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This study explores the drivers behind sports technology use and identifies the need for a new conceptualization of sports technology adoption. To address this issue, the authors create a new construct, “context-awareness,” with four dimensions: tracking, coaching, sharing and gamification.

The paper uses a mixed-method approach, including in-depth interviews and partial least squares structural equation modeling. The proposed model combines technology acceptance frameworks with the Sports Motivation Scale and a novel context-awareness scale. It is empirically tested with a diverse sample of 600 respondents to identify use-intention differences according to sports motivation and sport types.

The paper reveals group differences in sports type (dynamic vs nondynamic) and sports motivation (intrinsic vs extrinsic) regarding sports technology use. It also suggests that perceived technology characteristics mediate the relationship between context-aware features and intention to use.

This research introduces a new construct of “context-awareness” into the literature on new technology acceptance. The proposed model combines insights from information systems, sports science, sports marketing and sports medicine to explain the adoption of complex technology.

This study aims at establishing the moderating role of self-efficacy in the relationship between organisational culture (OC) and organisational commitment in the perspective of institutions of higher learning in a developing country.

A cross-sectional design was used to obtain quantitative data from 572 academic staff in eight universities. The sample was selected following a simple random technique. The study data were analysed using SPSS version 23.

The study findings reveal that OC and self-efficacy influence organisational commitment. Further, self-efficacy moderates the relationship between OC and organisational commitment.

Universities should foster a culture that emphasises collaboration, open communication, inclusion, equity and staff development to increase organisational commitment. In order to build academic staff self-efficacy, universities should provide opportunities for training and development, mentoring, coaching, continuous performance evaluation, and regular feedback to stimulate academic staff's desire to remain committed to the institution. University administrators should look beyond traditional skills and competencies when recruiting future academic staff as their personal beliefs are essential to accelerating organisational commitment.

This study extends the current literature in organisational behaviour and provides a comprehensive understanding of the relationship between OC and organisational commitment using the Competing Values Framework. This study was also conducted in a developing country context, which can always lead to different results than studies conducted in developed countries.

This study examines the interactive effects of work values and organisational commitment on localisation.

This study draws on human capital theory, and reports on a survey of 200 expatriate managers working in Qatar.

We find that localisation is negatively associated with work values and positively associated with organisational commitment. Furthermore, work values appear to influence organisational commitment.

Despite a surfeit of literature on localisation of human resources, few studies previously have explored its relationship with work values and organisational commitment. This chapter presents empirical research on the issue from Qatar, a country in a region which remains under-researched in the literature.

The purpose of the current study is to examine organizational crisis and the role of tech-structural interventions in overcoming the crisis to achieve resilience. Developing resilience in organizations has become imperative for managers in the never-ending turbulent environment and concerns toward pleasing the stakeholders. Organizations have begun to rely on techno-structural and human process change interventions to attain resilient organizations. Although such strategies are widely prevalent in organizational change literature and can be traced back to the 1970s, scholarly research on the process that develops resilient organizations is limited and also absent in the context of developing economies.

This study uncovered the process of change interventions (primarily techno-structural interventions) at a wealth management firm in India, adopting a case study approach.

According to the findings, change interventions through techno-structural interventions aided in the transformation of a precarious organization into a resilient one.

This paper provides vital practical implications about the role of techno-structural change interventions in reshaping an organization into a more viable business, making the organization resilient to deal with untimely disruptions in the environment.

Very limited research has been done to understand the stakeholder’s management and resilience in the context of financial consulting firms in the emerging market context.

The purpose of this paper is to examine the extent to which each dimension of authentic leadership (AL) is related with employee organizational commitment (OC) and assessment of leadership effectiveness for employees in Nigeria and to investigate the moderating effects of contingent reward leadership behaviors on these relationships. By testing the dimensions of AL with employee outcomes, this study provides further validity and empirical evidence to the theoretical structure of AL theory across cultures.

This empirical study used cross-sectional survey data collected from a sample of 212 Nigerian employees from 16 organizations across various sectors.

The results of hierarchical regression analysis of this study showed a positive relationship between AL behaviors and the outcome variables of OC and perceived leader effectiveness (LE) among Nigerian employees. The moderation result shows that the leader’s contingent reward behaviors reduce the effects of the internal moral perspective dimension of AL. As authentic leaders interact with followers and followers experience high levels of moral and ethical behaviors, contingent rewards become less important to followers.

Leadership effectiveness and OC are desirable organizational outcomes across cultures. From a practical standpoint, the results indicate several authentic dimensions are related to OC and leadership effectiveness among Nigerian employees. This extends the applicability of AL into the African countries. Particularly, it provides additional insight into a contemporary leadership model that can positively impact the leadership development in Nigeria. While the interactive effects of contingent reward were limited, they do suggest that some combinations of behaviors should be considered to effectively meet situational needs.

This is the first study that examines the relationship of the components that constitute AL with OC and perceived LE in the context of Nigeria, a major African nation.

The purpose of this paper is to ascertain the current status of knowledge management (KM) adoption in the Indian manufacturing organizations and to develop a comprehensive research model to investigate the impact of enabling conditions for KM and the impact of KM on organizational performance through structural equation modelling.

A descriptive research design is adopted and primary data are collected through structured questionnaire. In total, 251 responses were obtained from the top- and middle-level managers and the structural relationships in the research model were tested using the partial least squares method.

The results revealed a moderate adoption of KM by the manufacturing companies. Also, a significant impact of the enablers on KM processes is observed. It is found that Indian manufacturing is operating in labour-intensive traditional methods and KM is still in its infancy. The impact of KM on the performance is moderate and contradicting the extant literature, the impact of KM on innovation is found to be weak.

The study is carried out in companies located in India and hence generalizing the findings should be done with caution. The sample is dominated by small- and medium-sized enterprises (SMEs) which may have implications for the findings.

As manufacturing companies in the developing countries such as India experience a greater competition in the globalized economy, adoption of KM will perk up the performance of the organizations. Practicing managers need to create a culture that facilitates KM adoption. Policy makers shall support SMEs in technology adoption, R&D, skill development and so on.

Previous KM studies in India are fragmented and analysed KM processes and KM enablers in isolation. Also, the holistic studies on KM literature focussed only on one or two facets of KM. A study which investigates the interactions between KM enablers, KM processes and organizational performance and innovation is scarce. The scarcity of empirical studies on KM and a dearth of understanding of the KM concept led to this maiden attempt to provide a comprehensive understanding of KM framework in the Indian manufacturing sector. A validated structured questionnaire for exploring KM practices in the Indian context is developed. Though the importance of the influence of external factors is theoretically emphasized, an empirical investigation is first of its kind.

The metaverse offers great potential for creating a new educational environment with unique experiences. Currently, it has been integrated into many stages of education, including classroom study aids, clinical skill interaction and image training simulators, thanks to a new generation of Internet applications. This paper aims to provide a comprehensive systematic review using bibliometric analysis on the metaverse in health education and analyze the trends and patterns of research output within the field.

The paper conducts bibliometric analysis and follows the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines to ensure a rigorous and transparent review process. Specifically, this article identifies research questions, develops a data-collection strategy and establishes a screening approach that includes determining relevant keywords and applying inclusion and exclusion criteria.

A bibliometric analysis is conducted comprising 231 studies from 145 scientific journals to assess the trends, patterns and collaboration networks in research on the use of metaverse technology in health education. This paper provides insights into the research themes, publication trends and countries leading in this field, which can guide future research in this field.

The use of metaverse technology in health education has gained momentum in recent years. Despite this interest, comprehensive studies to review and analyze the existing literature on this topic systematically are lacking. In response, this paper provides a systematic review that explores the potential role of the metaverse in health education. By considering the current research, key trends, research hotspots and opportunities for future investigations are identified. The findings not only shed light on the current state of research but also offer guidance for advancing this exciting field.

Many nations in Sub-Saharan Africa, including Nigeria have initiated programmes targeted at addressing food insecurity, but without any major significant breakthrough. This necessitates the call for inclusion of social network institutional framework into the food and nutrition security policy of many developing countries. This is touted as an important social safety net needed for farming households’ economic advancement and welfare. Consequent on this, the purpose of this paper is to investigate the importance of social networks in building resilience against food insecurity among farmers in Oyo State, Nigeria.

Data collected from a sample of 297 smallholder farmers during 2015/2016 agricultural production season were analysed using descriptive statistics to describe farmers’ notable characteristics. However, Foster–Greer–Thorbecke indices vis-à-vis food consumption expenditure-metrics technique was used to evaluate the food security profile of the respondents. Similarly, ordinary least square and two-stage least square (2SLS) models were applied to investigate the effects and “reverse causality” in the social networks food security model.

The study findings indicated that about 48.15 per cent of the smallholder farmers are food insecure. Similarly, the study revealed that age (p<0.01), years of formal education (p<0.05), marital status (p<0.05), number of persons in the family (p<0.01), executive status in social groups (p<0.05), aggregate social networks (p<0.1) and non-food consumption expenditure (p<0.01) made significant contributions to food security status of farming households. Importantly, 2SLS estimation indicated non-existence of reverse causality effect of social networks components and households’ food security status.

There is an urgent need for pragmatic policies that support systematic and organized social groups and networks formation in the rural/agrarian areas across Nigeria.

A widely accepted view of economic theory posits that traditional capitals (physical, economic/financial and human) drive households’ welfare including food security status. However, this study has established the relevance of social networks as an important component of human well-being. Apparently, this study also established the exogeneity of social networks in the framework of households’ food security status.

Traditional environments consist not only of physical buildings and spaces but also the people and their activities which take place within them. This paper examines some aspects of the interrelationship between people and places. Traditional social values are believed to be undermined by the harsh imperatives of survival in the expanding urban areas of the developing world. The collaborative nature of many rural societies can be contrasted with the hard, individualistic and competitive character of life in developing cities. Unregulated, urban, economic processes in particular are assumed to be antagonistic towards gemeinschaft ideals because the logic of the market has little respect for non-monetary values.

However one of the key characteristics of many informal economies is the ability of participants to draw creatively and flexibly on all potential resources: human, material and spatial. This is particularly evident in households and settlements where a significant proportion of the economic activity is within micro scale, home-based enterprises (HBEs). By blurring and re-configuring the spatial and conceptual boundaries between work and home, between production and reproduction, many households are able to generate income to sustain themselves. Intrinsic to these processes are the linkages and exchanges between neighbours and residents, many of which are based on cultural and religious value systems which can be supportive of the economic activities taking place.

This paper will explore aspects of the interrelationship between economic and social processes through the use of empirical data collected during periods of participant observation in a consolidated informal urban settlement (kampung) in the city of Surabaya, Indonesia. Detailed household case studies will be used to illustrate how income generation activities are embedded within social networks and how in many cases traditional collaborative cultural values directly reinforce economic production. This is echoed in the use of space, particularly the overlapping and shared use of streets and alleyways. The paper concludes that despite severe economic constraints many traditional values facilitate survival in times of crisis and can be conducive to longer term sustainability.

The purpose of this paper is to investigate, within a non‐western context, the impact of the psychological contract, relational psychological contract (RPC) and transactional psychological contract (TPC), on organizational commitment (OC) as mediated by transformational leadership (TL). In addition, the paper also explores contractual status: does the theory fit, whether one is employed on a full or part time basis.

The empirical part of the article is based on self‐administrated questionnaires completed by 433 respondents from across a range of service industries in the UAE.

The results indicate that both RPC and TPC are positively related to TL. The study did not identify any meaningful relationship between TL and OC. The study also suggests that TL has, at best, only a partial mediating role in relation to the RPC, TPC, and OC. As respondents' contractual status was employed as a control moderator, the paper can also report that part versus full time employment does not influence the outcome regarding the aforementioned relationships.

The findings suggest that practitioners and academics alike should note that the nature of the psychological contract employed will impact commitment and retention. Also, consistency of approach is very important when one is searching for sustainable employee commitment. The principle limitations associated with this research relate to the self reporting nature of the study: it both negates meaningful triangulation and qualitative interrogation of the results. Further, the industry level, services, and investigation precludes inter industry comparison, and the context, the UAE, may limit the generalizability of the findings.

The paper contributes to the literature by being the first to study the mediation effect of TL on the relationship between RPC, TPC, and OC within a non‐western context. In addition, it also suggests that there may be some value in considering employee contractual status with regard to psychological contract and commitment.