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This study used an integrated model that incorporates the Technology Acceptance Model (TAM) and the Theory of Planned Behaviour (TPB) to empirically investigate how eco-gamification stimulates users' sustainability knowledge and, consequently, their pro-sustainable intentions through the mediating roles of sustainable knowledge and psychological and social norms. Thus, the study aims to examine users'’ experiences with the JouleBug app, which is designed to encourage users to complete at least one daily green task.

After a trial period of two weeks, a total of 360 participants completed the post-game survey during the research process.

The findings from the structural equation modeling and data analysis indicated a good fit for the model. The findings demonstrate that usefulness, ease of use and enjoyment of eco-gamification enrich users' sustainability knowledge, which, in turn, strongly influences their pro-sustainable intentions. According to the findings, the three factors of TPB have a significant impact on users' pro-sustainability intentions. Both sustainable knowledge and social cues play mediating roles in such relationships.

This study advocates that eco-gamification can be used as a platform to modify tourists’ pro-sustainability intentions in emerging tourism and technology destinations such as Egypt. Hence, this study offers significant information to tourism planners and other stakeholders on tourists’ behavioural intentions.

This study examined the effectiveness of an integrated model of TAM and TBP in predicting tourists’ intentions to use eco-gamification to improve the sustainability of tourist destinations.

本研究采用结合技术接受模型（TAM）和计划行为理论（TPB）的综合模型, 旨在探究生态游戏化如何提升用户对可持续性的认知, 从而影响他们支持环保行为的意愿。通过研究可持续性知识以及心理和社会规范在其中的中介作用来实现这一目标。因此, 本研究调查了用户使用JouleBug应用程序的体验, 该应用程序旨在鼓励用户每天完成至少一个环保任务。

在为期两周的试验期后, 共有360名参与者在研究过程中完成了后测问卷调查。

通过结构方程模型和数据分析, 研究结果表明模型拟合良好。研究发现, 生态游戏化的实用性、易用性和乐趣能够丰富用户的可持续性知识, 从而强烈影响他们支持可持续性的意愿。研究结果还显示, 计划行为理论（TPB）的三个因素对用户的支持可持续性意愿有显著影响。可持续性知识和社会提示在这些关系中发挥着中介作用。

本研究主张, 生态游戏化可以作为一个平台, 用于引导游客在埃及等新兴旅游和科技目的地中支持可持续性的意愿。因此, 该研究为旅游规划者和其他利益相关者提供了有关游客行为意向的重要信息。

本研究考察了TAM和TPB综合模型在预测游客使用生态游戏化改善旅游目的地可持续性意愿方面的有效性。

Este estudio utilizó un modelo integrado que combina el Modelo de Aceptación Tecnológica (TAM) y la Teoría del Comportamiento Planificado (TPB) para investigar cómo la eco-gamificación aumenta el conocimiento de los usuarios sobre la sostenibilidad y, en consecuencia, sus intenciones para actuar favorablemente en el medio ambiente. Esto se logró analizando cómo el conocimiento sostenible y las normas psicológicas y sociales actuaban como mediadores. Para ello, la investigación examina las experiencias de los usuarios con la aplicación JouleBug, diseñada para fomentar que los usuarios realicen al menos una tarea verde diaria.

Tras un período de prueba de dos semanas, un total de 360 participantes completaron la encuesta posterior al juego durante el proceso de investigación.

Los resultados del modelo de ecuaciones estructurales y análisis de datos indicaron un buen ajuste del modelo. Los resultaros evidencian que la utilidad, facilidad de uso y disfrute de la eco-gamificación enriquecen el conocimiento de sostenibilidad de los usuarios y, a su vez, influye significativamente en sus intenciones pro-sostenibilidad. Conforme a los resultados, los tres factores de la TPB tienen un impacto significativo en las intenciones pro-sostenibilidad de los usuarios. Tanto el conocimiento sostenible como las señales sociales desempeñan roles mediadores en estas relaciones.

Este estudio aboga por el uso de la eco-gamificación como una plataforma para modificar las intenciones pro-sostenibilidad de los turistas en destinos emergentes de turismo y tecnología, como Egipto. Por tanto, esta investigación proporciona información significativa para los planificadores de turismo y otros interesados en las intenciones conductuales de los turistas.

Este estudio examinó la eficacia de un modelo integrado de TAM y TPB para predecir las intenciones de los turistas de utilizar la eco-gamificación para mejorar la sostenibilidad de los destinos turísticos.

The purpose of this study was to examine the impact of strategic leadership (SL) on business operational resilience (OR) in the hotel industry in Egypt, namely, during and after the pandemic. This investigation also aimed to explore the mediating function of crisis response strategies (CRSs) and organisational e-readiness (Oe-R) in this relationship.

The researchers conducted a cross-sectional study using a questionnaire as the primary data collection method. Using partial least squares structural equation simulation (PLS-SEM), the study used a comprehensive sample that targets the general managers of all five-star hotels in Egypt.

Results indicated that SL has a positive impact on CRSs and Oe-R. Furthermore, the results reveal a positive influence of Oe-R on both CRSs and hotel OR. On the other hand, CRSs do not influence hotel OR. The findings showed that CRSs fully mediate the link between SL and OR. However, CRSs do not serve as a mediator between Oe-R and OR. Furthermore, the findings showed that Oe-R partially mediates the link between SL and both OR and CRSs.

The study yields unique and valuable theoretical and practical insights to guide hotel leaders and managers towards adaptive recovery and resilience in turbulent and crisis-ridden environments by demonstrating that the combined mediating function of CRS and Oe-R is more effective in strengthening the relationship between SL and OR.

This study represents a pioneering investigation that establishes a correlation between SL and OR, either through direct or indirect means. The research examines the involvement of CRSs and Oe-R as collaborative mediators in this relationship. Previous studies undertaken in the hotel industry and service sector have not investigated this specific element.

This study aims to investigate the perceptions of female tour guides’ lower and top levels of management in travel agencies about how misunderstanding Islam and its culture may engender the poor representation of women in the tour guide profession.

A qualitative research method is used, and semi-structured interviews were conducted with 32 full-time female tour guides working at several travel agencies in Egypt. Thematic analysis helped extract main ideas from the transcripts.

The representation of female tour guides in travel agencies is shaped by the following three determinants: religious (familial obligations and marital status), contextual (nature of tour guide activities, poor representation of women in senior tourism-related jobs, cronyism, sexual harassment and spread of foreign female tour guides) and media influence. Understanding these three factors may enable a more comprehensive representation of female tour guides.

Female tour guides could work closely with tourism policymakers in Egypt to shape the media messages about them. This might include elaborating on the main challenges faced by female tour guides. Social support from families and friends may allow female tour guides more freedom and empowerment.

This study contributes by filling a gap in tourism, human resources management and gender studies in which empirical studies on the representation of females in travel agencies have been limited so far.

This study examines how far female tour guides in Egypt experience sexual harassment and how they cope with it.

A qualitative research method is employed, and semi-structured interviews were conducted with 32 full-time female tour guides working for several travel agencies in Egypt. Thematic analysis was used to extract the main ideas from the transcripts.

The findings show that female tour guides in Egypt would encounter annoying gender harassment mostly from tourists they serve, and they might suffer from irresponsible behavior – gender harassment, unwanted sexual harassment, and sexual coercion – from their local managers. When facing sexual harassment, female tour guides usually tend to adopt one of the following three coping strategies: (a) indifference to sexual harassment they encounter, (b) heroism by taking legal action when exposed to sexual harassment or (c) fatalism by taking inconsequential action such as complaining the harasser to his direct manager or filling in an official complaint inside their workplace. The selection of the coping strategy is usually based on the female victim's personality and the organizational and social context she adapts to.

This paper contributes by filling a gap in tourism, human resources management and gender studies in which empirical studies on the sexual harassment that female tour guides encounter, particularly in non-Western contexts, have been limited so far.

Purpose of This Chapter: This chapter aims to clarify how employee voice (EV) is conceptualized in the extant literature. Then, the present chapter develops a model of EV based on previous studies from 1970 to 2022.

Design / Methodology / Approach: In all, 53 articles were investigated in this study – the focus was on articles in the field of management. The target articles were limited to those which were written in English and were indexed by the Web of Science (WOS).

Findings: The concepts related to EV have been presented in five main dimensions. The content analysis results revealed a theoretical agreement over the central elements reflecting an integrated description of EV.

Research Limitations: The study was limited to the sources published in the WOS database, which could affect the scope of findings.

Research Implications: The conclusion showed that EV is a multi-dimensional, emerging field that has been undergoing a definitional debate in the literature. This concept indicates an ongoing responsibility for the public’s benefit, welcomes different financial activities to supply market forces’ requirements, and investigates society’s existing demands.

Originality: It represents the first attempt to conduct an EV systematic literature review based on the definition of key factors and the complex relations in a typical EV process. Also, according to the review of selected articles from 1970 to 2022, there has been no coherent conceptualization of employees’ voices.

This paper aims to explore how female academics use cronyism to cope with the lack of emancipative support resulting from their intense teaching and research duties, poor representation at senior administrative levels and their exhausting familial commitments.

Qualitative semi-structured interviews were conducted with 32 female academics working full-time at four public universities in Egypt.

The findings showed that the low action resources (considering their unreasonable teaching loads, research requirements and supervision engagements), emancipative values (the unfair representation of female academics at senior administrative levels) and civic entitlement (universities not serious about promoting gender equality) are perceived by female academics as a lack of empowerment that necessitates their adoption of cronyism as their main coping strategy. Moreover, in male-dominated societies, female academics who do not have the power to shape their work-related status tend to use undesirable behaviours such as cronyism to mitigate the negative consequences of the shocks they encounter.

This paper contributes by filling a gap in human resources management in which empirical studies on the relationship between cronyism, emancipation and career shocks have been limited so far.

Innovation has become a necessity for the information technology (IT) sector, especially during COVID-19 pandemic. Therefore, this study aims to investigate how knowledge sharing affects employees’ innovative work behavior (IWB). Specifically, the study examined occupational self-efficacy (as mediating mechanism) and entrepreneurial leadership (as boundary condition) to encourage IWB.

The study used social media platforms to collect data from 270 employees working in the IT sector through “google forms” on convenience basis between March and August, 2021. The study applied structural equation modeling in two stages to examine the measurement model (for uni-dimensionality) and the structural model (for hypotheses testing).

The study noted that knowledge sharing positively affects employees’ IWB and occupational self-efficacy positively explains this association. In addition, employees’ perception of entrepreneurial leadership strengthens the association between knowledge sharing and IWB.

The study collected data from a developing country during COVID-19 by using a cross-sectional design that may restrict causality. However, the findings suggest the management not only encourages knowledge sharing environment but also engages employees in various training that motivate them to experiment with new ideas and techniques.

This study extends the existing literature on knowledge sharing and IWB by exploring occupational self-efficacy as mediating mechanism and entrepreneurial leadership as a boundary condition.

This study investigates the relationship between leaders' ethical behaviors and internal whistleblowing among hotel employees through the mediation role of organizational virtuousness. According to the conceptual framework, ethical leadership creates a virtuous workplace and encourages whistleblowing.

A survey approach with responses of 442 employees from Egyptian five-star hotels was used. Structural equation modeling (SEM) was used to test the hypotheses proposed based on leader–member exchange (LMX) and ethical leadership theories.

Ethical leadership has a favorable impact on organizational virtuousness and, as a result, has a significant impact on whistleblowing intention. The ethical leaders–subordinates' intents to whistleblow association partially mediated organizational virtuousness. To assist them in reporting ethics violations, most hotel employees require organizational characteristics, such as organizational climate and psychological empowerment, in addition to individual characteristics, such as moral bravery and ethical efficacy.

The conceptual framework of this paper adds a new guide for future research related to the hospitality literature, which is how employees' intent to internal whistleblowing. As such, senior management should serve as a moral role model for hotel employees, inspiring them to be moral and allowing them to participate in decision-making.

本研究擬透過組織德行所扮演的仲介角色，去探討領導者的道德行為與酒店員工間內部舉報的相互關係。根據有關的概念框架，領導倫理會為機構創造一個富有道德的工作場所，以及鼓勵員工互相舉報不當的行為。

研究採用調查方法進行，數據來自442名於埃及五星級酒店工作的僱員的回覆。研究人員以結構方程模型來測試研究的假設 － 研究的假設乃根據領導者－成員交換理論和倫理型領導理論而提出的。

領導倫理會給組織美德帶來積極的影響，因此，領導倫理也會給舉報動機帶來重要的影響。領袖－下屬舉報合夥人合乎道德的動機，對組織美德起著仲介作用。若要酒店僱員舉報違反道德規範的行為，除了僱員須有個人特質、如道德勇氣和倫理效能等之外，酒店亦須具備一些組織特徵、如組織氛圍和心理賦權等。

本研究的概念框架，給探討僱員作內部舉報行為的動機的學者提供新的指引，為餐旅業的研究提供方向。組織的高級管理人員應以身作則，為僱員建立道德典範，鼓勵他們遵循道德規範而行事，並容許他們參與決策。

The purpose of this study is to investigate how cronyism is employed by some married female faculty to secure workplace rights and privileges.

A qualitative research design is employed and interviews were conducted with 32 female academics working at four different universities.

The narrative demonstrates the gendered use of cronyism at work – pre-COVID-19, during which female academics had to work full-time and be present on school campuses, and after COVID-19 pandemic, when academic working conditions changed due to the lockdown of university campuses and the reliance on remote online protocols to fulfil academic duties. The paper shows an increased use of cronyism as a mechanism to reduce heavy workloads. This type of cronyism is known as the expectation of mutual favour cronyism, which means that benefits are exchanged between a female academic and the chair of her department and/or the school rector, but the interests of the university they work in are not taken into consideration.

Virtually, no research exists on the sociocultural determinants of nepotism that undermine the professional performance of female academics at work. The authors draw on social exchange theory and the norm of negative reciprocity to identify the conditions under which social capital is undermined. The results have important implications for theory, practice and future research.

The purpose of this paper is to explore the selected antecedents (i.e. supervisor support and organizational justice) and outcomes (i.e. voice behavior and career satisfaction) of work engagement (WENG).

To gauge the aforesaid effects via structural equation modeling, the current study used data collected from hospitality and tourism academicians at public universities in Turkey.

The proposed model is viable. Specifically, WENG mediates the impacts of supervisor support and organizational justice on voice behavior and career satisfaction.

Using longitudinal data in future research would make it possible to draw causal inferences. Testing research productivity as a criterion variable in future papers would enable the researchers to ferret about whether WENG would mediate the effects of supervisor support and organizational justice on research productivity.

Evidence about the factors affecting employees' WENG is still meager. Especially, there is a need for research about the factors that may affect academicians' WENG at universities. Research findings present valuable implications for tourism and hospitality educational institutions.