archaeological sites and historic buildings in a fragmented way, posing significant challenges for public understanding and enhancing heritage value. Solely physical conservation fails to fully communicate their cultural significance, while excessive commercialization often results in the erosion of cultural authenticity and the displacement of local communities. Drawing from cultural capital theory in sociology and cultural economics, this study redefines historical districts as sustainable urban cultural capital, comprising habituated, objectified, and institutionalized components. A Value Chain Model of Cultural Capital (VCMCC) is developed, consisting of three stages: cultural resource excavation, cultural asset cultivation, and cultural capital management. This model aims to empower heritage adaptive reuse and foster synergy between cultural heritage and economic development. Utilizing an embedded single-case design with longitudinal ethnography, the research focuses on the Western Han Archaeological Sites Historical District (WHAS HD) in Hanzhong, China. It involves multiple rounds of mixed-data collection from 2023 to 2025, on which design-based research is performed. This study operationalizes VCMCC through a series of spatially and socially grounded strategies. In the cultural resource excavation stage, superior resources are identified through a systematic review of historical archives, archaeological reports, and local gazetteers, along with surveys of architectural remains and spatial mapping. In the cultural asset cultivation stage, these resources are transformed into experiential and communicable cultural assets via a “one courtyard, one strategy” approach for activating courtyard functions, developing dual-theme heritage routes, and deploying digital interpretation tools. In the cultural capital management stage, a multi-stakeholder community committee is established, and binding institutional safeguards are integrated to ensure sustainable heritage adaptive reuse. Concurrently, a baseline indicator system covering three dimensions, cultural, social, and economic benefits, is developed to provide benchmarks for future post-intervention benefit evaluation and verification. The proposed and implemented VCMCC model translates cultural capital theory from an abstract explanatory framework into an actionable pathway for heritage adaptive reuse, offering theoretical and methodological guidance for the adaptive reuse of similar small and medium-sized historic districts. Full article

Psychosocial stressors are increasingly recognized as critical determinants of workplace safety, yet their mechanisms in construction settings remain poorly understood. This study examines how family–work conflict (FWC) is associated with safety behavior among construction workers, with mental and physical fatigue as parallel mediators and perceived supervisor support (PSS) as a moderator. Drawing on Conservation of Resources (COR) theory, cross-sectional data were gathered from 527 construction workers across three regions of Jordan and analyzed using Hayes’ PROCESS macro. The findings indicate that FWC is negatively associated with safety behavior both directly and through its positive associations with elevated fatigue levels. Supervisor support was found to attenuate the FWC-to-physical-fatigue pathway and buffer safety behavior under high-conflict conditions. These associations should be interpreted as statistical patterns consistent with the proposed theoretical model rather than evidence of causal relationships, given the cross-sectional design. Theoretically, the study extends COR theory into occupational safety by distinguishing two fatigue dimensions and demonstrating a boundary condition for resource loss. Practically, the findings support supervisor-led safety programs and organizational fatigue management as complementary strategies for addressing psychosocial risk factors in high-risk construction environments. Full article

Background/Objectives: Burnout among healthcare professionals has become a major challenge affecting workforce sustainability, quality of care, and organizational performance. Although traditionally conceptualized as an individual response to chronic occupational stress, increasing evidence suggests that burnout is strongly influenced by broader organizational and systemic factors. This article aims to develop a multilevel conceptual framework that explains burnout as a systemic phenomenon emerging from interactions across healthcare structures, institutions, organizations, and individuals. Methods: An integrative conceptual synthesis was conducted using literature from healthcare burnout, occupational stress, organizational resilience, workforce sustainability, and health systems research. Relevant theoretical perspectives, including the Maslach Burnout Framework, Job Demands–Resources Model, Conservation of Resources Theory, and organizational resilience literature, were critically examined and integrated to develop a theory-building framework. Results: The proposed framework conceptualizes burnout as a dynamic process of pressure transfer operating across five interconnected levels: societal, political, institutional, organizational, and individual. Three central processes are identified: pressure transfer, normalization of exhaustion, and human capital erosion. The model further introduces the concepts of post-pandemic chronicization, invisible burnout, and human infrastructure to explain how prolonged systemic pressures contribute to the normalization and persistence of burnout within healthcare systems. Conclusions: Burnout should be understood not only as an individual psychological outcome but also as an indicator of systemic dysfunction. The proposed framework expands existing burnout models by integrating organizational and institutional determinants and provides a foundation for future empirical validation, workforce monitoring, and system-level interventions aimed at strengthening healthcare resilience and sustainability. Full article

Renovations aimed at improving energy conservation in older urban residential areas are essential for sustainable urban development; however, they encounter obstacles such as energy inefficiency and issues in sustaining long-term sustainability following renovation. Based on resource-based theory and collaborative governance theory, this study investigates how organisational resilience affects the efficacy of energy-saving renovations and confirms the mediating role of resource allocation efficiency. A mixed-methods approach was used in this investigation. Grounded theory was first used to establish the components of organisational resilience. A questionnaire survey was then used to gather information from those participating in energy-efficient renovation of old urban residential complexes. System dynamics (SD) was applied for empirical validation and simulation analysis across many intervention scenarios after structural equation modelling (SEM) was used to develop and evaluate study hypotheses. The results show that rather than the support of any particular strategy, the crucial elements in improving the efficacy of energy-saving renovations are efficient interdepartmental coordination and rational budget allocation. Notably, all energy-saving renovation outcome measures in this study are based primarily on stakeholder perceptions and survey responses rather than objectively measured energy consumption data. Full article

The present study investigated the stress-reducing effect of emotional management (EM) for teachers during the COVID-19 pandemic. Adopting the conservation of resources (COR) theory perspective, we employed a stratified random sampling design to conduct a survey of elementary school teachers in Taiwan with 211 valid responses. Questionnaires were used to assess EM, psychological capital (PsyCap), and perceived work stress. The moderated regression analysis indicated that EM was negatively related to perceived work stress, suggesting that teachers with better emotional management competencies experienced lower levels of work stress during COVID-19. Furthermore, we found a significant interaction between EM and PsyCap on perceived work stress. The interaction was significant for the overall PsyCap and all four components, namely, self-efficacy, hope, optimism, and resilience. Although the simple slope test was not significant for hope, the pattern of interaction was consistent. Specifically, teachers with higher EM perceived lower work stress when they had higher overall PsyCap, self-efficacy, optimism, and resilience. These findings offer evidence to support the COR proposition, showing that PsyCap amplifies the benefit of EM and works together in alleviating teaching stress during the height of the pandemic. The present study contributes to theoretical development by integrating the EM and PsyCap research under a unified theoretical framework of COR. Our finding that teachers with an abundance of resources fared the best under stress also informs the practical training programs to foster teachers’ EM and PsyCap as personal resources for adaptive coping and thriving. Full article

Artificial intelligence (AI) is increasingly embedded in marketing work, yet employees who use AI tools may not always disclose AI’s role in producing their outputs. This study examines AI disclosure silence, defined as employees’ intentional withholding of information about the use, role, or contribution of AI tools in work-related outputs after AI has already been used. Unlike AI avoidance or resistance, this construct concerns post-adoption concealment; unlike general employee silence, it focuses on the hidden technological contribution behind visible work. Drawing on Conservation of Resources Theory and Psychological Safety Theory, the study investigates how threat-based conditions, safety and governance conditions, and AI-related capability are associated with AI disclosure silence. Data were collected through a two-wave survey of 635 marketing employees who actively used AI tools at work. The analysis combined measurement validation, Necessary Condition Analysis (NCA), fuzzy-set Qualitative Comparative Analysis (fsQCA), and explainable machine learning. The findings show that no single condition operated as a strong necessary bottleneck. Instead, AI disclosure silence appeared through multiple pathways involving AI anxiety, fear of negative evaluation, perceived creativity threat, perceived job insecurity, low trust in management, weak psychological safety, and unclear AI policy. SHapley Additive exPlanations (SHAP)-based interpretation further indicated that fear of negative evaluation, AI anxiety, perceived creativity threat, and trust in management had the strongest model-based predictive relevance. The study contributes to workplace AI and employee silence research by positioning AI disclosure silence as an emerging post-adoption disclosure construct. It also highlights the need for clear AI disclosure norms, non-punitive managerial responses, AI-assisted authorship guidelines, and psychologically safe AI-governance practices. The findings should be interpreted as configurational and predictive evidence rather than causal effects, and further scale validation across sectors and cultures is encouraged. Full article

This study integrates spatial justice theory with the Institutional Analysis and Development (IAD) framework to construct a new analytical model: “Institutional Rules–Spatial Justice Issues–Spatial Injustice Perception–Institutional Feedback.” Using Shangri-La Potatso National Park as a case study, our deductive–inductive approach reveals the practical dilemmas and institutional challenges in the development of China’s national park system. The findings indicate that (1) national park reforms have not restructured entrenched power relations, leading to ineffective governance and deficiencies across multiple institutional rules; (2) these rule deficiencies shape an action arena where multiple actors interact within nested power networks, generating four interrelated spatial justice issues—power deviance, resource deprivation, cultural erosion, and conflict reproduction; (3) actors’ perceptions of spatial injustice, assessed through procedural, distributive, recognitional, and restorative justice lenses, produce institutional feedback that often perpetuates rather than resolves systemic inequities. Theoretically, this study reveals that while spatial justice issues manifest differently in ecological conservation versus urban development contexts, both are driven by institutional exclusion constructed through a “capital–power–technology” alliance. In practical terms, an inclusive governance system centered on collaborative decision-making, equitable resource allocation, cultural recognition, and integrated conflict resolution is proposed to advance spatial justice. Full article

(1) Background: Student burnout, widely regarded as a form of “hidden dropout” among adolescents, is associated with lower educational quality and mental health. Grounded in the Study Demands–Resources (SD–R) and Conservation of Resources (COR) theories, this study investigates the relationship between school-based resources, family dynamics, and personal resources by examining how teacher emotional support is associated with burnout through family cohesion and meaning in life; (2) Methods: a moderated mediation model was tested using a sample of 1224 adolescents (Mage = 14.27, SD = 1.72; 48% female); (3) Results: Analysis revealed that: 1. Teacher emotional support significantly and negatively predicted student burnout (β = −0.28, p < 0.001). 2. Family cohesion partially mediated this relationship, accounting for 36% of the total effect. 3. Meaning in life significantly moderated both the direct path and the second half of the mediation pathway (family cohesion → burnout). Notably, meaning in life was associated with a stronger negative association between teacher emotional support and student burnout, but a weaker negative association between family cohesion and student burnout, a pattern consistent with differential resource utilization; (4) Conclusions: These findings suggest a differentiated pattern of resource interplay: school-based emotional resources may connect to family-based relational resources, and the protective role of each external resource may be further moderated by adolescents’ internal meaning systems. These findings highlight the agentic role of adolescents in resource management and point to the value of multi-system interventions. Full article

Organizational commitment is crucial for employee retention and performance; however, little is known about how social and leadership resources translate into organizational commitment through routine learning behaviors. Based on the Conservation of Resources (COR) theory, this study explores how trust and leader’s vision of talent influence organizational commitment through three informal training formats: peer/supervisor coaching, knowledge sharing, and job rotation. Using data from the 2023 Korea Human Capital Enterprise Survey (N = 10,371), this study employs a generalized structural equation model that combines Bernoulli logit mediation equations with Gaussian identity outcome equations, along with the bootstrap method, to test the proposed mediation model. The results show that trust and leader’s vision of talent are positively correlated with organizational commitment, whereas knowledge sharing and job rotation significantly mediate these relationships. Peer/supervisor coaching shows no mediating effect. This study conceptualizes informal training as a mechanism through which workplace resources are implemented and translated into employee attitudes, thereby extending COR theory from resource acquisition and protection to resource utilization processes in everyday organizational contexts. The findings suggest that organizations should strengthen trust-based and development-oriented human resource practices to foster employee commitment. These implications extend beyond Korean firms to global HR practitioners seeking to build learning-supportive workplaces. Full article

Second-hand trading platforms have become an important channel for advancing circular economy practices in China. Yet prior research has paid more attention to the benefits of platform use than to the burdens that may undermine continued participation. Drawing on conservation of resources (COR) theory, this study examines how transaction reliability (TR), economic benefits (EB), community interactivity (CI), and reverse logistics convenience (RLC) shape perceived value (PV), and how platform fatigue (PF) weakens the relationship between PV and usage intention (IU). Using survey data from 297 users of major Chinese second-hand trading platforms, we test the proposed model with PLS-SEM. The results show that TR, EB, and RLC significantly enhance PV, whereas CI does not have a significant effect. PV, in turn, showed a substantial positive association with IU. PF attenuates the conversion of PV into IU. In addition, multi-group analysis based on circular economy identity (CEI) shows that the positive effect of PV on IU is stronger among users with higher CEI, whereas the negative moderating effect of PF is weaker in this group. These findings suggest that usage intention toward circular economy platforms is shaped by the joint operation of resource gain and resource depletion, and that this process varies across users with different levels of CE identity. Full article

This study investigates the relationship between toxic workplace culture and voluntary employee turnover, undermining workforce sustainability in Ghana’s construction industry. While some previous research has found a relationship between a toxic working environment and employee withdrawal habits, few studies have investigated the psychological processes between the toxic work culture and employee turnover in Global South construction companies. Based on the theories of Conservation of Resources and Social Exchange, this research examines the possible mediating factors between the toxic work culture and employee turnover: employee burnout, psychological safety, and job dissatisfaction. Structured questionnaires were used to design a quantitative cross-sectional survey, which was administered to 174 construction workers in Ghana. The data were analysed using mediation regression models based on Ordinary Least Squares (OLS). The findings show that a hostile work environment and a lack of organisational support were the two highest dimensions of work culture assessed as negatively impacting employee burnout, psychological safety, and attrition intentions. Employee burnout was the only significant predictor for voluntary employee attrition (β = 0.3628, p < 0.001), and psychological safety had a significant protective effect (β = −0.1785, p = 0.016). Mediation accounted for 67.4% of the variance in attrition outcomes. This paper shows how a negative organisational climate can undermine the stability of human resources, psychological well-being, and the social dimension of sustainability in construction companies. The results indicate that organisational support, leadership accountability and psychologically safe working environments are important for increasing employee retention and long-term organisational resilience. Full article

In a time of pandemic interruptions, work arrangements and flexible work environments are becoming more and more crucial in service firms. While this issue is central to the ethics and effectiveness of human–AI interaction, it has received limited focused attention in both research and practice. As businesses increasingly deploy AI to enhance productivity and efficiency, concerns are emerging about its potential impact on employee well-being resulting specifically in work–life conflict. This study investigates how AI implementation can simultaneously drive performance and contribute to burnout, drawing on an empirical framework. Using a quantitative research design, data will be collected from employees at a university in Kuwait actively integrating AI technologies into their workflows. Guided by the IMPACT model and grounded in the Conservation of Resources (COR) theory and the Social Cognitive Theory (SCT), this study explores how organizational investment in AI influences employees’ experiences of work–life conflict. The findings will highlight AI’s dual role as a productivity enhancer and a potential stressor within a Kuwaiti institution. The study underscores the importance of balanced digital strategies—aligning technological advancement with leadership empathy, robust support systems, and employee well-being initiatives. By contextualizing global research within Kuwait’s evolving digital landscape, this study contributes region-specific insights and practical recommendations for fostering human-centered, sustainable AI integration. Ultimately, it aims to guide organizations in designing AI policies that enhance productivity without compromising employee health, advancing the responsible and ethical management of AI in the workplace. Full article

In the context of AI being deeply embedded in organizational operations, employee work engagement has become a critical mechanism for translating technological potential into realized value. However, existing research offers inconsistent findings on how enterprise AI adoption influences work engagement, highlighting the need for theoretical integration. Drawing on Conservation of Resources and Social Information Processing theories, this study conceptualizes AI adoption as a resource-restructuring mechanism that shapes employees’ resource environments. A dual-path model is proposed, in which AI adoption affects work engagement through a resource gain pathway (fairness perception) and a resource loss pathway (perceived organizational dehumanization). Using three-wave time-lagged data from employees in knowledge-intensive and highly digitalized enterprises in China, the results show that AI adoption simultaneously enhances work engagement via fairness perception and reduces it via perceived dehumanization. Furthermore, AI transparency serves as a key system-level moderator that strengthens the positive pathway while weakening the negative pathway. By integrating resource gain and loss mechanisms, this study provides a system-level explanation of AI’s dual effects and offers insights for balancing technological efficiency with human-centered values in digital transformation. Full article

This study examines how employees’ perceptions of transactional and relational psychological contracts influence emotional labor strategies in contemporary work contexts where AI technologies are increasingly present through AI anxiety, general attitudes toward AI, and generative AI acceptance. Based on Conservation of Resources Theory, Cognitive Appraisal Theory, the Theory of Planned Behavior and technology acceptance frameworks (UTAUT), a conceptual model was tested using survey data from 869 employees across various sectors in Türkiye. Mediation and moderated mediation analyses were conducted using the PROCESS macro for SPSS 30. The results showed that transactional psychological contracts were positively correlated with surface acting, while relational psychological contracts were associated with deep acting. Serial mediation analyses indicated that relational psychological contracts were indirectly associated with higher levels of deep acting, primarily through more positive evaluations of AI, with the full sequential pathway through anxiety reduction not operating as hypothesized. Generative AI acceptance mediated the relationship between negative attitudes toward AI and surface acting. Moreover, generative AI acceptance mediated the relationship between positive attitudes toward AI and deep acting, indicating a pathway through which favorable technology evaluations translate into authentic emotional regulation. Finally, moderated mediation analyses suggest that emotional intelligence strengthens the impact of generative AI acceptance on employees’ emotional labor strategies. Full article

While higher education institutions strive for academic excellence, they also bear the responsibility of caring for and ensuring the sustainable well-being of their students. After the COVID-19 pandemic, these institutions have transitioned to hybrid and digital education models and have begun to experience the opportunities and threats of digital learning ecosystems. With the introduction of AI technology, this transformation has taken on a new dimension: while students benefit from the flexibility, instant feedback, and personalized learning offered by AI tools, they have also begun to experience new challenges, including cognitive overload, digital fatigue, and social isolation. In this context, the aim of this research is to assess students’ overall psychological well-being and to provide a support system that promotes sustainable well-being by anticipating potential psychological strain and recommending necessary precautions. Accordingly, the purpose of this study, drawing on Self-Determination Theory and Conservation of Resources Theory, is to examine the direct effects of an AI-enabled student support system on sustainable well-being and academic engagement, as well as its indirect effects through self-efficacy and academic resilience. Data will be collected from undergraduate students from a public university in Istanbul. Data will be analyzed in the R statistical environment. We expect that academic resilience, and self-efficacy will mediate the relationship between an AI-enabled student support system and sustainable well-being. At the end of the study, we propose a conceptual model that can be tested empirically by further research. Managerial and further research directions, as well as limitations, are also discussed. Full article