Search Results (205)

Creativity has been frequently explored in artists’ work. However, this concept has also been studied in the economic context of business and management. The concept of creativity has also recently become a subject of tourism research, as tourism is considered an important industry. Tourism classifications that include experiences are becoming more widespread. Alternative and special-interest tourism encompasses a range of tourism types presenting unique experiences. Within the classifications of sport, adventure, and experiential tourism, commercial tandem paragliding can be examined through a creative tourism lens in terms of perceived learning, interaction, and unique involvement. Hence, this research was conducted in Babadağ, Fethiye, a renowned paragliding destination. A total of 360 visitors were included as the participants. PLS-SEM was used to estimate a structural equation model. The results clearly demonstrate the centrality of the creative tourist experience. Firstly, the direct effect of the creative tourist experience on behavioral intentions was found to be quite strong and significant. The results show that the creative tourist experience is strongly and positively associated with behavioral intentions (revisit, recommendation, and positive word of mouth). The effect of the creative tourist experience on memories indicates that creative experiences leave a strong impression on visitors’ memories. Similarly, the creative tourist experience had a significant and positive effect on satisfaction. Considering these three results together, it can be said that creative experiences strengthen cognitive/affective memories, increase overall evaluative satisfaction, and directly affect behavioral intentions. This finding is consistent with the experiential and creative tourism literature on the determinative role of experience quality in memory value and satisfaction. These findings reveal that creative tourist experiences strengthen both memories and satisfaction; that memories are positively related to satisfaction and behavioral intentions; and that satisfaction is positively related to behavioral intentions, thereby extending fundamental assumptions in the experience economy and creative tourism literature to the specific context of commercial tandem paragliding as a guided air-based adventure activity. The study’s unique contribution to the literature is that it not only examines creative tourism through cultural/workshop-based experiences, but also conceptualizes creative tourism through adventure activities involving high involvement and high arousal, and empirically demonstrates the importance of creative-experience quality in explaining behavioral intentions through “memorability” and “satisfaction”. Full article

This study examines the impact of role overload on female hoteliers’ intention to quit, highlighting the mediating role of work–family conflict and the moderating role of co-worker support. Drawing on Conservation of Resources (COR) theory, the research conceptualizes role overload as a key job demand that depletes employees’ personal and emotional resources, triggering strain and turnover intentions. Data were collected from 255 full-time female employees working in five-star hotels in Egypt and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) via WarpPLS software version 8. The findings reveal that role overload significantly increases both work–family conflict and intention to quit, while work–family conflict partially mediates the relationship between role overload and turnover intentions. Moreover, co-worker support plays a crucial buffering role, weakening the positive effects of both role overload and work–family conflict on intention to quit. The study contributes to hospitality research by providing a gender-sensitive understanding of how high-demand hotel environments affect female employees’ retention and highlights the importance of co-worker support as a practical intervention to mitigate turnover among women employees. These insights offer valuable guidance for hotel managers aiming to enhance employee well-being and reduce attrition in luxury hotel settings. Full article

The current study assessed organizational and psychosocial factors related to intentions to quit in American working college undergraduates (N = 382; mean age = 19 years; ~80% female). Students were surveyed on organizational scales (e.g., organizational identification, perceived support, work–life conflict, and intentions to quit) and psychosocial scales (e.g., perceived stress, social support, burnout, and mental health conditions). Variables significantly correlated with intent to quit at the bivariate level were included in an exploratory multiple regression model. The results indicated that burnout, engagement, organizational identification, perceived social support, and life–work conflict were uniquely predictive of intention to quit. A subsequent path analysis based on the Job Demands–Resources model revealed a good fit to the student data: demands (i.e., work–life conflict, perceived stress) and resources (organizational support and identification) predicted burnout and engagement, which in turn predicted intent to quit (along with a direct path from organizational support). This model can therefore explain behavior in both traditional and college undergraduate employees. In order to retain these employees, organizations should invest in practices that increase organizational identification and perceived support, as well as initiatives that help students mitigate the increased risks of stress and burnout associated with working while in college. Full article

The objective of this study is to investigate how two forms of engagement—job engagement and organization engagement—shape organizational citizenship behaviors directed at individuals (OCBI) and the organization (OCBO), and how these behaviors, in turn, influence employee burnout and intention to quit. This study also seeks to examine the impact of burnout on intention to quit. A paper-based survey was conducted among frontline bank employees from 21 financial institutions in Thailand. Data from 562 respondents, selected through convenience sampling, were analyzed using covariance-based structural equation modeling. Findings revealed that job engagement fosters OCBI, whereas organization engagement enhances OCBO. Job engagement also reduces burnout, while the adverse effect of organization engagement on burnout was small and insignificant. OCBI positively affects burnout and positively mediates the job engagement–burnout relationship. In contrast, OCBO negatively affects burnout and negatively mediates the organization engagement–burnout relationship. Finally, burnout increases employees’ intention to quit. These findings provide theoretical insights into the mechanisms linking engagement, citizenship behaviors, burnout, and intention to quit. Importantly, this study offers practical recommendations for promoting well-being and sustainable employee retention in the high-demand banking industry. Full article

Background/Objectives: Job satisfaction is an essential element for organizational functions. Working entities would not effectively operate without employee contentment. This study aimed to determine the level of job satisfaction among pharmacists and investigate its correlation with demographic variables and professional personal experience. Methods: A cross-sectional online survey targeting registered pharmacists in Saudi Arabia was conducted from September to November 2024 using an IRB-approved structured questionnaire adapted from validated instruments. Reliability and validity were confirmed (Cronbach’s α = 0.8), and a target sample of 380 was calculated to ensure representativeness. Data were analyzed using descriptive statistics, chi-squared tests, and univariate and multivariate logistic regression analyses utilizing SPSS v28, with significance set at p < 0.05. Results: A total of 330 pharmacists responded to the survey, representing 86.8% of the calculated sample size. Of those, 57% were male and 68.5% were staffing pharmacists. More than half of participants had professional experience of ≤5 years (57.3%), while 31.8% had 5 to 15 years of experience. Approximately 60% of participants worked in shift systems and reported dissatisfaction with their pay (70%) and lack of benefits (66.7%). Of all participants, only 26.4% confirmed satisfaction with their job and no intention to quit, while 23% clearly reported job dissatisfaction and an intention to quit; the rest of the participants were undecided (50.6%). Significant correlations were found between job satisfaction and variables such as education, current position, organization type, monthly income, and professional experience. Additionally, most of the items assessing professional personal experience such as working in a shift system, working as a team member, gaining financial benefits, and having accomplishments or growth opportunities at work were significantly correlated with job satisfaction. Opportunities for professional development, promotion, and a positive work environment were also frequently selected as factors contributing to job satisfaction (60.6%, 75.2% and 75.5%, respectively). Interestingly, motivation showed minimal impact on participants’ opinions regarding job satisfaction and decisions over whether to quit their jobs. Finally, occupation and age were found to significantly influence work environments, promotions, and opportunities, which consequently impact participants’ satisfaction towards their jobs. Conclusions: Our findings indicate that Saudi pharmacists experience low-to-moderate job dissatisfaction, with a significant percentage considering quitting form their jobs. Improving monetary rewards, recognition, and career advancement opportunities could improve job satisfaction and retention in this crucial workforce. Full article

Workers’ well-being is significantly influenced by the presence of clear and firm policies. This study examines the profound impact of members’ understanding of role ambiguity (ROA) on emotional demand and the pivotal role of trust in management in influencing turnover, as outlined in the job demand-resources model. The study, which purposefully selected 290 public sector employees from Lesotho, utilized a structured research instrument and analyzed the results using partial least squares structural equational modeling (PLS-SEM). The findings, in line with the hypotheses, reveal that role ambiguity significantly contributes to both emotional demands and employees’ intentions to quit. Furthermore, the results demonstrate that emotional demands act as a mediator in the relationship between ROA and intention to quit. Trust in management also plays a moderating role in the relationship between role ambiguity and intention to quit, with a negligible effect on the link between ROA and emotional demand. This interaction between work-related demands and available resources deviates from the core principles of the JD-R model. The novel concept that trusts in management can influence employees’ plans to leave, even in the face of role ambiguity, was swiftly embraced by the public service sector and government ministry managers in Lesotho. This acceptance highlights the practical applicability of the JD-R model, which suggests that workers can effectively manage demanding and unfavorable aspects of work, such as job ambiguity, by having sufficient access to valuable resources. Full article

This study investigates the viability of using ChatGPT 3.5 to produce smoking cessation messages featuring different emotional appeals. The effect of source attribution to Artificial Intelligence (AI) vs. human experts is also examined. A sample of current smokers (N = 480) was recruited from Prolific and randomly assigned to read one of five ChatGPT-generated messages reflecting a 2 (appeal: threat vs. humor) × 2 (source: AI vs. human experts) factorial design plus an irrelevant message control condition. Exposure to the smoking cessation messages led to a pattern of cognitive and emotional responses largely consistent with expectations based on previous research. Compared to control, the smoking cessation messages generated greater risk perceptions on the featured health effects but did not produce significantly stronger intentions to quit. Human experts as the source produced greater perceived source credibility than AI, but there was no source effect on other outcomes. No interaction between message appeals and source attribution was observed. Implications of the findings for tobacco education campaigns are discussed. Full article

Air pollution has become a significant concern for human health, especially in developing countries. Among Primary Pollutants, particulate matter 2.5 (${\mathrm{PM}}_{2.5}$), refers to airborne particles which have a diameter of 2.5 micrometres or less, and has become a widely used measure for monitoring air quality globally. The standard go-to method usually uses Federal Reference Grade sensors to understand air quality. But, they are quite cost-prohibitive, so the popular alternative is low-cost (LC) air quality sensors. Even LC air quality monitors do not cover many areas, especially across the global south. On the other hand, the ubiquitous use of online social media OSM has led to its evolution in participatory sensing. While it does not function as a physical sensor, it can be a proxy indicator of public perception on the topic under study. OSM platforms such as Twitter/X and Reddit have already demonstrated their value in understanding human perception across various domains, including air quality monitoring. This study focuses on understanding air pollution in a resource-constrained setting by examining how the community perception on social media can complement traditional monitoring. We leverage metadata readily available from social media user data to find patterns with air quality fluctuations before and during the pandemic. We use the US Embassy ${\mathrm{PM}}_{2.5}$ data for baseline measurement. In the study, we empirically analyse the variations in quantitative & intent-based community perception in seasonal & pandemic outbreaks with varying air quality. We compare the baseline against temporal & user-specific attributes of Twitter/X relating to tweets like daily frequency of tweets, tweet lags 1–5, user followers, user verified, and user lists memberships across two timelines: pre-COVID-19 (20 March 2019– 29 February 2020) & COVID-19 (1 March 2020–20 September 2020). Our analysis examines both the quantitative and the intent-based community engagement, highlighting the significance of features like user authenticity, tweet recurrence rates, and intensity of participation. Furthermore, we show how behavioural patterns in the online discussions diverged across the two periods, which reflected the broader shifts in the air pollution levels and the public attention. This study empirically demonstrates the significance of X/Twitter metadata, beyond standard tweet content, and provides additional features for modelling and understanding air quality in developing countries. Full article

Objective: This longitudinal study examined how preceptors’ perceived difficulty and role performance in instructing newly graduated nurses impacted by restricted clinical practicum opportunities because of COVID-19 impact their mental health outcomes, including stressors, burnout, and turnover intention. Methods: The study surveyed 426 preceptors responsible for newly graduated nurses across 39 hospitals during fiscal year 2022. Data were collected at three time points: June, September, and December 2022. The questionnaire assessed personal attributes, perceived instructional difficulty (PID) due to limited clinical practice, self-rated preceptor role performance, nursing job stressors, burnout, and intention to resign. Two-way ANOVA was conducted to analyze the effects of perceived difficulty (high/low) and role performance (high/low) on mental health indicators. Results: Seventy-six preceptors (6 males, 70 females) completed all three surveys. In June 2022, preceptors reporting high perceived difficulty demonstrated significantly higher scores in role performance subscales, including “goal achievement and accident prevention” and “continuation of instruction with cooperation.” Significant main effects of perceived difficulty and role performance were observed on stressors such as role conflict, physician conflict, and death-related stress, as well as on burnout dimensions such as emotional exhaustion and personal accomplishment. By December, significant interaction effects emerged for outcomes related to “intention to quit nursing” and “desire to change departments.” Conclusions: Preceptors’ PID and role performance significantly influence their stress, burnout, and turnover intentions. Those experiencing both high difficulty and high role performance experience increased psychological burdens. This underscores the importance of targeted mental health support for preceptors. Full article

This study explores the extent to which civil engineers and architects in Spain perceive sustainable leadership practices in their organizations. The main aim is to understand how leadership approaches in the built environment sector can be aligned with long-term, ethical, and stakeholder-focused principles. A total of 200 middle and senior managers participated in a survey that used a Likert-scale questionnaire that was designed to assess key elements of sustainable leadership; the various responses were analyzed in order to determine the prevalence of Honeybee-type (sustainable) versus Locust-type (short-term, exploitative) leadership traits. The findings showed that while participants generally endorse sustainable leadership values, especially regarding environmental responsibility and employee well-being, many organizations still exhibit practices associated with short-term priorities, fragmented communication, and resistance to innovation. A hybrid leadership approach seems to be quite common, considering that it combines sustainable intentions with structural or cultural barriers that limit full implementation. This study contributes to the sustainable leadership literature by providing sector-specific insights from civil engineering and architecture; it also suggests the need for organizational strategies that might strengthen internal communication, prioritize workforce development and facilitate a cultural shift toward sustainability. All the findings have serious practical implications for leadership development and for human resource practices in high-pressure technical fields. Full article

Νurses often experience abusive behavior, such as gaslighting, which has a negative impact on their mental health and leads them to quit their jobs. Background/Objectives: We evaluate the impact of workplace gaslighting on nurses’ job burnout and turnover intention. Methods: We conducted a cross-sectional study with a convenience sample of 410 nurses in Greece. We used the Gaslighting at Work Scale (GWS) to measure levels of workplace gaslighting in our sample. Also, we used the single-item burnout measure to measure job burnout and a six-point Likert scale to measure turnover intention. We constructed multivariable regression models to estimate the independent effect of workplace gaslighting on job burnout and turnover intention. Results: We found positive correlations between GWS and job burnout (r = 0.298, p-value < 0.01) and turnover intention (r = 0.385, p-value < 0.01). We found that workplace gaslighting was associated with job burnout in our sample. Our multivariable linear regression model identified a positive association between the score on the GWS (adjusted b = 0.653, 95% CI = 0.436 to 0.869, p < 0.001) and burnout. Similarly, we found that a higher score on the GWS was associated with a higher turnover intention (adjusted b = 0.616, 95% CI = 0.466 to 0.765, p < 0.001). Conclusions: This study findings indicate that nurses encounter gaslighting behaviors that adversely impact their job burnout and turnover intentions. Healthcare institutions are urged to implement policies that raise awareness about this conduct, facilitate avenues for staff to report it, and exhibit zero tolerance for abusive behaviors, including gaslighting. Full article

Peptidoglycan (PGN) is a component of bacterial cell walls; its fragments are recognized by the cytoplasmic receptors Nod1 and Nod2, thereby promoting the production of inflammatory cytokines and antibodies. To further elucidate these biological defense mechanisms, a large and stable supply of the PGN fragments via chemical synthesis is essential. However, the synthesis and purification of long PGN fragments are quite challenging due to their low solubility. In this study, we efficiently synthesized PGN fragments via solid-phase oligosaccharide synthesis (SPOS). Using the JandaJel™ Wang resin (JJ-Wang), an octasaccharide glycan chain of PGN was constructed by repeating glycosylation reactions to elongate β-1,4-linked disaccharide units composed of MurNAc and GlcNAc. To enhance reactivity, glycosylation was performed in a mixed solvent comprising C₄F₉OEt/CH₂Cl₂/THF with the intention of promoting substrate concentration onto the solid support through the fluorophobic effect, affording the PGN octasaccharide in a 19% overall yield (10 steps). Subsequently, after deprotection of the O-Fmoc, N-Troc, and ethyl ester groups, N- and O-acetylation proceeded smoothly, owing to the high swelling property of JJ-Wang. Peptide condensation with L-Ala-D-isoGln(OBn) and carboxylic acids was also achieved. Finally, cleavage of the PGN fragment from the resin with TFA afforded the desired octasaccharide with dipeptides in a 2.3% overall yield (15 steps). Full article

This study investigates how workplace stressors influence the intention to quit among male employees working in five-star hotels in Egypt, with a focus on the mediating role of psychological distress and the moderating role of psychological flexibility. A cross-sectional survey was conducted with 334 full-time male hospitality workers. Using partial least squares structural equation modeling (PLS-SEM), the study examined the relationships between workplace stressors, psychological distress, the intention to quit, and psychological flexibility. The results showed that higher levels of workplace stressors were significantly associated with increased psychological distress and a stronger intention to quit. Psychological distress partially explained (mediated) the link between stressors and quitting intentions. Moreover, psychological flexibility acted as a buffer (moderator), reducing the negative impact of workplace stress on distress and, in turn, on quitting intentions. These findings highlight the unique contribution of the study in applying the transactional model of stress and coping within a Middle Eastern hospitality context, focusing exclusively on male workers—an understudied group in the existing literature. To address these challenges, hospitality managers are encouraged to adopt evidence-based interventions such as mindfulness-based stress reduction (MBSR) and acceptance and commitment therapy (ACT) to strengthen employees’ psychological flexibility and reduce the turnover risk. The study offers valuable insights for researchers, organizational leaders, and HR practitioners aiming to improve employee well-being and retention in high-pressure service environments. Full article

The aim of this paper is to explore the Greek Generation Y cohorts’ food neophobia, intention to engage in entomophagy, self-assessed environmental concern, and intention to recommend entomophagy as an alternative to meat protein intake. Lastly, it groups participants based on the abovementioned variables. An online questionnaire applying a convenient sampling method collected data from 234 members of the Generation Y cohort. Regarding food neophobia, mean values (MVs) revealed that the statement “If I don’t like the look/appearance of a food/dish I won’t try it” was the highest rated (MV = 4.72 on a 7-point Likert scale). As to acceptance of entomophagy, the highest rated statement was “I would only try insect-based foods abroad (e.g., in the Far East)” with MV = 3.98 on a 7-point Likert scale. As to self-assessed environmental concern, the results revealed that participants answered that “I am quite interested in environmental issues, but they are not my immediate priority” (MV = 3.00 on a 5-point Likert-type scale) and they are not likely to recommend entomophagy to others (MV = 1.69 on a 5-point Likert-type scale). A K-means cluster analysis provided three clusters. Communication marketing and sustainability education are discussed to raise awareness of entomophagy and possible acceptance. Full article

Turnover is a significant challenge to maintaining the continuity of service provision and service quality. A high turnover rate is frequently seen for demanding and stressful jobs like bus driving. The Hanoi Transportation Corporation (TRANSERCO) takes responsibility for operating nearly half of the Hanoi bus network, including over 130 subsidized routes. According to the enterprise, over 55% of canceled trips come from a lack of drivers, and the decrease in the number of drivers has remained stable since 2020. The present study aimed to predict the antecedents of the turnover intention among bus drivers in Hanoi, Vietnam. The data used were collected from 428 drivers working on 68 routes operated by TRANSERCO. The results highlighted that drivers aged over 55 were more likely to have higher turnover intention. A worrying finding was that the most experienced drivers (>5 years) were more inclined to think about stopping driving buses. The respondents working on routes lying entirely in urban districts were more likely to be intent to quit their job, albeit with a weak significance level (90%). All four pressure types (i.e., traffic and road, schedule, cabin and vehicle, and weather) contributed to the turnover intention. The facilitating effects of pressures related to schedule and road/traffic were much larger than those of the remaining pressures. Rewards and organizational support were found to play a role in relieving this intention. Based on the findings of influential factors, managerial policies are proposed to lessen turnover intention among drivers. The current study is valuable to the literature, as it is one of the first investigations of the turnover intention among bus drivers in emerging countries. Full article