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Facilitating members' continual participation in a community is crucial for ensuring the community's long-term survival. However, knowledge regarding whether member similarity is related to member participation and the mechanism underlying this relationship is limited. Drawing on similarity–attraction, social exchange and social identity theories, this study explored the influences of different facets of similarity (i.e. value, personality and goal similarity) on group norm conformity, group identity and social participation.

Data were collected from 444 Taiwanese members of social networking sites (SNSs), and structural equation modeling was employed to examine the hypothesized relationships.

The results revealed that value similarity directly affected group norm conformity but did not directly affect group identity; personality similarity influenced group identity but not group norm conformity. Goal similarity had positive influences on group norm conformity and group identity. Moreover, group norm conformity had direct and positive influences on group identity and social participation; group identity also had a positive influence on social participation.

On the basis of the aforementioned findings, this study contributes to the understanding of factors facilitating SNS members' participation from the perspective of similarity. These findings can serve as a reference for SNS administrators to facilitate social participation by emphasizing member similarity.

This study aims to highlight the impact of introducing women directors to board committees, thereby empowering them to contribute to decision-making, and as a result, influence firms’ financial performance in an emerging economy.

This study uses a fixed-effects panel data regression model to test the impact of gender diversity on corporate boards as well as board committees on firms’ financial performance. Two widely used diversity measures, the Blau index and the Shannon index, have been used to enhance the robustness of the results.

The findings suggest that gender diversity on prominent board committees (remuneration committee and nomination committee) positively affects firms’ financial performance when measured by the market-based performance measure, but it is insignificant when measured through accounting-based performance indicator. Furthermore, the benefits of gender diversity accrue to the firms only when women are part of prominent committees and are engaged in governance mechanisms, rather than just being appointed on corporate boards as a means of tokenism.

This study is among the first to investigate the relationship between gender diversity and financial performance through the lens of committee assignments. Moreover, the unique cultural and institutional setting offered by India, which is an emerging economy, provides a fertile ground for understanding the role of women leaders in the workforce.

This study aims to highlight the influence of co-creation experience (CCE) on tourists’ citizenship behavior (TCB), emphasizing the Indonesian ecotourism sector during the post-COVID pandemic.

By using a judgmental sampling, data were collected from 150 visitors who visits Indonesian ecotourism resort and acquired the wildlife experience through co-creation process. To evaluate the relationship model, partial least squares-structural equation modeling by SmartPLS 3rd version was used in this study.

The result indicated that CCE in terms of Indonesian ecotourism had an effect on involvement (INV) and satisfaction (SAT). Result ascertain INV and SAT direct effect on TCB. Multigroup analysis indicated that perceived risk of COVID-19 could moderate insignificantly the relationship among INV, SAT on TCB.

This study focuses on CCE, INV, SAT and TCB in Indonesian ecotourism with wildlife attraction and contributes an insight for tourism research; thus, the results cannot be generalized for other ecotourism worldwide.

The proposed model of this study suggests the need to review the current condition of citizenship behavior at destination level, especially regarding to cleanliness and crowd controlling on post-COVID pandemic to maintain tourists’ health and safety while traveling.

Achieving TCB in different types of destination (ecotourism) requires specific development models concerning environmental conditions.

Though CCE, INV, SAT and TCB have identified as main topics for tourism research especially in ecotourism sector, the related factors of TCB in post-COVID-19 era are remain limited.

本研究旨在强调共创体验（CCE）对游客公民行为（TCB）的影响, 重点是后疫情期间印尼生态旅游中的游客公民行为（TCB）。

通过判断抽样, 从访问印尼生态旅游胜地的 150 名游客收集了数据, 并通过共创过程获得了其野生动物体验。 为了评估关系模型, 本研究使用了 SmartPLS 第三版的偏最小二乘结构方程建模 (PLS-SEM)。

结果表明, 印尼生态旅游的 CCE 对参与度（INV）和满意度（SAT）有影响。 结果确定了INV和SAT对TCB的直接影响。 多组分析表明, covid-19 的感知风险对 INV 和 SAT 与 TCB 的关系影响不大。 本研究还描述了中介作用。

该研究重点关注印尼生态旅游中野生动物吸引力的CCE、INV、SAT, TCB, 为旅游研究提供见解; 因此, 研究结果不能推广到全世界其他生态旅游。

该研究提出的模型表明, 有必要审查目的地层面公民行为的现状, 特别是在新冠大流行后的卫生和人群控制方面, 以维护游客在旅行时的健康和安全。

在不同类型的目的地（生态旅游）中实现游客的公民行为需要针对不同的环境条件而选择开发模式。

尽管 CCE、INV、SAT 和 TCB 是旅游研究中, 特别是在生态旅游领域的重点研究对象, 但在后疫情旅游过程中, 其与目的地公民行为相关的因素研究仍然有限。

Este estudio pretende poner de relieve la influencia de la experiencia de cocreación (CCE) en el comportamiento ciudadano de los turistas (TCB) haciendo hincapié en el sector del ecoturismo indonesio durante el periodo post-pandémico de la COVID-19.

Mediante el uso de un muestreo de juicio, se recopilaron datos de 150 visitantes que visitaron un centro de ecoturismo en Indonesia y adquirieron la experiencia de la vida silvestre a través del proceso de co-creación. Para evaluar el modelo de relación, en este estudio se utilizó el modelo de ecuaciones estructurales de mínimos cuadrados parciales (PLS-SEM) de SmartPLS 3.^a versión.

El resultado indicó que la CCE en términos de ecoturismo indonesio tuvo un efecto sobre la implicación (INV) y la satisfacción (SAT). El resultado determinó que INV y SAT tienen un efecto directo sobre el TCB. El análisis multigrupo indicó que el riesgo percibido del covid-19 modera de forma insignificante la relación INV y SAT con el TCB. Papel mediador también descrito en este estudio.

el estudio se centra en CCE, INV, SAT, TCB en el ecoturismo indonesio con atracción de vida silvestre y aporta información para la investigación turística; por lo tanto, los resultados no pueden generalizarse para otros ecoturismos en todo el mundo.

el modelo propuesto en el estudio sugiere la necesidad de revisar la condición actual del comportamiento ciudadano a nivel de destino, especialmente en lo relativo a la limpieza y el control de multitudes en la etapa poscovid para mantener la salud y la seguridad de los turistas durante el viaje

lograr un comportamiento ciudadano de los turistas en diferentes tipos de destino (ecoturismo) requiere modelos de desarrollo específicos en relación con las condiciones ambientales.

aunque CCE, INV, SAT y TCB se identifican como una prioridad para la investigación turística, especialmente en el sector del ecoturismo, los factores relacionados en el curso del turismo post-covid-19 que se relacionan con la ciudadanía a nivel de destino siguen siendo limitados.

This paper aims to provide strategies for individuals with limited work capacity (LWC) to build workplace friendships and foster inclusion, which can benefit their mental health.

The paper integrates key theories such as social exchange theory and the similarity-attraction paradigm to analyze the dynamics of relationships. Practical tips grounded in the existing literature are outlined.

Effective communication, building trust, showing mutual respect and discovering common interests can facilitate friendship development for employees with LWC. Supportive organizational policies and culture are also critical.

By building workplace bonds and inclusion, individuals with LWC may experience greater social support, more engagement and better mental well-being. This also helps to diminish stigma and marginalization.

This viewpoint provides practical guidance specifically designed for individuals with Limited Work Capacity (LWC) to overcome workplace obstacles and build social relationships. It addresses an existing gap in the interpersonal facets of disability inclusion.

The entrepreneurial intention of employees refers to the motive of those who work in a company to resign and start their businesses instead of continuing to be wage earners. It is one of the under-studied aspects of entrepreneurship research. Accordingly, this research paper aimed to find out whether perceived person–organization fit was related to the entrepreneurial intentions of employees and whether perceived workplace ostracism and loneliness mediated this process.

A cross-sectional study was conducted to achieve the purpose. The data were collected through a questionnaire technique from a total of 572 employees. Participants were from 20 different provinces of Turkey and 27 different sectors. Hypotheses were tested through the structural equation modeling technique.

Findings indicated that a lack of perceived person–organization fit resulted in entrepreneurial intention. Workplace ostracism resulted in workplace loneliness. Workplace ostracism and loneliness significantly mediated the relationship between perceived person–organization fit and entrepreneurial intention.

To the best of authors’ knowledge, this study was the first to establish and test the relationships between person–organization fit, entrepreneurial intention, workplace ostracism and loneliness. In this regard, findings can benefit researchers and practitioners in better figuring out why some employees leave their companies to start their businesses while others do not.

This study aims to identify the determinants of adopting financial technology (FinTech) in Haryana (India). Further, the authors also compare the behavioural intention among male and female respondents to deliver a comprehensive understanding of the adoption of FinTech.

The current study contains two cross-sectional surveys about males and females. Study M is completed with (333) males, and Study F is conducted on (317) female users towards FinTech adoption. This study used “Partial least squares-structural equation modelling (PLS-SEM)” for data analysis.

The outcomes indicate that in both (Studies M and F), perceived usefulness and perceived ease of use substantially impact attitude and behavioural intention. Moreover, the results show that perceived value significantly influences, while perceived risks insignificantly influence behavioural intention. Surprisingly, relative advantage (in Study M) and trialability (in Study F) has insignificant impact on behavioural intention. Further, the outcomes also confirm that in both studies (M and F), attitude and behavioural intention substantially influence the actual use of FinTech.

To the best of the authors’ knowledge, this is the preliminary research on FinTech to inspect the role of gender in the technology adoption process. The adoption difference between males and females and the insightful result that the authors found help shed light on the uniqueness of the context. This study is also one of the initial to test three credible technology determinant theories and then offer a robust model for the actual use of FinTech that is to be used by both practitioners and researchers.

Corporate social responsibility (CSR) is gaining recognition and value among researchers, academicians and business professionals. Drawing on theories of social identity and person–organisation fit, the present research propounds a model that investigates the role of CSR branding in influencing employee retention.

The paper is based on primary survey data from 348 employees working in organisations in the Indian industrial hubs. The study uses the regression and PROCESS macro model to analyse relationship among study variables.

The study indicated how CSR initiatives could help organisations handle the threat of high turnover storm all over the world, thereby retaining the employees with a high set of skills. Moreover, the paper connotes that employee retention is influenced directly by CSR branding as well as indirectly under the presence of organisational identification and person–organisation fit (mediators).

Results suggest the role of a positive identity and a mutual fit as significant predictors of employee retention. The implications for future research on CSR, employees' stay intentions, employees' identification and value congruence are further discussed in light of the findings.

The novelty of this research insists on shedding light on the indirect mechanisms linking CSR to employee retention that has been overlooked so far, particularly in the Indian setting; studies on an integrated model of organisational identification and person–organisation fit are limited.

This study, based on signaling theory, examines the pre-recruitment employer branding strategy during the COVID-19 pandemic. It investigates the relationship between spontaneous word-of-mouth (WOM) recommendations for companies and prospective candidates' job application intentions. Specifically, the study explores serial mechanisms mediating the characteristics of company online career pages, including the perceived informativeness of online job advertisements (ads), candidates' preferences for its web approach to them and the company’s reputation.

Reflecting prospective candidates from students and young alumni of universities, partial least squares structural equation modeling (PLS-SEM) was employed on a sample of 737 individuals representing various fields of study from Greek universities.

The findings highlight the effectiveness of positive WOM recommendations during the initial stages of recruitment, particularly amidst COVID-19 challenges in the labor market, notably impacting young candidates. The study suggests that spontaneous WOM, originating from trustful sources, motivates job seekers to actively engage with the company’s web career channels, seeking information and favorable indications of the company’s approach toward its candidates. Positive WOM, combined with informative content and a friendly communication style, plays a critical role in shaping the company’s reputation. Consequently, this encouragement motivates individuals to start their job search efforts and consider applying for positions within the specific organization.

This research provides valuable empirical evidence in the pre-recruitment field, particularly in unforeseen crisis circumstances such as the COVID-19 pandemic. It examines how spontaneous, positive WOM from sources, like peers and alumni, significantly influences young job seekers' perceptions and preferences regarding the company’s career web channels as sources of information and signals about working conditions. The combination of positive WOM with informative content and a friendly communication style in the web approach plays a crucial role in shaping a positive company reputation. Consequently, this encourages candidates to consider applying for positions within the company.

This research contributes to pre-recruitment studies, especially amidst crises like COVID-19. It examines how positive WOM from trusted sources like peers and alma mater alumni influences young job seekers' views on the company’s career web channels. By emphasizing the importance of combining positive WOM with informative web content and a friendly communication style, the study offers insights into effective recruitment strategies. It highlights the significance of positive and spontaneous WOM in attracting young talent and its impact on job seekers' decision-making, even in uncertain conditions. Overall, it advances recruitment practices for attracting candidates.

This study aims to examine the relationship between knowledge management and career development in an era characterized by high levels of youth unemployment and a demand for specialized skills. Despite the increasing transition to a knowledge-based economy, there is a significant gap between young people’s skills and career readiness, necessitating an in-depth analysis of the role of knowledge management at the individual, organizational and national levels.

The authors conducted a qualitative study using the theory-context-characteristics-methodology approach based on a systematic literature review. The authors created an ecological framework for reflecting on knowledge management and career development, arguing for a multidisciplinary approach that invites collaboration across sectors to generate innovative and reliable solutions.

This study presents a comprehensive review of the existing literature and trends, noting the need for more focus on the interplay between knowledge management and career development. It emphasizes the need for businesses to promote the acquisition, storage, diffusion and application of knowledge and its circulation and exchange to create international business human capital.

The findings may help multinational corporations develop managerial training programs and recruitment strategies, given the demand for advanced knowledge-based skills in the modern workspace. The study also discusses the influences of education, experience and job skills on business managers’ performance, guiding the future recruitment of talents.

To the best of the authors’ knowledge, this review is among the first to assess the triadic relationship between knowledge management, career development and the global unemployment crisis. The proposed multidisciplinary approach seeks to break down existing silos, thus fostering a more comprehensive understanding of how to address these ongoing global concerns.

Numerous studies have shown that minority workers are disadvantaged in the labour market due to stereotypes and discrimination. However, published research on résumé screening has overlooked the effects of multiple social categorisations pertaining to candidates' gender, education and origin. This study addresses this gap and examines whether the gender, the level of education and the national origin cues mentioned in the résumé affect the perceived employability of candidates.

This study employs an experimental between-subjects factorial design in that 12 résumés varying in gender, education and national origin were rated by 373 Portuguese working adults.

The results documented a gender premium as women were favoured in interpersonal and job skills but not in job suitability, and an education premium, since higher educated candidates were preferred despite their gender and origin. No meaningful interactions for gender × education × national origin were observed, which suggests that ingroup favouritism and outgroup discrimination in résumé screening can be averted.

The findings endorse a multidimensional view of perceived employability by investigating candidates' skills and job suitability from the viewpoint of the decision-makers, which extends our understanding of résumé-screening discrimination. This is critical to prevent hiring discrimination at an earlier career stage, which can increase youth employment and enhance the integration in the labour market of local minorities such as women, inexperienced workers and second-generation immigrants.