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Users' voluntary forwarding behavior opens a new avenue for companies to promote their brands and products on social networking sites (SNS). However, research on voluntary information disseminators is limited. This paper aims to bring an in-depth understanding of voluntary disseminators by answering the following questions: (1) What is the underlying mechanism by which some users are more enthusiastic to voluntarily forward content of interest? (2) How to identify them? We propose a theoretical model based on the Elaboration-Likelihood Model (ELM) and examine three types of factors that moderate the effect of preference matching on individual forwarding behavior, including personal characteristics, tweet characteristics and sender–receiver relationships.

Via Twitter API, we randomly crawled 1967 Twitter users' data to validate the conceptual framework. Each user’s original tweets and retweeted tweets, profile data such as the number of followers and followees and verification status were obtained. The final corpus contains 163,554 data points composed of 1,634 valid twitterers' retweeting behavior. Tweets produced by these core users' followees were also crawled. These data points constitute an unbalanced panel data and we employ different models — fixed-effects, random-effects and pooled logit models — to test the moderation effects. The robustness test shows consistency among these different models.

Preference matching significantly affects users' forwarding behavior, implying that SNS users are more likely to share contents that align with their preferences. In addition, we find that popular users with lots of followers, heavy SNS users who author tweets or forward other-sourced tweets more frequently and users who tend to produce longer original contents are more enthusiastic to disseminate contents of interest. Furthermore, interaction strength has a positive moderating effect on the relationship between preference matching and individuals' forwarding decisions, suggesting that users are more likely to disseminate content of interest when it comes from strong ties. However, the moderating effect of perceived affinity is significantly negative, indicating that an online community of individuals with many common friends is not an ideal place to engage individuals in sharing information.

This work brings about a deep understanding of users' voluntary forwarding behavior of content of interest. To the best of our knowledge, the current study is the first to examine (1) the underlying mechanism by which some users are more likely to voluntarily forward content of interest; and (2) how to identify these potential voluntary disseminators. By extending the ELM, we examine the moderating effect of tweet characteristics, sender–receiver relationships as well as personal characteristics. Our research findings provide practical guidelines for enterprises and government institutions to choose voluntary endorsers when trying to engage individuals in information dissemination on SNS.

The purpose of this study is to use liposome technology in the treatment of fabrics textiles because of its efficient energy saving, reducing time and temperature.

The newly prepared lecithin liposome was used to encapsulate dyes for the purpose of increasing dyeing affinity. Different ratios of commercially available lecithin liposomes (1%, 3%, 5% and 7%) were used simultaneously in the dyeing of cotton and wool fabrics. The treated fabrics (cotton and wool fabrics) were confirmed using different analytical procedures such as scanning electron microscope (SEM), Fourier-transition infrared spectroscopy, ultraviolet protection factor, colour strength (K|S) measurements and fastness measurements.

The results show that increasing liposome ratios in dyeing baths leads to increased dyeing affinity for cotton and wool fabrics compared with conventional dyeing without using liposomes. In addition to that, the colour strength values, infrared spectra, SEM and fastness properties of non-liposome-dyed fabrics and liposome-dyed fabrics were investigated.

The research paper provides broad spectrum of green encapsulation fabrics using liposome technology to perform the dye stability, dye strength and fastness.

The purpose of this study is to extract and characterize a novel natural dye from the leaves of Lannea coromandelica and the extraction with finding ways of dyeing cotton fabric using three mordants.

The colouring agents were extracted from the leaves of Lannea coromandelica using an aqueous extraction method. The extract was characterized using analysis methods of pH, gas chromatography-mass spectrometry (GC-MS), Fourier transform infrared (FTIR), ultraviolet-visible (UV-vis) and cyclic voltammetry measurement. The extract was applied to cotton fabric samples using a non-mordant and three mordants under the two mordanting methods. The dyeing performance of the extracted colouring agent was evaluated using colour fastness properties, colour strength (K/S) and colour space (CIE Lab).

The aqueous dye extract showed reddish-brown colour, and its pH was 5.94. The GC-MS analysis revealed that the dye extract from the leaves of Lannea coromandelica contained active chemical compounds. The UV-vis and FTIR analyses found that groups influenced the reddish-brown colour of the dye extraction. The cyclic voltammetry measurements discovered the electrochemical properties of the dye extraction. The mordanted fabric samples showed better colour fastness properties than the non-mordanted fabric sample. The K/S and CIE Lab results indicate that the cotton fabric samples dyed with mordants showed more significant dye affinities than non-mordanted fabric samples.

Researchers have never discovered that the Lannea coromandelica leaf extract is a natural dye for cotton fabric dyeing. The findings of this study showed that natural dyes extracted from Lannea coromandelica leaf could be an efficient colouring agent for use in cotton fabric.

Practitioners have reported a minimal and non-use of building information modelling (BIM), especially in small and medium-sized organisations and BIM infant construction industries. This development calls for a reappraisal of organisations’ strength in capabilities required for BIM uptake towards the target of global construction digitalisation. This study aims to assess the BIM Level 2 uptake capability of organisations in a BIM infant construction industry and identify the underlying interactions between the capability criteria.

The study used a multivariable analysis of fifteen descriptors identified from the people, process, policy, finance and technology domain. Data collection was done in the BIM infant construction industry in Nigeria. Verification of the descriptors and an evaluation of BIM uptake capability in organisations was done. Seventy-three responses were received within the selected context, and data analysis was done with mean weighting and exploratory factor analysis. Maximum Likelihood extraction and Direct Oblimin rotation were used.

Factor analysis revealed three factors that explained 53.28% of the total variance in the BIM Level 2 uptake capability of construction organisations. The factors are workforce capacity and continuous development, an affinity for innovation and strength in physical and operational facilities.

This study provides an overarching and insightful discussion on BIM uptake capability and construction digitalisation with evidence from a BIM-infant construction industry.

The findings of this study are a piece of valuable empirical evidence on Level 2 BIM uptake capability. This empirical situation analysis will inform the advocacy for the advancement of BIM and enhanced utilisation of building information. Evidence on the capability performance of the BIM infant industry has been revealed.

The outcome is expected to stir debate on the preparedness of organisations to further exploit the benefits of BIM in the BIM infant construction industry. Examination of the capability for a particular phase of BIM is scanty in the literature.

This paper aims to address two fundamental questions: (1) How has Bahrain's industrial policy evolved during the 21st century? and (2) what factors contribute to this evolution?

Utilizing secondary data, this paper identifies key decision-makers responsible for economic policy in Bahrain and delineates the evolution of Bahrain's industrial policy throughout the 21st century. Subsequently, it employs a series of interviews with elite civil servants engaged in the formulation and implementation of Bahrain's economic policies to understand the reasons behind the observed changes.

Since assuming the role of Crown Prince in 1999, Sh. Salman bin Hamad Al Khalifa has been the key economic decision-maker in Bahrain. During the 21st century, Bahrain has shifted away from decisions closely aligned with the Washington Consensus towards those more in line with classical industrial policy. Interviews reveal that the private sector's underperformance in job creation, coupled with fiscal pressures, has driven this departure from the Washington Consensus. Moreover, the early successes of the interventionist Saudi Vision 2030 and Bahrain's own success in technocratically managing the COVID-19 pandemic have accelerated this transition.

Insights into the determinants of Bahrain's industrial policy can guide policymakers in refining future strategies. Recognizing the positive role of intellectual developments in academic economics literature becomes crucial for informed decision-making.

This paper fills a gap in the existing literature by providing answers to its research questions, particularly considering the significant changes witnessed in Bahrain's industrial policy post-pandemic.

The purpose of this article is to share a year-long initiative of a predominantly white liberal arts college library that fostered relationality and inclusive culture through an understanding and critique of White Supremacy Culture.

This case study presents the development and implementation of a library-wide reading group to discuss Okun's (2021) White Supremacy Culture Characteristics through relational meetings (Chambers, 2003). Relational-cultural theory provided a guiding framework for implementation of relational meetings in the context of conversations about race.

After participation in the reading group, participants reported their ability to identify characteristics of White Supremacy Culture in their lives and a greater preparedness to participate in work related to diversity, equity and inclusion. The authors suggest vulnerability, consideration of power and privilege and observations of White Supremacy Culture within the local context frequently occurred in the reading group conversations.

This work operates as an opportunity for library staff to learn about White Supremacy Culture in a way that helps to undermine white privilege and, therefore, holds similar aims to anti-racist affinity work (Michael and Conger, 2009). However, the library staff only has one person of color and, therefore, the authors cannot speak to engaging a more racially diverse staff. The authors include reflections on how their racial identities impact their engagement in this work.

Attention to White Supremacy and white privilege is, according to Gulati-Partee and Potapchuk (2014), an overlooked part of diversity, equity and inclusion work. This case study demonstrates a path toward inclusive culture that focuses on the identification of White Supremacy Culture Characteristics (Okun, 2021) in the authors’ local context and provides rationale for utilizing relational meetings (Chambers, 2003) to emphasize individual and collective reflection.

Telepresence robots have gained prominence as a novel technological modality for mobile videoconferencing. Although the technology has mass appeal in the realm of telehealth and patient–health provider communication, its integration in community living settings for older adults has not been extensively studied. The aim of this study was to gather the perspectives of residents, trainers and staff at a retirement facility on their experience with a telepresence robot during and following a five-week wellness program.

The study employed semi-structured interviews with ten stakeholders who were involved in the wellness program followed by a qualitative content analysis of the data. The Unified Theory of Acceptance and Use of Technology served as the interview framework to explore the facilitators and barriers to the implementation of the robot.

Independent coding of the data by the study investigators identified discrete as well as interconnected categories among the stakeholders. Residents expressed their changing ideation of the robot, affinity toward the technology, preference for human connection and future value. Perspectives of the trainers, the fellow residents (ambassadors) and staff pertained to their need for increased engagement, growing comfort with the technology, usability challenges and importance of coordination and training.

Older adults' outlook and comfort with telepresence robots improve with continuing exposure to the technology for healthcare and social connectivity needs. However, in-person care is also preferred initially and periodically to engage with their health providers meaningfully and effectively via the robot. To address long term feasibility and usability, the authors propose a hierarchical approach when integrating telepresence robots in community living facilities for older adults. Information technology education, staff training and reliable internet connectivity are the precursors to optimizing the value and perceived usefulness of the technology.

A new triage method, MBCE (Medical Bio Social Ethics), is presented with social justice, bio, and medical ethics for critical resource distribution during a pandemic. Ethical triage is a complex and challenging process that requires careful consideration of medical, social, cultural, and ethical factors to guide the decision-making process and ensure fair and transparent allocation of resources. When assigning priorities to patients, a clinician would evaluate each patient’s medical condition, age, comorbidities, and prognosis, as well as their cultural and social background and ethical factors.

A statistical analysis shows no interactions among the ethical triage factors. It implies the ethical components have no moderation effect; hence, each is independent. The result also points out that medical and bioethics may have an affinity for interactions. In such cases, there seem to be some ethical factors related to bio and medical ethics that are correlated. Therefore, the triage team should be careful in evaluating patient cases. The algorithm is explained with case histories of the selected patient. A group of triage nurses and general medical practitioners assists with the triage.

The MBCE triage algorithm aims to allocate scarce resources fairly and equitably. Another ethical principle in this triage algorithm is the principle of utility. In a pandemic, the principle of utility may require prioritizing patients with a higher likelihood of survival or requiring less medical care. The research presents a sensitivity analysis of a patient’s triage score to show the algorithm’s robustness. A weighted score of ethical factors combined with an assessment of triage factors combines multiple objectives to assign a fair triage score. These distinctive features of the algorithm are reasonably easy to implement and a new direction for the unbiased triage principle.

The idea is to make decisions about distributing and using scarce medical resources. Triage algorithms raise ethical issues, such as discrimination and justice, guiding medical ethics in treating patients with terminal diseases or comorbidity. One of the main ethical principles in triage algorithms is the principle of distributive justice.

Based on cognitive appraisal theory of stress, this study develops an integrated model to examine the double-edged sword effect and boundary conditions of the impact of organizational crisis on employee behavior.

This study collected 672 employees’ data through three stages of longitudinal follow-up. Hierarchical regression analysis and SPSS macro process were used to test the hypotheses.

The paper finds that organizational crisis induces unethical pro-organizational behavior through enhanced job insecurity and foster taking charge by stimulating career calling. Employee resilience negatively moderates the relationship between organizational crisis and job insecurity as well as the indirect effects of organizational crisis on unethical pro-organizational behavior through job insecurity. Conversely, it positively moderates the association between organizational crisis and career calling and the indirect effects on taking charge through career calling.

This study not only expands the research on the mechanisms of organizational crisis' effects on employees' behaviors but also provides practical guidance for corporate managers on how to respond to organizational crisis.

The following insights are available to organizations and managers: first, this study confirms that organizational crisis can be perceived as threatening stressors that create job insecurity, which in turn leads to pro-organizational unethical behavior. Therefore, managers in organizational crisis should focus on stress regulation and guidance, pay timely attention to changes in the mindset of employees to reduce job insecurity, and strictly prohibit unethical pro-organizational behavior. They should promptly calm and control the atmosphere of panic and anxiety in the organization, do a good job of coordinating the division of labor, reduce personnel conflicts and contradictions, create a good organizational climate and reduce employees' sense of stress and negative perceptions of organizational crisis, thus reducing job insecurity and being able to meet the challenges in a better state. Secondly, this study confirms that employees also perceive organizational crisis as challenges and develop career calling, which in turn inspires proactive change behaviors. This suggests that managers in organizational crisis should promote the positive perception of organizational crisis as challenge, stimulate the career calling of employees in organizational crisis and call on and encourage employees to actively adopt taking charge. Therefore, managers should promptly give employees work affirmation, rewards and punishments, enhance the sense of participation and intrinsic motivation of subordinates, improve self-efficacy and self-confidence levels, effectively reduce the negative perception of organizational crisis, awaken positive psychological energy within individuals, increase their sense of belonging to the organization and thus, increase employees' awareness of the positive challenges of organizational crisis, stimulate employees' career calling through positive and optimistic beneficial pressure drive them to lead the corresponding changes in the crisis. Finally, this study confirms that employees' own resilience can change the double-edged sword effect of organizational crisis. Employees with high resilience are more likely to see organizational crisis as challenge and are thus more likely to develop career calling and are more inclined to initiate change, while employees with low resilience are more likely to see organizational crisis as threat, are more negatively affected by them, develop greater job insecurity and are, thus, more inclined to commit unethical pro-organizational behaviors. This reflects the fact that organizations should constantly cultivate employees' resilience and enhance their cognitive toughness at the same time. For instance, the organization can regularly use promotional lectures and scenarios to help leaders and employees establish corporate ethics, strengthen moral beliefs and correctly understand the nature of unethical affinity behavior. Managers should encourage and advocate positive and correct behaviors such as overcoming difficulties, positive innovation and positive suggestions to promote the sustainable and healthy development of the organization.

The results of this study can increase the organization’s understanding of the negative effects of crisis, help the organization take measures to manage and guide the employees in organizational crisis, more effective and targeted functional changes within the organization, reduce stress damage and improve the efficiency and effectiveness of crisis management. It is also beneficial to improve competitiveness and foresight in the organization’s industry and enhance organizations and employees’ resilience.

This study explores the double-edged sword effect of organizational crisis on employees’ behavior from the perspective of the cognitive appraisal theory of stress, which theoretically opens up a new research perspective, enriches the research in the fields of organizational crisis and taking charge, pro-organizational unethical behavior relationship and practically provides theoretical guidance for enterprises and managers on how to effectively respond to organizational crisis from the employees, which is of great practical significance.