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The purpose of this study is to investigate what consumers think about food waste, best before date (BBD) and appreciation of food in the context of a model project in the food-retailing sector. The focus was on the following key questions: How is the issue of food waste itself perceived by consumers? What understanding of the BBD was present in the sample and what do consumers imagine under the term appreciation in the context of food? The study also included an evaluation of the acceptance of the model project by customers. In this project, food no longer suitable for sale was distributed free of charge to visitors of a supermarket via a freely accessible refrigerator.

The research design was based on a mixed methods approach in an explorative sequential design. First a qualitative survey was conducted via interviews (n = 8) with customers, and the results were used for a subsequent quantitative survey (n = 88) in the supermarket.

The majority of those questioned were sensitized to the topics of food waste, BBD and appreciation of food. The results of the interviews and the questionnaires revealed a consistently positive opinion about the model project. These results indicate potential for reducing food losses among consumers and in food retailing and for improving appreciation.

This was the first study conducted as part of a model project in the retail sector in the context of food waste. The study also investigated within in the project what people think about the BBD, food losses and appreciation. At the same time, the acceptance of the project was assessed.

To promote the cultural communication and art appreciation of Inscriptions and calligraphy which are important cultural heritages in China, with a broad crowd base and educational appreciation value, by using digital humanities methods and technologies, the paper aims to discuss how to develop a new user-oriented knowledge base according to user needs for inscription rubbings research and appreciation.

The paper investigates user needs and current problems on the basis of status quo and summation of extensive service experience; validates the rationality of requirements and user scenarios with user research methods including focus groups, interviews and behavior observations; then designs and develops the technical solution of data process, knowledge base construction and service platform through experimental research methods based on agile project management.

The paper proposes a new reading mode for browsing and appreciation inscription rubbing works, a diverse knowledge-integrated knowledge organizational structure, a systematic user experience and service guiding framework which can be widely applicable to the development of other cultural heritage knowledge bases. Apart from that, the paper puts forward intelligent service development goals for the future.

The paper proposes a new reading mode with the overall functions and user experience design and development for browsing and appreciation inscription rubbing works, a diverse knowledge-integrated knowledge organizational structure, a systematic user experience and service guiding framework which can be widely applicable to the development of other cultural heritage knowledge bases. Apart from that, the paper puts forward intelligent service development goals for the future.

The main objective of the present study is to explore whether there are variations in the employment of evaluative language resources by male and female writers. More specifically, the study focuses on variations, if any, that can be attributed to difference in gender.

The study compared and contrasted forty recommendation letters written by male academics to the same number of letters written by female recommenders. The study uses both quantitative and qualitative approaches.

The investigation of three attitudinal resources in letters of recommendations showed that the most employed resource was the judgment sub-system. The appreciation domain was in the second position, and the least frequent was the affect. The results also revealed no statistically significant variations in attitude sub-systems: Affect and appreciation as the writers in both groups (males and females) employed almost the same options in each. In respect with judgment, however, the analysis explored significant differences between the two sets as male academics used more judgment resources than females.

The main contributions of this study may be as follows: first, it is one of very few studies drawing on the attitude-category of appraisal system, as an analytical tool to examine gender differences in recommendation letters very particularly on the ones written by non-native speakers of English. Second, the gender factor is central in the genre of the recommendation letters and hence researchers should be cognizant of its role as certain variations might be impacted by it. Third, the lists of tokens can be offered as heuristics for academics to have most common words or phrases to use in their letters. Finally, the findings can hopefully bear some important pedagogical implications, very specifically for novice and non-native academic writers of recommendations letters.

This paper analyzes how the distribution and structure of employees' attention influence idea survival in an organizational internal crowdsourcing session.

Data from an online internal crowdsourcing session carried out within a multinational company with headquarters in Sweden were used to explore how idea attention influenced idea survival.

Our findings indicate that the positive relationship between attention allocation and idea survival is mediated by idea appreciation, i.e. positive comments and suggestions that employees provide in response to ideas. In addition, we find that competition for attention negatively moderates the relationship between idea attention and positive comments. Finally, our results indicate that ideas are more likely to survive if they are submitted earlier in the crowdsourcing process and when the elapsed time since previously posted ideas in the session is longer.

This study provides organizers of internal crowdsourcing sessions with new insights about factors influencing idea survival and about potential systematic biases in idea selection due to timing and competition between ideas.

This paper contributes to the literature highlighting the relevance of attention-based theory in the context of crowd-based creativity and innovation management.

Based on social exchange theory, the study examines the influence of informational and relational internal communication on cognitive and affective responses and job engagement during organizational crises caused by the COVID-19 pandemic.

Data were collected by means of an online survey among people working in organizations with a minimum of 10 employees (N = 1,033) and analyzed using structural equation modeling.

Results show that informational and relational communication as organizational resources have a significant but distinct influence on how employees support their employer during the crisis. While informational communication influences employees' acceptance of managerial decisions, relational communication exerts most influence on affective commitment, which is the strongest driver of job engagement.

The cross-sectional design, specific crisis situation and geographic location are limitations of the study.

Delivering relevant information to employees quickly and reliably is important. Yet, relationship-oriented communication that demonstrates appreciation and allows for participation has even stronger effects on job engagement, which is essential to mastering challenges arising from a crisis.

During the COVID-19 pandemic, organizations demanded much from their employees. In exchange, organizations should provide the resources information, status and love (Foa and Foa, 1980) by means of internal crisis communication.

The study demonstrates the role of different types of internal communication during organizational crises used to convey organizational resources, and it highlights the mediating role of acceptance and commitment to enhance employees' engagement at work.

This paper aims to explore the impact of peer recognition points (PRP) on employee engagement and motivation within organizations. It investigates whether PRP systems genuinely satisfy employees’ need for appreciation and how they can be effectively implemented to enhance employee performance and retention.

This study uses a comprehensive literature review and analysis of existing peer recognition platforms alongside case studies of organizations implementing PRP systems. Surveys and qualitative interviews with employees and HR professionals provide additional insights into the practical application and effectiveness of PRP.

The research indicates that PRP systems significantly boost employee engagement and motivation by fulfilling the psychological need for recognition. Organizations with robust PRP programs experience lower voluntary turnover rates and higher employee satisfaction. The study also identifies and addresses potential challenges, such as lack of interest or shy employees, for implementing PRP systems effectively.

While the study offers substantial insights into PRP's benefits, it acknowledges the limitations of generalizability due to the primary focus on IT companies. Future research should examine a more diverse range of industries and consider long-term effects. Additionally, the study emphasizes the need for continuous monitoring and adjustment of PRP systems to sustain their effectiveness.

The most important value of the paper is the actionable strategies provided for managers and organizations to integrate PRP into various work cultures and systems. These strategies focus on enhancing team morale and productivity, ensuring adaptability across different industries and organizational structures. The findings serve as a practical guide for fostering a more appreciative and motivated workplace culture.

By promoting a culture of recognition and appreciation, PRP systems contribute to a more positive and supportive work environment. This, in turn, can lead to improved employee well-being, job satisfaction and a sense of belonging, ultimately enhancing the overall social dynamics within the workplace.

This paper contributes to the understanding of nonmonetary recognition strategies in HR management. It highlights the psychological benefits of peer recognition and provides practical recommendations for organizations seeking to improve their employee engagement through PRP systems. The findings offer valuable insights for HR practitioners aiming to foster a more appreciative and motivated workplace culture.

This paper aims to develop and validate a scale to measure knowledge-sharing motives at work. It is aimed to construct a scale which is explicitly different from knowledge-sharing behavior and to develop a comprehensive and domain-specific scale for this special kind of work motivation.

The constructed scale was tested in two studies. Survey data (n = 355) were used to perform an exploratory factor analysis. Results were further tested on survey data from the core public sector (n = 314) and the health sector (n = 315). A confirmatory factor analysis confirms the results in both samples. The developed scale was further validated internally and externally.

The analysis underlines that knowledge-sharing motivation and knowledge-sharing behavior are different constructs. The data suggest three dimensions of knowledge-sharing motives: appreciation, growth and altruism and tangible rewards. While it is suggested that the developed scale works in the public as well as the private sector context, it is found that knowledge sharing of public employees is merely driven by “growth and altruism” and “appreciation of coworkers.”

No comprehensive and reproducible scale to measure knowledge-sharing motives, which is different from behavior and domain-specific as well, was available in the literature. Therefore, such a scale has been constructed in this study. Furthermore, this study uses samples from different organizational sectors to deepen the understanding of knowledge sharing in context.

The purpose of this paper is to examine and analyze the exchange rate pass-through into inflation (ERPT) in Vietnam.

The paper examines and analyzes the ERPT in Vietnam by applying vector autoregression model over the period 2008‒2018.

The key finding of the research is that from the impulse response results, the transmission of exchange rate shocks to inflation is significant in Vietnam, and this is incomplete exchange rate pass-through. Moreover, the evidence from variance decompositions argues that exchange rate is an important factor to explain the fluctuation of inflation.

In overall, the depreciation or appreciation of exchange rate in Vietnam will considerably impact inflation.

This paper investigates the asymmetric impact of the real effective exchange rate (REER) on Egypt's real domestic output from 1960 to 2020.

A Nonlinear Autoregressive Distributed Lag (NARDL) model is utilized to isolate real currency depreciations from appreciations and account for the potential asymmetry in the impact of the REER. The analyses account for the various channels via which the REER could affect domestic output.

Results show evidence of a long-run asymmetry in the output effect of REER changes in which only real currency depreciations have a contractionary impact on output, while the REER has no impact on output in the short run.

The Egyptian monetary authority cannot rely on domestic currency depreciation as a policy instrument to boost domestic output.

Unlike most of the previous studies, which assume linearity in the impact of the REER on output, we relax this assumption and hypothesize that the REER changes have an asymmetric effect on the Egyptian domestic output in Egypt. We use a long time span from 1960 to 2020 and control for the potential structural breaks in the REER-output nexus and the various channels through which the REER can affect domestic output.

The objective of the study is to investigate the factors that differentiate long-term shareholder value (LTSV) creating firms from LTSV destroying firms.

Through the review of literature, the hypothesis for the study is developed. To test the hypothesis, the study collects data from S&P BSE 500 companies listed in Bombay Stock Exchange (BSE). Based on the average overall return to shareholders for the period from year 1991 to 2019, the study identifies top 25 LTSV creating and LTSV destroying firms. The top 50 firms form the basis of this study. The study uses descriptive statistics and independent sample t-test to test the hypothesis of the study.

Among the variables investigated such as capital management policy and effective capital management practices, business and financial strategy, intellectual capital strategy, relational capital strategy and human capital strategy, the study found effective capital management and governance as a long-term source of value for shareholders.

The study highlights the importance of inclusion of value-relevant information in the annual report of the company. The study also supports the proposition that discretionary disclosure of intangible assets is relevant for the market to enable market participants to reasonably comprehend the fair value of the firm.

Adoption of a reporting framework that ensures the availability of all value-relevant information including off-balance-sheet resources is in the interest of the investors and policymakers alike.

This is a first such study exploring the value-relevant information and the source of long-term value for listed firms.