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This paper aims to explore how experienced nurses relate to hazing and uncover the underlying limits of tolerance for newcomers.

Data were collected through eight qualitative focus group interviews (n = 35) and analysed using reflexive thematic coding.

The analysis revealed three themes in the limits of experienced nurses’ tolerance of newcomers: “Don’t be sensitive”, “Prove your respectability” and “Accept your inequality of rights”.

The paper challenges existing perspectives on hazing motivation since tolerating newcomers is motivated by defending the status quo against threatening and challenging newcomers.

This paper aims to manage the dilemma of cyberspace operations, as the incidence of cybercrimes has increased tremendously in the past few decades, turning cyberspace into a field of war in which all nations must fight. For many countries, cyberattacks and conflicts, and even the basic operation of cyberspace in general, are new territories. Furthermore, international law today does not address many aspects of cyber warfare, as it typically has dealt with only traditional warfare.

This study examined this crime whether it is a domestic or an international crime and whether cyber wars are under international law or domestic law to address these issues.

Although many attempts to criminalize these actions occurred, the findings suggest that the world has failed to frame the legal instruments against cyberattacks. The findings also suggest recommendations to solve this issue.

To the best of the author’s knowledge, this study analyzed the comparison between the same crime in the perspective of domestic and international law, highlighting an unsolved dilemma in the world, suggesting some unprecedented solutions to solve.

Face is the most intuitive and representative feature at the individual level. Many studies show that beautiful faces help individuals and enterprises obtain economic benefits and form a high economic premium, but the discussion of their potential social value is insufficient. This study aims to focus on the impact of the personal characteristics of executives. It mainly analyzes the impact mechanism of CEO facial attractiveness on corporate social responsibility (CSR) decision-making, clarifying the social value of beauty from the perspective of CSR.

The authors use the regression model to analyze the panel data set, which was conducted by a sample of Chinese publicly listed firms from 2016 to 2018.

The study found that CEOs with high facial attractiveness are more active in fulfilling CSR, which can usually bring higher social benefits. CEOs with beautiful faces are prone to overconfidence, are optimistic about their ability and the future development of the enterprise and are more willing to increase their investment in CSR. CEO duality can positively regulate the positive correlation between a CEO’s facial attractiveness and CSR.

Based on the perspective of upper echelons theory, this paper explores the mechanism of CEO facial attractiveness on CSR. This study enriches the perspective of the upper echelon’s theoretical research and has essential enlightenment for CEO selection and training practice.

This meta-analysis aimed to examine health professionals' job satisfaction and organizational commitment.

This research was conducted using the meta-analysis method, one of the quantitative research methods. A preliminary literature search was conducted to determine keywords over the internet access network. With screening, keywords such as “Organizational commitment,” “Organizational loyalty,” “Job satisfaction,” “job satisfaction,” “Healthcare worker,” “Organizational commitment,” “Organizational faith,” “job satisfaction,” “Job saturation” keywords in Turkish and English were determined. Nine full-text articles published in peer-reviewed journals between 2014–2020 from the electronic databases of Google Scholar, Web of Science, Scopus, Science Direct, EKUAL and Google Academic were included in the meta-analysis. The study's effect size and publication bias included in the meta-analysis were calculated using the CMA 3 (Comprehensive meta-analysis) program.

The total sample number of the studies included in the analysis is 7,218. According to the random effects model, the overall effect size between job satisfaction and organizational commitment was statistically significant, with a value of 0.544 (confidence interval [CI]; 0.445–0.629; p < 0.05). This effect size was found to be moderate, according to Cohen's classification.

As a result of this meta-analysis, it was determined that there is a mutual interaction between job satisfaction and organizational commitment based on the cause–effect relationship. The findings obtained determined that job satisfaction has more power to affect organizational commitment positively.