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This paper aims to explore the impact of the origin of hops on the sensory and hedonic evaluation of highly involved craft beer consumers.

Data was collected through a between-subject tasting experiment, where the origin of hop was manipulated (imported vs locally grown). The craft beer samples used in the experiment were produced using hops of similar age but grown in two distinct places: USA (imported hop) and in the city of Ribeirão Preto, Brazil, where the experiment was conducted (locally grown hop). The sensory and hedonic evaluations of highly involved craft beer consumers (n = 100) were collected after tasting the samples.

The origin of hop proved to be significant in affecting participants’ sensory and hedonic evaluations. It was observed that women were more sensitive than men to the origin information: when information was given, differences were found only on men’s scores of dryness/astringency; while in women, significant differences were found not only in dryness/astringency, but also in bitterness and refreshing, which are important attributes in the sensory profile of craft beer. It was also confirmed the effect of localness in hop cultivation, once men’ and women’s scores on liking were higher for the sample brewed with locally grown hop.

To the best of the authors’ knowledge, this is the first work using craft beer brewed with hops cultivated in Brazil and a sample of Brazilian craft beer consumers, therefore, providing a significant contribution to the field of consumer behavior. Furthermore, it adds to the discussion on sex-/gender-related differences regarding sensory expectation and perception of foods.

The purpose of this paper is to propose a competitiveness measurement system for start-ups considering multiple critical success factors.

The methodological approach uses concepts from key performance indicators (KPIs) and multi-criteria decision analysis (MCDA) based on the fuzzy AHP (FAHP) methodology to weight the criteria related to fundamental points of view (FPVs) and critical success factors (CSFs).

Data collection was performed with 21 specialists and 28 start-ups, which returned the weights and performance of CSFs and FPVs related to the start-ups’ competitiveness. The results show only one start-up had a highly competitive global performance. In addition, all start-ups showed low competitiveness related to industry 4.0 technologies.

The article collaborates with existing research as a starting point for discussions on the subject, considering that previous research did not address the measurement of the start-ups’ competitiveness level through multiple factors, as developed in this article. In addition, we provide decision-makers and other stakeholders in the start-up ecosystem with a robust measurement system to assess business competitiveness and diagnose the company’s situation.

A region can be registered as a geographical indication (GI) when its human or natural characteristics influence product attributes. However, GI registration is a complex process that can lead applicants to conflicts and resource waste. Since metabolomics can support product typicality, it can be an effective tool to evidence the place-product link, essential for GI registration. With the aim of increasing GI registration efficiency, this research aimed to map the Brazilian GI registration process from end to end, using business process model and notation (BPMN), and evaluate the application of metabolomics techniques as facilitator.

A qualitative exploratory study was proposed, with the Brazilian GI registration process as unit of analysis. Primary data was obtained through twelve in-depth interviews with GI producers, members of supporting institutions and metabolomics experts. Based on the collected data, the complete GI registration map was designed with bpmn.io software.

Results provided a clear view of the GI registration process. Interviewees considered the selection of the appropriate GI category, the establishment of GI common rules, product specification and the confirmation of the place-product link as the most demanding requirements. Since the last two involve specifying the influence of the origin on products, the use of metabolomics was suggested as a powerful tool to complete these stages.

The theoretical contribution is provided by the interweave of the three scientific fields mentioned (GI, business process management (BPM) and metabolomics) to contribute to the still small body of literature on GI-related processes. Additionally, other theoretical contributions are the presentation of a GI registration map associated to the use of “omics” techniques as process facilitator.

The practical contribution of this work is the establishment of an end-to-end view of the entire GI registration process, which makes easier for applicants to engage, plan resources and achieve the GI label. Furthermore, metabolomics acts as a facilitator since its data can be used for different purposes on the way to GI registration.

Results can be used to facilitate GI registration, reducing resources demanded from applicants. GI labels provide product protection, better selling prices and competitive advantages for producers, which are positive outcomes in countries with a commodity-based economy like Brazil.

The originality of the study lies in the approach used to map the GI registration process, as well as the suggestion of metabolomics as facilitator in some of its stages.

This study is designed to investigate a critical association between social media addiction and employee sleep while considering its implications for employee well-being and performance in the hospitality industry.

Based on adapted measures for the study variables, an electronic questionnaire was designed and used for the survey administered in the chain-restaurants of Pakistan. Through a non-probability convenient sampling survey, a total of 347 usable responses were obtained and analyzed for testing the hypothesized research model.

Results reveal negative associations between social media addiction, sleep quality, employee performance and well-being. The results have further shown sleep quality as an underlying mediating reason that explains the associations between social media addiction, employee performance and well-being.

The study addresses a gap in the literature by examining rarely explored factors such as social media addiction and sleep quality at the same time investigating its impact on performance and well-being of service employees. Significant implications for scholars and practitioners of the hospitality industry have been discussed while highlighting limitations and directions for future research.

Changes in eating habits and food preferences caused by circadian rhythm disruptions in shift workers increase the risk for chronic diseases. Several studies demonstrated that shift work exerts adverse effects on various risk factors for cardiometabolic disease and cancer. Moreover, shift work leads to altered eating patterns, including diets low in alkaline foods (such as vegetables, fruit and legumes) and high in acidogenic foods (such as meat, fish and cheese). Previously not examined, this imbalance could result in a high dietary acid load (DAL). DAL has been linked to low-grade metabolic acidosis, tissue inflammation and other metabolic alterations. The aim of this study was to investigate the hypothesis that shift work is positively associated with an increased DAL.

The authors used cross-sectional data from the National Health and Nutrition Examination Surveys (2007–2010). The sample for this analysis was drawn from a representative multistage-probability sample of US civilians. DAL estimations included potential renal acid load (PRAL) and net endogenous acid production (NEAP). Acid load scores and nutrient intake were compared between regular day workers (n = 3,814; mean age, 43.7 ± 0.3; mean body mass index (BMI), 28.6 ± 0.1; females 46.9%) and shift workers (n = 881; age, 37.4 ± 0.6; BMI, 28.4 ± 0.3; females 48.1%). Evening/night shift workers combined with rotating shift workers were contrasted to participants on a regular daytime schedule.

Potassium and magnesium intake were significantly lower in shift workers, whereas no significant differences with regard to total energy intake were found. The authors found significantly higher crude NEAP_F scores in shift workers (mean: 61.8 ± 1.2 mEq/day) compared to regular day workers (mean: 58.7 ± 0.5 mEq/day, P = 0.023). After adjustment for confounders, however, this association remained no longer significant. There were no significant intergroup differences regarding NEAP_R and PRAL_R.

This study revealed significant differences in crude NEAP_F scores between shift workers and day workers. After adjustment for confounders, this association was no longer significant. Such discrepancy is probably because of the scarce homogeneity in the analyzed sample which represents the main limitation of this study. Thus, the results did not confirm the hypothesis that shift work is associated with elevated DAL scores. Importantly, the data suggest significant intergroup differences in nutrient intakes without confirming our initial hypothesis with regard to DAL.

In light of the detrimental health outcomes associated with an increased DAL, this study reinforces the call for evidence-based dietary guidelines in shift workers. Studies in other shift working populations are thus warranted.

Drawing on the conservation of resources theory, this study aims to apply the emotional labour concept to illustrate about the relationship between customer orientation (CO) and job burnout, further demonstrating how the relationship is established in the hospitality industry. This study intends to find that emotional intelligence moderates the relationship between CO and emotional labour.

The study uses descriptive statistical analysis and reliability analysis. Then, the study uses confirmatory factor analyses to ensure the model fit and discriminant validity of the measures. Finally, the hypothesised relationship model is tested and analysed via regression analysis.

The study finds three dimensions of emotional labour all partially mediated the relationship between CO and job burnout. Meanwhile, the study finds that emotional intelligence would moderate the relationship between CO and three dimensions of emotional labour.

First, the respondents in this study come from five-star hotels in Beijing, China. As the results of this study are based on a sample of Chinese five-star hotel employees, the selection of a single service setting and a single country may raise concerns for the issue of generalisability. Thus, the findings of this study may not generalise to other hospitality contexts, other cultures or other times; research in other settings, geographical areas or times might yield different results.

High employee job burnout is a thorny problem in the hospitality industry, so it is a great challenge for hospitality management to solve high employee job burnout. As a personality resource, CO will decrease job burnout. Emotional labour is a common issue in hospitality. The study intends to explore the lived experiences of the frontline employees in hospitality industry to explain the role of CO directives on employee job burnout in an emotional labour perspective. The results give suggestions for the hospitality management.

After reviewing of relevant literature, two research gaps are found. First, despite the amount of research showing a negative relationship between CO and job burnout, remarkably little is known about how these relationships are established. Second, a more important gap lies in overlooking the emotional nature of hospitality service work. The results of the study can fill the theoretical gap.

First, the recruitment and selection of frontline employees should incorporate an assessment of the level of CO. Second, hospitality management should teach and train the employees about the proper control of emotional labour. Third, the recruitment and selection of frontline employees should incorporate an assessment of the level of emotional intelligence; meanwhile, it is necessary to strengthen the emotional intelligence training.

This paper uses various Data Envelopment Analysis (SBM-DEA) approaches to study the efficiency of major airlines in Asia-Pacific region. To evaluate the operation efficiency of fourteen major airlines in Asia-Pacific region from 2003-2011, Available Seat Kilometers(ASK), Available Ton Kilometers(ATK), the number of employees are used as input factors, Revenue Passenger Kilometers(RPK), Revenue Ton Kilometers(RTK), the amount of Sales are used as output factors.

The non-radial SBM-DEA (Slacks-based Measure of Efficiency) model was able to provide a more comprehensive efficiency of combining economic performance and regional difference. And it was also able to capture slack values in input excess and output shortage.

The results demonstrate that Korea and Japan airlines are operated efficiently and could be regarded as the benchmarking airlines. On the other hand, most of the China and ASEAN airlines are deemed to be inefficient. Also analyzing slacks may be more suitable way for the evaluation or suggestion of an improvement scheme for the inefficient airlines. The excess of labor is the major cause of the airlines’ inefficiency.

While a return to work following trauma exposure can be therapeutic, this is not always so. As with many topics related to traumatic stress in organizations, several contingency factors complicate the effort to draw an overarching conclusion about whether returning to work is therapeutic. The purpose of this paper is to present important determinants of whether work is therapeutic or triggering for those with traumatic stress conditions. The need for contingency approaches in the study of traumatic stress in organizations is illustrated.

Literature on traumatic stress in organizations is reviewed.

Three of the key determinants of whether a return to work is therapeutic or triggering for traumatic stress sufferers are trauma-type contingencies, condition-type contingencies and work-setting contingencies. For instance, human-caused and task-related traumas are more likely than natural disasters to make a return-to-work triggering. Additionally, the time since developing a traumatic stress condition is inversely related to the degree of improvement in that condition through the experience of working. Moreover, managerial actions can affect how therapeutic an employee’s return to work is.

These findings suggest the challenges of reintegrating a traumatized employee to the workplace can be highly situation-specific. Careful consideration of the traumatic event suffered by each traumatic stress victim, their traumatic stress condition, and the work setting to which they would return are recommended.

Promoting mental health in organizations can contribute to employers’ social performance.

Examination of the factors that complicate predicting whether work is therapeutic posttrauma demonstrates how contingency approaches can advance research on trauma in organizations.

The purpose of this paper is to examine the relationship between value congruence and affective commitment to change as well as to test the moderating roles of psychological contract breach and workplace ostracism on that very relationship.

Data were collected from 13 university hospitals in Turkey. The sample included 1,113 randomly chosen certified nurses and head nurses of their units. The moderating roles of psychological contract breach and workplace ostracism on the value congruence and affective commitment to change relationship were tested using the moderated hierarchical regression analysis.

The moderated hierarchical regression analysis results revealed a significant positive relationship between value congruence and employees’ commitment to change. In addition, this very relation was weaker when both psychological contract breach and workplace ostracism were higher than when they were lower.

This study showed that employee perception of value congruence increased employee’s affective commitment to change. Organizations can enhance employees’ affective commit by recruiting individuals who fit well within their organizations’ characteristics and by encouraging supervisors to develop close, supportive relationships with subordinates. Moreover, recognizing that employees are likely to experience concern and discomfort about a change initiative along with the fact that such psychological states (psychological contract breach or workplace ostracism) can dramatically impact the effectiveness of change efforts can help organizations to better plan change-related strategies geared towards managing properly such potentially harmful reactions.

The study provides new insights into the influence that value congruence may have on affective commitment to change and the moderating roles of psychological contract breach and workplace ostracism in the link between value congruence and change commitment. The paper also offers a practical assistance to employees in healthcare management and their leaders interested in building trust, increasing person-organization fit and change commitment, and lowering workplace ostracism.