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This study explores how the various aspects of corporate social responsibility (CSR) impact customer satisfaction (CS) within the restaurant sector. Furthermore, it seeks to reveal if there is a moderating role played by gender in the relationship between CSR dimensions and CS in the realm of restaurant services.

The findings of this research were obtained by analysing 352 questionnaires collected from Iranian restaurants. Structural equation modelling was used to test the conceptual model.

According to this research, responsibility (economic, legal, ethical and environmental) is related to CS. Additionally, this study delves into the specific influence of each facet of CSR on CS, a departure from prior research which treated CSR as a singular entity. Consequently, the findings of this study offer clarity on which dimension of CSR can impact CS. Prior studies examining the correlation between CSR and CS typically encompassed various CSR aspects, including economic, legal, ethical and philanthropic dimensions, with the environmental dimension often subsumed under ethical CSR. This research, however, recognises environmental CSR as the fifth distinct dimension. The results of this research show that CS is directly and significantly influenced by all aspects of CSR (except philanthropy). Also, the findings of this research show that gender does not make a difference on the impact of different dimensions of CSR on CS.

The findings of this study provide restaurant managers with a deeper understanding of CSR and how it can influence CS. The research demonstrates that environmental CSR had the strongest impact on Iranian CS among the five CSR dimensions investigated. The findings also support the notion that Iranian consumers are beginning to use CSR information to evaluate restaurants.

This research represents an early exploration of how individual facets of CSR affect CS. As part of this investigation, Carroll’s initial model was modified to include a novel element, environmental responsibility, to address environmental concerns' growing importance. This study contributes to the literature by demonstrating that CSR activities are not all equally effective.

This paper aims to examine whether information technology (IT) managers’ virtual listening, as rated by their high-tech employees, affected turnover behaviour beyond a new constellation of variables, some of which have never been researched as antecedents of turnover behaviour, particularly during a pandemic or crisis. Namely, the main aim, among others, is to answer the research question: does IT employees’ perception of the quality of their supervisors’ virtual listening in the pandemic and crisis era, when employees and managers work remotely, will negatively affect turnover behaviour? If yes, in which constellation of antecedents the virtual listening effecting on turnover behaviour?

Logistic regression analysis was conducted to test the hypotheses via SPSS 26 and PROCESS (Model 6). The variance inflation factor was calculated to test multicollinearity. Interaction was tested using the Hayes and Preacher PROCESS macro model. The researchers also used the J-N technique test (Johnson–Neyman via process). The supplemental analysis used also PROCESS MACRO (IBM Corp., Armonk, NY, USA, 2023) Model 4 and Bootstrap test.

The findings show that perceptions of supervisors’ virtual listening quality as rated by their employees moderated the relationship between organisational deviance as a type of organisational misbehaviour (OMB) and turnover behaviour and had the strongest effect on turnover behaviour beyond other key predictors (organisational deviance as a type of misbehaviour, turnover intention, job satisfaction, embeddedness and alternatives in the labour market). Alternatives to current work moderated the association between the perception of managers’ virtual listening behaviour as rated by their employees and turnover behaviour. Specifically, when alternatives in the labour market were high or medium, the perceived quality of managers’ virtual listening reduced turnover behaviour. Finally, the perception of the IT employees supervisors’ virtual listening moderated the relationship between organisational deviance and turnover intention among high-tech employees.

Evaluating supervisor listening in the high-tech firm may have value in terms of its relationship to outcomes such as retaining employees, turnover intention and especially turnover behaviour. The effect on turnover behaviour and of that new constellation of antecedents on turnover behaviour when people work remotely was not researched yet and important for the post COVID-19 era. Additionally, in contrast to most studies of turnover, this study also focus on the positive aspects of turnover and especially turnover behaviour to organisations in general and especially to high-tech firm and not just the negative aspect as was researched until now. Another contribution is the finding that when employees perceived their managers’ virtual listening quality as high, the effect of deviance as a type of OMB on turnover behaviour was positive. Namely, the listening as a moderator and turnover assisted in making the organisation cleaner from inappropriate behaviour. Additionally, when alternatives in the labour market are high or medium, perceived quality of virtual listening of managers as rated by their employees can reduce turnover behaviour. This virtual listening–turnover relationship and the moderator of alternatives to current work had not previously been found in the turnover literature and this is also significant a contribution to the turnover and withdrawal literature.

The study aims to embrace the lingering call for more empirical studies that can theorize the role of digital platforms in digital entrepreneurship. Hence, this study seeks to reveal the liminal space entrepreneurial experience of third-party application developers, by investigating how the platform boundary resources promote third-party entrepreneurial actions, as they transition through the disoriented, uncertain and ambiguous processes of digital entrepreneurship development.

To conduct this investigation, an expert interview qualitative method was used. This approach is a well-established technique in the field of social sciences, which allowed a detailed exploration of the theory of liminality. Liminality refers to the transitional phase that individuals or groups experience when moving from one social or cultural context to another. The expert interview method is appropriate for this study because it involves engaging with knowledgeable individuals who have extensive experience and expertise in the subject area being investigated. Through in-depth and unstructured interviews, the experts were able to provide valuable insights and perspectives about the phenomenon investigated.

The research findings demonstrate that digital platform boundary resources play a significant role in the behaviour of third-party developers’ who engage in the development of digital entrepreneurship in today’s market. The study highlights three ways that show how these resources (software development kit (SDK), API, integrated development environment (IDE), libraries, frameworks) enable third-party developers to create new applications that are used to pursue entrepreneurship in a digital platform, leading to increased user engagement and revenue generation.

The research addresses the critical roles of digital platform boundary resources in digital entrepreneurship development processes. Also, using liminality theory, the research explicated the core experiences of third-party developers as they navigated the challenges and ambiguities experienced in the pursuit of entrepreneurship. Thus, contributing to the existing body of knowledge in literature and practice.

Drawing on the literature on technological acquisition and the knowledge-based view , this study examines how technological overlap between acquiring and target firms influences acquisition premiums. We further explore how the resulting synergies are contingent on the dynamic characteristics of the target firm, specifically its technology clockspeed and industry munificence. Technology clockspeed indicates the pace of technological evolution, reflecting internal dynamic resources, while industry munificence represents the abundance of external resources. These boundary conditions illustrate the dynamics of synergies, explaining their moderation effects on acquisition premiums.

We analyze a sample of 369 technological acquisitions by publicly traded U.S. firms between 1990 and 2011. To test our hypotheses, we used the ordinary least squares regression model with robust standard errors clustered by acquiring firms. In the robustness checks, we applied the generalized estimating equations to account for non-independent observations in our sample and verified that the results were robust to an alternative two-way clustering approach.

We suggest that a low level of technological overlap between an acquiring firm and its target firm leads the acquiring firm to offer a high acquisition premium because of the expected synergistic potential that evolves from combining two distant technological bases. We further find that this effect is contingent on the target firm's technology clockspeed and industry munificence. Specifically, the negative effect is amplified when target firms exhibit a rapid pace of technological evolution, whereas it is weakened when target firms operate in highly munificent industries characterized by robust growth and abundant resource flows.

This study has several limitations, but it offers opportunities for future research. First, our sample is limited to domestic acquisitions between U.S. publicly traded firms, which may restrict generalizability. Cross-border acquisitions could reveal different dynamics, as technology leakage and national security concerns might make technological overlap a more sensitive factor. Additionally, private firms were not included, and their distinct strategic considerations could provide further insights. Future research could explore post-acquisition data to validate these synergies and expand the scope to include international contexts and private firms for a comprehensive analysis.

Our findings highlight important implications for managers in technology sector acquisitions. This study underscores the need for a thorough evaluation of target firms to avoid misjudging synergies. Low technological overlap can heighten expectations for value creation, making it crucial for executives to accurately assess potential synergies to prevent overestimation. Managers should consider both internal resources and external industry conditions when evaluating synergies. Ultimately, these insights help managers offer informed prices that reflect true strategic synergies, adopting effective valuation practices to mitigate risks of financial overpayments and poor post-merger performance.

The social implications of our findings emphasize the broader impact of acquisition decisions on innovation and competition within the technology sector. By ensuring accurate valuation and avoiding overpayment, companies can allocate resources more efficiently, fostering sustainable growth and innovation. This diligent approach can reduce the risk of corporate failures.

This study makes two key theoretical contributions. First, it identifies technological overlap as a critical determinant of acquisition premiums in technological acquisitions, addressing gaps in the literature that focused on CEO characteristics and managerial attention. Second, it expands the theoretical framework by highlighting the dynamic nature of synergies, influenced by the target firm's technology clockspeed and industry munificence. By integrating both acquiring and target firm characteristics, this study provides a relational perspective on value creation, explaining why firms pay high premiums and offering a more comprehensive understanding of the strategic motivations in technological acquisitions.

This paper explores the critical role of employee development programs (EDPs) in preventing workplace suicides, as underscored by 2019 statistics from the US Department of Labor Bureau of Labor Statistics. It identifies various industries with elevated suicide rates. It considers both work-related stressors, like fear of failure and autonomy loss, and external factors, like family or financial issues, as contributing factors. The paper advocates for EDPs to enhance employee-organization relationships, promoting engagement and positive change. Through skills training, coaching and job enrichment, EDPs intend to address employee concerns, offering support and contributing to suicide prevention.

This paper examines the role of EDPs in preventing employee suicides, a concern highlighted by the US Department of Labor Bureau of Labor Statistics data on rising suicide rates. It uses the interpersonal theory of suicide to underline the urgency of addressing this global issue empirically. The paper proposes that EDPs, through skills training, coaching and job enrichment, can tackle underlying job satisfaction issues, fostering positive organizational change and enhancing employee well-being. It advocates for EDPs as a means to not only improve workplace dynamics but also potentially save lives.

This study finds that EDPs are vital in preventing suicides in organizational settings. EDPs address factors affecting job satisfaction and mental well-being, potentially leading to suicidal behavior. These programs enhance employee engagement and motivation by incorporating skill training, coaching and job enrichment. The study emphasizes the need for EDPs to promote positive organizational change and to improve employee well-being, thereby contributing to suicide prevention and fostering healthier employer-employee relationships, leading to broader social and mental health benefits.

This paper’s novelty stems from its exploration of EDPs as a strategy for preventing employee suicide. It offers a unique perspective by linking EDPs to suicide prevention, focusing on enhancing job satisfaction and mental well-being. Using the interpersonal theory of suicide, the paper not only underscores the global importance of suicide but also identifies high-risk occupations. It argues for EDPs as a proactive measure in organizations, presenting a new approach to employee suicide prevention with broad implications for organizational practices and employee welfare worldwide.

With the continuing transition to hybrid working models, companies are confronted with new challenges. Location- and time-flexible working offers employees considerable advantages regarding work success and, in particular, personal well-being and health. The separate effects of remote work and work autonomy on the degree of perceived burnout have already been sufficiently investigated. The influence of hybrid work, the combination of remote and in-office work together with work autonomy, on perceived burnout has yet to be investigated. Against this background, the present study examines the impact of hybrid work on perceived burnout.

The empirical study uses data from N = 779 German office employees. Drawing on the conservation of resources theory, the data is evaluated using regression and mediation analysis.

The results indicate a negative impact of remote work and work autonomy on perceived burnout. In addition, the effect of remote work on perceived burnout is partially mediated by work autonomy. This shows that hybrid work overall has a burnout-reducing effect.

Considering the workforce’s health, the results suggest that organisations should focus on hybrid working. Thus, employees should continuously be allowed to work remotely. In addition, workflows and processes should be designed to provide employees work autonomy. If organisational constraints require office presence, then the results underline the need for stress-reducing adaptation of offices.

The study offers first empirical results on the combined impact of remote work and work autonomy on perceived burnout. Furthermore, it provides implications for designing hybrid working environments and orientation in the ongoing return to office debate.

This paper investigates the moderating role of values congruence, an element of person–organisation (P–O) fit, on the relationship between intrinsic work satisfaction and anticipated employee turnover. The model uses data from employees of the Australian Public Service (APS).

The study draws upon data from the APS’s annual Employee Census for 2018. We first use principal component analysis (PCA) to derive measures of collegial values congruence, managerial values congruence, intrinsic satisfaction and extrinsic satisfaction. The study then uses ordinary least squares (OLS) regression analysis to examine the main effects of intrinsic and extrinsic satisfaction, collegial and managerial values congruence as well as their interaction effects on anticipated future employee tenure.

Our results show the significant linear effects of intrinsic satisfaction, extrinsic satisfaction and managerial values congruence on anticipated tenure. Collegial values congruence, however, did not show a significant linear effect. Interaction effects were then tested, and both collegial and managerial values congruence were shown to moderate the relationship between intrinsic satisfaction and anticipated tenure. Higher levels of both forms of values congruence buffered the negative impact of lower intrinsic satisfaction on turnover intention.

The study is limited by its reliance on cross-sectional self-reported data within a specific and atypical organisational context (the Australian Public Service, or APS). Additionally, the cross-sectional nature of the data limits the establishment of causal inferences. Future research could explore longitudinal data and examine other potential moderators of the turnover intention.

Understanding the moderating role of values congruence, and in particular P–O fit, can develop organisational strategies that aim to reduce turnover by emphasizing the alignment between employee values and organisational, collegial and supervisor culture and values.

This study contributes to the relevant literature by showing the importance of values congruence in partially offsetting the negative effects of low intrinsic satisfaction on anticipated turnover. This is particularly relevant in the public sector context. The examination of both collegial and managerial values congruence provides a more nuanced understanding of the mechanisms that drive turnover intention.

This study aims to examine the effect of e-customer relationship management (e-CRM) on customer e-loyalty through e-service quality and e-satisfaction. This study also examines how customers’ e-loyalty affects their willingness to recommend a banking service.

A total of 372 private bank customers from Chattogram, the second largest and only port city of Bangladesh, were chosen using a convenience sampling technique. Structured equation modelling was used to analyse the data.

E-CRM positively impacts e-service quality, customer e-satisfaction and customer e-loyalty. The association between e-CRM and customer e-loyalty is sequentially mediated by e-service quality and e-satisfaction. E-loyalty has a significant influence on willingness to recommend a banking service.

The findings will help Bangladeshi banks boost the number of prospective customers implementing e-CRM. In addition, mediators between e-CRM and e-loyalty provides managers a new insight on willingness to recommend a banking service.

The sequential mediation effect of e-service quality and customer e-satisfaction on the connection between e-CRM and e-loyalty represents the unique contribution and enriches the present e-CRM literature, particularly in the Bangladeshi private banking sector.

This study aims to explore the interplay between regulatory, normative and cultural-cognitive factors in the context of sustainability-driven organisational change in Mexican small and medium-sized enterprises (SMEs).

Using qualitative research methods, data were collected through interviews with key stakeholders from eight SMEs in Mexico. Thematic analysis was conducted to explore how regulatory, normative and cultural-cognitive forces influence sustainability initiatives within these organisations.

The findings reveal a dynamic relationship between regulatory frameworks and broader societal norms, with SMEs strategically aligning with evolving expectations to drive sustainability. Influenced by consumer preferences, normative forces play a pivotal role in shaping internal and external organisational norms. Cultural-cognitive forces, including organisational values and leadership practices, further reinforce this interplay, highlighting the importance of organisational culture in driving sustainable practices.

This study contributes to understanding institutional dynamics driving sustainability initiatives among SMEs, particularly in the Mexican context. Explaining the complex interactions among regulatory, normative and cultural-cognitive forces offers a holistic framework for comprehending the complexities of sustainability-driven organisational change.

The findings provide practical insights for SMEs seeking to navigate sustainability initiatives. Emphasising the proactive role of regulatory compliance, fostering a culture of sustainability and leveraging collaborative opportunities within industries are recommended strategies for driving meaningful organisational change towards sustainability.

This study’s value lies in its development of a conceptual framework illustrating the complex interactions among regulatory, normative and cultural-cognitive forces driving sustainability-driven organisational change in Mexican SMEs. Elucidating these dynamics provides a nuanced understanding of how these forces intertwine, offering valuable insights for navigating sustainability initiatives for SMEs in Mexico.

Este estudio explora la interacción entre factores regulatorios, normativos y cultural-cognitivos en el contexto del cambio organizacional impulsado por la sostenibilidad en las pequeñas y medianas empresas mexicanas.

Utilizando métodos de investigación cualitativa, se recopilaron datos a través de entrevistas con partes interesadas clave de ocho PYMES en México. Se llevó a cabo un análisis temático para explorar cómo las fuerzas regulatorias, normativas y cultural-cognitivas influyen en las iniciativas de sostenibilidad dentro de estas organizaciones.

Los resultados revelan una relación dinámica entre los marcos regulatorios y las normas sociales más amplias, con las PYMES alineándose estratégicamente con las expectativas cambiantes para impulsar la sostenibilidad. Influenciadas por las preferencias de los consumidores, las fuerzas normativas desempeñan un papel fundamental en la formación de normas organizacionales internas y externas. Las fuerzas cultural-cognitivas, incluidas los valores organizacionales y las prácticas de liderazgo, refuerzan aún más esta interacción, destacando la importancia de la cultura organizacional en el impulso de prácticas sostenibles.

Este estudio contribuye a la comprensión de las dinámicas institucionales que impulsan las iniciativas de sostenibilidad entre las PYMES, particularmente en el contexto mexicano. Explicar las complejas interacciones entre fuerzas regulatorias, normativas y cultural-cognitivas ofrece un marco holístico para comprender las complejidades del cambio organizacional impulsado por la sostenibilidad.

El valor de este estudio radica en el desarrollo de un marco conceptual que ilustra las complejas interacciones entre fuerzas regulatorias, normativas y cultural-cognitivas que impulsan el cambio organizacional impulsado por la sostenibilidad en las PYMES mexicanas. Elucidar estas dinámicas proporciona una comprensión matizada de cómo estas fuerzas se entrelazan, ofreciendo valiosas ideas para navegar iniciativas de sostenibilidad para las PYMES en México.

Los hallazgos proporcionan ideas prácticas para las PYMES que buscan navegar las iniciativas de sostenibilidad. Se recomiendan estrategias como enfatizar el papel proactivo del cumplimiento regulatorio, fomentar una cultura de sostenibilidad y aprovechar las oportunidades de colaboración dentro de las industrias para impulsar un cambio organizacional significativo hacia la sostenibilidad.

Este estudo explora a interação entre fatores regulatórios, normativos e cultural-cognitivos no contexto da mudança organizacional impulsionada pela sustentabilidade em pequenas e médias empresas mexicanas.

Utilizando métodos de pesquisa qualitativa, os dados foram coletados por meio de entrevistas com partes interessadas de oito PMEs no México. Foi realizada uma análise temática para explorar como as forças regulatórias, normativas e cultural-cognitivas influenciam as iniciativas de sustentabilidade dentro dessas organizações.

Os resultados revelam uma relação dinâmica entre as estruturas regulatórias e as normas sociais mais amplas, com as PMEs alinhando-se estrategicamente às expectativas em evolução para impulsionar a sustentabilidade. Influenciadas pelas preferências dos consumidores, as forças normativas desempenham um papel crucial na formação de normas organizacionais internas e externas. As forças cultural-cognitivas, incluindo valores organizacionais e práticas de liderança, reforçam ainda mais essa interação, destacando a importância da cultura organizacional na promoção de práticas sustentáveis.

Este estudo contribui para a compreensão das dinâmicas institucionais que impulsionam iniciativas de sustentabilidade entre as PMEs, particularmente no contexto mexicano. Explicar as complexas interações entre forças regulatórias, normativas e cultural-cognitivas oferece uma estrutura holística para compreender as complexidades da mudança organizacional impulsionada pela sustentabilidade.

Os resultados fornecem insights práticos para PMEs que buscam navegar em iniciativas de sustentabilidade. Recomenda-se enfatizar o papel proativo do cumprimento regulatório, fomentar uma cultura de sustentabilidade e aproveitar as oportunidades de colaboração dentro das indústrias como estratégias para impulsionar uma mudança organizacional significativa em direção à sustentabilidade.

O valor deste estudo reside no desenvolvimento de um quadro conceitual que ilustra as complexas interações entre forças regulatórias, normativas e cultural-cognitivas que impulsionam a mudança organizacional impulsionada pela sustentabilidade nas PMEs mexicanas. Elucidar essas dinâmicas fornece uma compreensão diferenciada de como essas forças se entrelaçam, oferecendo insights valiosos para PMEs no México.

Regardless of the diverse research on big data analytics (BDA) across different supply chains, little attention has been paid to exploit this information across service supply chains. The healthcare supply chains, where supply chain operations consume the second highest expenditures, have not completely attained the potential gains from data analytics. So, this paper explores the challenges of BDA at various levels of healthcare supply chains.

Drawing on the resource-based view (RBV), this research explores the various challenges of big data at organizational and operational level of different nodes in healthcare supply chains. To demonstrate the links among supply chain nodes, the authors have used a supplier-input-process-output-customer (SIPOC) chart to list healthcare suppliers, inputs (such as employees) supplied and used by the main healthcare processes, outputs (products and services) of these processes, and customers (patients and community).

Using thematic analysis, the authors were able to identify numerous challenges and commonalities among these challenges for the case of healthcare supply chains across United Arab Emirates (UAE). An applicable exploration on organizational (Socio-technical) and operational challenges to BDA can enable healthcare managers to acclimate efficient and effective strategies.

The identified common socio-technical and operational challenges could be verified, and their impacts on the sustainable performance of various supply chains should be explored using formal research methods.

This research advances the body of literature on BDA in healthcare supply chains in that (1) it presents a structured approach for exploring the challenges from various stakeholders of healthcare chain; (2) it presents the most common challenges of big data across the chain and finally (3) it uses the context of UAE where government is focusing on medical tourism in the coming years.

Originality of this work stems from the fact that most of the previous academic research in this area has focused on technology perspectives, a clear understanding of the managerial and strategic implications and challenges of big data is still missing in the literature.