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Most prior studies treated human resource management (HRM) strength as a whole, while neglecting the dynamic interactions between distinct components (consensus, consistency and distinctiveness). The authors lack a deep understanding of how different components operate together to influence burnout. To address these gaps, this study aims to adopt signaling theory to investigate the interactions among different components and their impacts on employee burnout.

The authors collected time-lagged data from 231 full-time employees in manufacturing firms in Suzhou, China. The authors used the PROCESS Model 6 and hierarchical multiple regression to analyze the data.

This study found that HRM system consensus and consistency mitigate employee burnout, whereas HRM distinctiveness is not significantly related to burnout. Furthermore, the authors revealed that HRM system consistency (rather than distinctiveness) mediated the relationship between consensus and burnout. Moreover, the authors found the sequential mediating effects of HRM system distinctiveness and consistency on the association between consensus and burnout.

Considering that employees’ well-being problems may be debilitating and overwhelming during the COVID-19 pandemic, it is particularly ethical and timely for managers to direct attention to the role of HRM system strength in addressing employee burnout.

This study advances the HRM system literature by teasing out the interactions between the three pivotal components of HRM strength. Our study is among the first to empirically investigate the internal relationships between the meta-features of the HRM system and employee burnout. In doing so, the authors develop a more nuanced understanding of the collective nature of a strong HRM system that conveys a shared message about HRM to promote well-being.

Based on the JD-R model and process-focused HRM perspective, this research paper aims to investigate the processes underlying the relationship between AI-enabled HR analytics and employee well-being outcomes (resilience) that received less attention in the AI-driven HRM literature. Specifically, this study aims to examine the indirect effect between AI-enabled HR analytics and employee resilience via job crafting, moderated by HRM system strength to highlight the contextual stimulus of AI-enabled HR analytics.

The authors adopted a time-lagged research design (one-month interval) to test the proposed hypotheses. The authors used two-wave surveys to collect data from 175 full-time hotel employees in China.

The findings indicated that employees' perceptions of AI-enabled HR analytics enhance their resilience. This study also found the mediation role of job crafting in the mentioned relationship. Moreover, the positive effects of AI-enabled HR analytics on employee resilience amplify in the presence of a strong HRM system.

Organizations that aim to utilize AI-enabled HR analytics to achieve organizational missions should also dedicate attention to its associated employee well-being outcomes.

This study enriched the literature with regard to AI-driven HRM in that it identifies the mediating role of job crafting and the moderating role of HRM system strength in the relationship between AI-enabled HR analytics and employee resilience.

Given the growing concern about employees' well-being, numerous researchers have investigated the causes and effects of occupational stress. However, a review study on identifying existing research topics and gaps is still deficient in the extant literature. To fill this gap, this review study aims to present a bibliometric and science mapping approach to review the state-of-the-art journal articles published on occupational stress in the construction industry.

A three-fold comprehensive review approach consisting of bibliometric review, scientometric analysis and in-depth qualitative discussion was employed to review 80 journal articles in Scopus.

Through qualitative discussions, mainstream research topics were summarized, research gaps were identified and future research directions were proposed as follows: versatile stressors and stress model; an extended subgroup of factors in safety behavior; adaptation of multiple biosensors and bio-feedbacks; evaluation and comparison of organizational stress interventions; and incorporation of artificial intelligence and smart technologies into occupational stress management in construction.

The findings of this review study present a well-rounded framework to identify the research gaps in this field to advance research in the academic community and enhance employees' well-being in construction.

Architectural, engineering and construction (AEC) project organizations are under constant pressure to improve the mental health of project management practitioners (PMPs) due to complexity and dynamism involved in project management practices. Drawing on institutional theory, this research explores how external environmental factors, political factors, economic factors, social factors, technological factors, environmental factors and legal factors (PESTEL), influence mental health management indicators that contribute to positive mental health.

Purposive sampling method was used to collect survey data from 82 PMPs in 60 AEC firms in Australia. Structural equation modelling was used to test the hypotheses based on 82 items of data collected from PMPs.

Overall, this study revealed interesting findings on the impact of external environmental factors on mental health. The hypothesized positive association between political factors and mental health management indicators was rejected. The data supported the proposed hypothetical correlation between economic factors and mental health management indicators and the influence of social factors on mental health management indicators. Moreover, a hypothetical relationship between technological factors and mental health management indicators was supported. The significant positive impact of environmental factors on mental health management indicators proposed was supported, and legal factors’ positive correlation on mental health management indicators was also supported.

Despite the limitations, the present findings suggest that all the external environment factors except political factors shape mental health management outcomes.

The problem of stress is increasingly gaining attention in the construction industry in recent years. This study is aimed at examining the causes, effects and possible alleviation of stress of project management (PM) practitioners so that their stress could be appropriately managed and reduced, which would contribute to improved mental health.

Primary data were collected in an online questionnaire survey via Qualtrics. Questions ranged from PM practitioners’ stressors, stress and performance under stress to stress alleviation tools and techniques. One hundred and five PM practitioners completed the questionnaire. Their responses were compiled and analyzed using descriptive statistics, correlation and regression.

The results confirmed that the identified stressors tended to increase stress of PM practitioners. All stressors tested in this study were found to have negative impact on the performance of PM practitioners. In particular, the burnout stressors were seen as the key stressors that influence the performance of PM practitioners and have a strong correlation with all the other stressors. It was also found that a number of tools and techniques can reduce the impact of stressors on PM practitioners.

This study has taken a specific focus on stress-related issues of PM practitioners in the construction industry due to their critical role in this project-dominated industry. Using the Job Demand-Resource theory, a holistic examination was not only conducted on stress and stressors but also on alleviation tools and techniques. This study has thus made significant contribution to the ongoing research aimed at finding solutions to mental health-related problems in the project-dominated construction industry, thereby achieving the United Nations’ social sustainability development goals.

The purpose of this paper is to examine US public relations professionals' perceptions of the benefits and challenges associated with the concept of moral entrepreneurship, defined as the purposeful process of changing or creating new institutionalized ethical norms. This study argues that the concept of moral entrepreneurship provides organizations with a potentially valuable framework to actively recognize societal pressures and problems and act accordingly to better the environment in which the organization resides and operates.

This exploratory study uses purposive in-depth interviews with 25 diverse public relations professionals, who represented communication firms, in-house public relations departments, higher education, nonprofits and government.

Respondents assigned a high value to the concept of moral entrepreneurship: In addition to its being viewed as the right thing to do, they recognized its practice as a way to help organizations recruit and retain employee talent and improve stakeholder trust. However, based on the interviews, organizational leadership is the primary initiator of ethical changes; therefore, without a seat at the management table, practitioners lack the influence to initiate such new organizational directions and take on the role of moral entrepreneurs only when directed to do so by their superiors. Barriers to adopting a moral entrepreneurship approach included a limited budget and shortage of staff, employees' resistance to change, fear of failure, poor leadership and a politically polarized workplace.

Practice implications include considerations for furthering moral entrepreneurship in organizations.

This study is the first to explore the applicability of the concept of moral entrepreneurship in public relations. The paper underscores the need for further discussion around novel approaches to ethics in public relations that go beyond simple compliance with professional codes and industry standards and that help organizations lead societal change.

Utilizing datasets of Ecuador, Hungary, Kazakhstan, Mexico and Peru from the Programme for the International Assessment of Adult Competencies survey from 2017 to 2018, this study aimed to develop and validate a profile indicating core workplace skills in developing countries.

DeVellis' guide of scale development navigated the development of the profile. Multiple techniques including item analysis, exploratory factor analysis, confirmatory factor analysis and multigroup confirmatory factor analysis were used on a sample of 7,166 participants to validate the profile of core workplace skills in developing countries.

A resultant five-dimensional profile with 18 items was developed: oral communication skills, reading skills, math skills, information and communication technology skills and learning skills. The estimates of composite reliability showed the profile was reliable. The validity estimates of the profile were obtained from several sources including content, convergent, discriminative and construct validity. The measurement invariance was also held for the profile.

Based on the researcher's knowledge, the study is the first attempt to develop a profile to indicate core workplace skills in developing countries. The profile theoretically framed the core workplace skills in developing countries and provides a new measure for identifying, evaluating and thus improving core workplace skills in developing countries for different stakeholders in the era of Education 4.0.

The purpose of this study is to gain a more nuanced understanding of the relationship between a national product (coffee) and gastronomy. Moreover, incorporating the resource-based view of the firm framework, the importance of coffee is examined, as is the extent and potential to “marry” coffee and gastronomy into a tourism activity, and the need to develop such potential.

Semi-structured, face-to-face and online interviews were used to gather the viewpoints of 79 chefs and coffee shop owners/managers operating in Vietnam, the world’s second-largest coffee producer and home to a vibrant coffee shop industry.

The selected inductive analysis identified 11 dimensions, including “coffee infrastructure”, “coffee-based innovation”, “coffee-trigger” and “coffee resources”, emerged. These dimensions reveal a strong potential for a coffee and local gastronomy “marriage”. Furthermore, nine of the 11 dimensions provide direct guidance concerning the importance, the potential for “marriage”, coffee tourism development and what is needed to fulfil this potential.

The study affords understanding of Vietnam’s coffee industry, in particular its resources, and how these can be leveraged to combine with the nation’s gastronomy and produce more fulfilling food and beverage experiences.

Gastronomy, hospitality and tourism represent a well-defined partnership that can result in memorable consumer experiences. While the strength of this partnership is recognised, little is known about the potential to “marry” a national product such as coffee and local gastronomy. The study breaks new ground in this area and concludes with various theoretical and practical implications that contribute to more understanding of the coffee–gastronomy relationship.

This paper aims to identify the optimal forming angle for the selective laser melting (SLM) process and evaluate the mechanical properties of the SLM-formed GH3536 alloy in the aero-engine field.

Forming the samples with optimized parameters and analyzing the microstructure and properties of the block samples in different forming angles with scanning electron microscope, XRD, etc. so as to analyze and reveal the laws and mechanism of the block samples in different forming angles by SLM.

There are few cracks on the construction surface of SLM formed samples, and the microstructure shows columnar subgrains and cellular subgrains. The segregation of metal elements was not observed in the microstructure. The pattern shows strong texture strength on the (111) crystal plane. In the sample, the tensile strength of 60° sample is the highest, the plasticity of 90° forming sample is the best, the comprehensive property of 45° sample is the best and the fracture mode is plastic fracture. The comprehensive performance of the part is the best under the forming angle of 45°. To ensure the part size, performance and support structure processing, additional dimensions are added to the part structure.

In this paper, how to make samples with different forming angles is described. Combined with the standard of forged GH3536 alloy, the microstructure and properties of the samples are analyzed, and the optimal forming angle is obtained.

Following a contingency approach, this paper aims to understand when service automation can enhance or destroy value for customers in the frontline by (1) providing a comprehensive overview of factors that influence the value co-creation/co-destruction potential of service automation and (2) zooming in on the combination of service contexts and service tasks to develop research propositions.

This paper uses a grounded theory approach based on qualitative data from multiple methods (i.e. a diary study with follow-up interviews, a consultation of academic experts and a storyboard study) as well as a systematic literature review to develop (1) a Framework of Automated Service Interactions (FASI) and (2) a contingency model for service tasks/contexts.

This paper presents a framework which gives an overview of factors influencing the value co-creation/co-destruction potential of service automation. The framework discerns between three types of factors: service design (i.e. controllable and manageable by the organization), static contingency (i.e. uncontrollable and fixed) and dynamic contingency (i.e. uncontrollable and flexible). Furthermore, the paper presents a contingency model based on the combination of service contexts and service tasks which results in seven research propositions.

This paper brings structure in the fragmented field of service automation. It integrates and summarizes insights regarding service automation and sheds more light on when service automation has the potential to create or destroy value in the organizational frontline.