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The purpose of this paper is to explain why entry-level job applicants intend to leave their home country to work abroad by adopting the framework of country embeddedness (i.e. career and community embeddedness).

Hypotheses are tested using survey data of a sample of prospective healthcare entry-level job applicants (i.e. last year medical students) using hierarchical regression analyses and bootstrapping procedures.

Results show that, first, home country career and community embeddedness are negatively associated with self-initiated expatriation intention (SIE-intention). Second, developmental feedback reduces SIE-intention. This relationship is at least partly due to increased home country career embeddedness. Third, national identity reduces SIE-intention. The relationship is at least partly due to increased home country community embeddedness.

This paper advances the understanding of SIE by focusing on home country factors associated with the decision to work abroad, whereas the majority of current research mainly considers host country variables.

The association of calling with burnout is not well understood. This study investigates how calling influences burnout and what the roles of social worth and career stage are in this relation. Drawing from the Conservation of Resources Theory, we expect that calling may be negatively associated with burnout through increased social worth and that career stage moderates these relationships.

Based on a sample of 566 healthcare professionals, we conducted regression analyses with bootstrapping procedures to test the proposed hypotheses.

The findings show that social worth mediates the negative relation between calling and burnout. Additionally, the positive relation between calling and social worth was more pronounced for late-career employees; yet, the negative relation between social worth and burnout was stronger for early-career employees.

The findings suggest that searching and pursuing a professional calling is beneficial for individuals. Additionally, social worth is crucial in this relation and could be used to actively prevent burnout.

The study advances our understanding of the consequences of calling for employees by explaining the underlying mechanism between calling and burnout and its importance at different career stages.

Governance involves the maintenance and improvement of the quality of life and safety of the people. It is a collaborative process that describes the cooperative efforts of all levels of government to ensure that the people enjoy a decent living and are protected from disasters and outbreaks such as the COVID-19 pandemic. Now, the world is facing a new normal arrangement in almost all the economic and social sectors because of restrictions that are brought about by the pandemic with severe challenges on governance and public service delivery. There is an increasing need, therefore, for policymakers to adjust the pattern of public service delivery and policy formulations to curtail the spread of the virus amidst several conspiracies. This chapter adopts the conspiracy theory to explain how the disbelief concerning the existence of the virus promotes its spread in the workplace and the need to embrace and enhance digital transformations in areas such as teleworking, flexible working, health and safety at the workplace, and work-life balance, for optimal service delivery. Data for this chapter were generated through the review of extant literature. The paper makes relevant recommendations for policymakers, managers and administrators in this dispensation and beyond.