Search Results (261)

In recent years, greenwashing has been seen as a critical issue in the tourism and hospitality sector. This study is structured to systematically examine the literature on greenwashing in the tourism and hospitality industry and to establish a study identity. The study is based on the evaluation of 42 qualified articles from the WoS and Scopus databases using the SLR method, in harmony with the PRISMA protocol. As a result of the analyses, the research was classified into seven thematic headings: consumer perception and behavioral responses; employee behavior and internal effects; corporate communication and marketing strategies; strategic corporate social responsibility; critical approaches; greenhushing; and conceptual framework development. According to these findings, extensive study has been focused on consumer perceptions and behavioral responses, yet lacks information on environmentally friendly practices, employee behavior, and organizational structures. This study is important because it connects these different views, offering a practical model that works for both researchers and professionals. While the agricultural and retail dimensions have been well-documented, this study distinguishes itself by situating the analysis within the unique framework of tourism and hospitality. Full article

Human Resource Information Systems (HRIS) are often introduced as platforms expected to deliver strategic value through workforce analytics, decision support, and alignment with organizational goals. Yet evidence consistently shows that line managers’ use remains confined to administrative functions. This paper addresses this paradox by reframing it through the lens of the attitude-behavior gap (ABG), a concept established in consumer research to describe the disconnect between favorable attitudes and actual behaviors. Drawing on qualitative interviews with 25 line managers in five UK organizations, the study identifies three themes: HRIS as an Administrative Rather than Strategic Tool, Organizational Identity and Role Expectations, and Confidence Gaps and Habitual Routines. Together, these themes illustrate how supportive attitudes toward HRIS coexist with restricted behavioral engagement, sustained by cultural scripts, situational barriers, and ingrained routines. Theoretically, the study extends the ABG beyond consumer contexts into organizational technology use, challenging the linear assumptions of dominant adoption models such as TAM and UTAUT. Practically, it highlights the need for cultural reframing of HR’s role, user-centered system design, and sustained training and integration efforts to enable more strategic engagement. By framing HRIS adoption as a context-dependent practice shaped by organizational roles and behavioral patterns, the paper offers deeper insight into why favorable attitudes toward innovation frequently fall short of producing substantive engagement. Full article

This study explores how school principals evacuated from their schools in the wake of the 7 October 2023 war perceived their unique challenges, the strategies they adopted, and the ways in which their agency was shaped during the extreme crisis. Using semi-structured, in-depth interviews with 33 displaced principals from elementary, middle, secondary, and special education schools, we identified four interconnected dimensions of the principals’ agency during wartime. Intrapersonal agency reflected the principal’s inner identity as a foundation for action. Critical agency emerged from frustration with systemic failures and bureaucratic obstacles, motivating the pursuit of meaningful change. Collaborative agency was expressed in building and maintaining trust-based networks and partnerships that enabled effective solutions. Finally, proactive agency was driven by an internal desire for growth and influence, promoting innovative strategies and renewal processes at organizational, emotional, and community levels. This leadership framework for understanding principalship in wartime highlights agency as a holistic framework that enables principals not only to ensure the survival of their schools, but also to respond to chaotic realities. Practically, the findings inform the design of models for ensuring educational continuity in emergencies, and tailored support mechanisms for displaced educational communities. Full article

The 2S LGBTQIA+ (Two-Spirit, Lesbian, Gay, Bisexual, Trans, Queer and/or Questioning, Intersex, Asexual, and additional sexually and gender-diverse self-identities) population often faces barriers to care in the context of cervical cancer screening. With the shift from primary cervical cytology (Papanicolaou test) to primary human papillomavirus (HPV)-DNA testing, it is crucial to examine these populations’ healthcare needs. An intersectionality framework with an anti-oppressive lens is needed to restructure a healthcare system whose systems have traditionally erased the care needs of diverse populations through colonial, racialized, and cis-heteronormative practices. Barriers to cervical screening in 2S LGBTQIA+ populations include stigma, discrimination, limited provider guidance and understanding, and high rates of physical, sexual, and medical trauma. Self-sampling for HPV is a less invasive alternative to traditional Pap tests with a high rate of acceptability. The option to self-sample may increase participation in cervical screening based on improved privacy, comfort, and feelings of empowerment. Organizational, psychosocial, and physical recommendations for practice are shared to create a welcoming environment that reflects the diversity of populations in all aspects of healthcare. Affirmative care aims to make clients feel safe and accommodated by prioritizing dignity and respect as essential elements of eliminating cervical cancer in 2S LGBTQIA+ populations. Full article

This study investigates the institutional transformations within Indonesia’s research ecosystem, focusing on the impacts of the National Research and Innovation Agency (BRIN) establishment and the subsequent Work From Office (WFO) policy on the Association of Indonesian Researchers (PPI). The research aims to evaluate these impacts and propose an adaptive institutional revitalization model. Employing a mixed-methods approach, a total of 150 online questionnaires were distributed across 21 regional branches of PPI between February and March 2025. Of these, 87 were completed and valid for analysis, representing a 58% response rate. Findings reveal that the WFO policy has led to a significant decline in member participation, coordination difficulties across regions, and weakened collaboration with local partners such as regional governments and universities. A SWOT analysis of three revitalization options—full agglomeration, bounded agglomeration, and non-BRIN integration—identified a hybrid model as the most adaptive and widely supported alternative (41.5%). This hybrid model combines selective structural efficiency with inclusive membership expansion, aiming to preserve regional identity, enhance collaboration, and strengthen organizational legitimacy. The study offers key insights for developing adaptive governance frameworks rooted in epistemic justice, digital accountability, and cross-sectoral collaboration, applicable to professional organizations navigating decentralization and institutional disruption. The proposed hybrid model serves as a strategic reference for achieving organizational resilience and fostering a more inclusive national innovation ecosystem. Full article

Job satisfaction is a key component of organizational well-being and performance. This study explores the relationship between job characteristics (demands and resources), organizational and group identification, and affective job satisfaction, drawing on the Job Demands–Resources model and social identity theory. Methods: A cross-sectional design was used with a sample of 420 employed individuals (49% men and 51% women), with a mean age of 41.58 years (SD = 9.95). Participants completed an online questionnaire assessing job demands (quantity and complexity), job resources (competency development, use of competencies, and decision latitude), and identification (organizational and group). Most participants held a university degree (48.1%) and had a permanent contract (79.8%). A MIMIC model was applied to test the hypothesized relationships. Results: Job demands defined by quantity were inversely associated with job satisfaction, while competency development and use were positively associated. Organizational and group identification also showed significant positive relationships with job satisfaction. However, task complexity and decision latitude were not significant predictors. Discussion: These findings underscore the importance of integrating both job design and social identity factors to enhance job satisfaction and inform organizational strategies aimed at promoting employee well-being. Full article

This paper presents the design, implementation, and evaluation of a low-code document management and approval system developed on the Microsoft Power Platform. The solution integrates Power Apps, Power Automate, SharePoint Online, and Azure Active Directory to enable secure, traceable, and device-independent workflows for managing organizational documents. By combining graphical interfaces, automated approval logic, and enterprise-grade identity management, the system supports real-time collaboration and compliance with records’ governance standards. A comparative analysis with traditional enterprise content management and open-source web architectures demonstrates substantial advantages in deployment speed, scalability, and auditability. Empirical results from a six-week pilot involving multiple users indicate a reduction in approval cycle time, high user satisfaction, and strong cost-efficiency relative to conventional development models. The findings highlight how low-code ecosystems operationalize digital transformation by empowering non-technical users to automate complex workflows while maintaining security and governance integrity. This work contributes to the understanding of information system democratization, showing that low-code platforms can extend digital participation, improve organizational agility, and support sustainable operational efficiency across distributed environments. Full article

Building on social identity theory (SIT), this study investigates how socially responsible human resource management (SRHRM) shapes employees’ organizational citizenship behavior for the environment (OCBE). The proposed framework suggests that felt responsibility for the environment (FRE) serves as a psychological bridge between SRHRM and OCBE, while environmentally specific servant leadership (ESL) strengthens this linkage. Using three waves of matched data collected from 236 full-time employees across manufacturing, service, and technology firms in China, the study applies hierarchical regression and bootstrapping techniques to test the hypotheses. The results indicate that SRHRM has a significant positive effect on OCBE, and this relationship is partly explained by employees’ FRE. In addition, higher levels of ESL amplify the positive association between SRHRM and FRE and reinforce the overall indirect effect on OCBE, producing a statistically meaningful moderated mediation pattern. These findings add to existing knowledge by clarifying the psychological process through which SRHRM encourages employees’ voluntary pro-environmental actions. The study also underscores the role of leadership in shaping the impact of SRHRM, offering organizations practical directions for nurturing a culture of environmental responsibility. Full article

This study examines how major global hotel groups construct sustainability through corporate communication, assessing both the thematic content and the internal coherence of their Environmental-Social-Governance (ESG) narratives. The research question is How do international hotel corporations construct sustainability through their corporate communication and ESG reporting? The research applies qualitative content analysis of sustainability reports from ten international hotel corporations and a four-layer discursive coherence model (performance, operational, narrative, strategic), the study analyses 888 coded quotations and 205 sustainability-theme occurrences in ATLAS.ti version 25, a qualitative data-analysis software. Results show that while measurable, performance-based disclosures dominate—such as digital food-waste monitoring, emissions-intensity reductions, and responsible sourcing—symbolic language remains strategically deployed to reinforce identity, purpose, and legitimacy. Across the sector, sustainability discourse converges around four recurring pillars: environmental performance leadership, community resilience, responsible business governance, and inclusive economic empowerment. The study advances theoretical work on sustainability communication by conceptualizing discursive coherence as an indicator of organizational authenticity and offers actionable insights for enhancing credibility and stakeholder trust in corporate ESG reporting. Full article

Moving beyond the debate on cultural continuity, this article investigates the micro-mechanisms by which charismatic experiences are produced and authenticated in a True Jesus Church (TJC) community in Southern Fujian. Based on ethnographic fieldwork conducted between 2022 and 2024, the study proposes the concept of “making testimonies” to trace the social production of charisma. The analysis identifies three consecutive stages in this mechanism: (1) in everyday interaction, pastoral rhetorical prompting anchors believers’ scattered sensory experiences to church-recognized experiential types; (2) in ritual settings, complex life histories are disciplined into standardized narratives of “grace and conversion” to align with communal identity; and (3) through mediatization, oral accounts are verified, edited, and fixed into an authoritative archive of collective memory. The study argues that these practices are not expressions of “indigenization” but are strategically employed to construct an authenticity that validates the TJC’s theological claim as the “exclusive church of salvation.” By revealing how modern organizational power and media technologies configure the local “landscape of the Spirit,” this research offers a dynamic, practice-oriented framework for understanding Chinese Christianity. Full article

Background/Objectives: Employee engagement is fundamental for the quality and sustainability of the Slovak healthcare sector. While the concept is critical, its operational challenges lie in the differentiated perception of its drivers across the highly heterogeneous workforce. This study aimed to empirically identify and structure the key antecedent factors of engagement and examine their perception based on structural and sociodemographic characteristics among healthcare workers in Slovakia. Methods: This research employed a quantitative, cross-sectional design, utilizing a self-administered questionnaire distributed widely among healthcare providers throughout Slovakia. To achieve the study’s objectives, several advanced mathematical and statistical methods were applied: the Kaiser-Meyer-Olkin (KMO) Measure and Bartlett’s Test for sample adequacy, Principal Component Analysis (PCA) for empirical factor structuring and Analysis of Variance (ANOVA). Results: Three common antecedent factors for healthcare workers’ engagement and well-being were identified: Factor 1—Organizational Commitment and Identity; Factor 2—Meaningful Involvement and Job Satisfaction; and Factor 3—Organizational Citizenship and Retention Intent. Factor 1 was evaluated positively in public (state-owned) and mixed organizations but negatively in private healthcare providers, confirming a statistically significant difference. Factor 2 also exhibited significant differences based on work position: it was negatively rated by management, physicians, and nurses, but positively by other staff categories. Conclusions: The contribution of this study lies in the empirical confirmation that a universal managerial approach to increasing employee engagement in Slovak healthcare is ineffective. A differentiated managerial approach based on organizational type and work position directly supports the transition from blanket, expensive, and ineffective HR policies to strategic and targeted engagement management, which is essential for the long-term sustainability and improvement of care quality in Slovak healthcare. Full article

The present research examines how employees perceive their firms’ CSR initiatives that ultimately translate into desired attitudes and behaviors, i.e., employee environmental commitment (EEC) and knowledge sharing (KS) at the workplace, by underpinning social identity theory. However, when do undesired working conditions, i.e., Perception of Politics (POP), adversely influence these desired outcomes? We deliberately selected 45 firms in the services and manufacturing sectors of Pakistan operating in larger metropolitan cities and prevalent tourist destinations, and actively participating in CSR activities. Thereafter, three self-administered surveys were conducted by employing a time-lagged design with two temporal breaks. A total of 655 surveys were distributed among middle managers across selected firms. Accordingly, it is found that employees who strongly identify with their organizations tend to align their personal values with organizational sustainability efforts and actively participate in environmentally responsible practices. They also demonstrate a greater willingness to share knowledge and enhance the organization’s collective intelligence. However, when employees perceive a high level of political behavior within the organization, their trust in its ethical standards diminishes, leading to various negative attitudes and behaviors in the workplace. This research contributed in two ways to the existing literature: (a) by examining the employees’ understandings of firms’ CSR engagements and their trickle-down effect on EEC and KS, (b) and studying when POP adversely effects the above relationship. Full article

This paper examines the intersection between Christian theological principles and contemporary cybersecurity challenges, with a focus on the specific vulnerabilities and responsibilities of faith-based organizations. Recognizing that digital threats emerge not only from technological weaknesses but also from human motives and ethical failings, this study introduces a Biblically Framed Cybersecurity (BFCy) Model that integrates scriptural ethics with established security practices. Through a narrative literature review and comparative analysis, the research synthesizes Christian concepts, such as stewardship, vigilance, and integrity, with technical standards (including the CIS Controls v8, NIST CSF 2.0, and ISO 27001:2022), mapping biblical narratives to contemporary risks like social engineering, insider threats, and identity theft. The findings underscore that robust cybersecurity requires more than technical solutions; it also demands a culture of moral accountability and spiritual awareness. Practical recommendations, including tables linking biblical values to operational controls, highlight actionable steps for church leaders and faith-based organizations. This study concludes that effective cybersecurity in these contexts is best achieved by aligning technical measures with enduring ethical and spiritual commitments, offering a model that may inform religious and broader organizational approaches to digital risk and resilience. Full article

This study examines Apostle Paul’s missionary work through the lens of modern behavioral and organizational scholarship. Paul was highly intentional in both his words and actions. What would we learn if we used the conceptual frameworks from the social sciences to analyze his actions and decisions? In this study, we use entrepreneurial and identity theories to re-examine Paul’s life. Paul was an extraordinary entrepreneur who possessed all the core features of an entrepreneur, but with a distinct motivation and mindset grounded in his stewardship identity. We introduce the term “entrepreneurial steward” to characterize his unique identity, which combines the two paradoxical qualities of entrepreneurship and stewardship. Full article

Introduction/Objectives: In the context of Spain’s persistently high job insecurity and evolving labor market, understanding how individuals sustain career engagement is critical. This study aimed to adapt and validate the Career Commitment Scale (CCS) for use in the Spanish population and examine its relationship with career adaptability, mental health, and stress across different age groups. Methods: Using a sample of 418 participants, exploratory and confirmatory factor analyses confirmed the CCS’s original three-factor structure, career identity, planning, and resilience, with satisfactory fit indices and strong reliability. Criterion-related validity was supported through significant positive correlations with career adaptability and negative associations with depression, anxiety, and stress. Test–retest analysis over a three-month interval showed moderate-to-strong temporal stability. Result: CFA confirmed the factor structure. A moderation analysis revealed that stress moderated the relationship between age and career resilience: older individuals demonstrated higher resilience under low stress conditions, but this benefit diminished under high stress exposure. Conclusions: These findings highlight the relevance of career commitment as a multidimensional construct closely linked to mental well-being and adaptive functioning in uncertain labor markets. The validated CCS provides a reliable tool for research and practice, offering new insights into how career motivation interacts with age and psychological stress across the lifespan. This validation has meaningful implications for organizational practices, career counseling, and public policy, as career commitment can buffer against Spain’s chronic unemployment and job precarity—particularly for younger workers and those in non-standard employment. Full article