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By increasing the digitalization of commercial services citizens' expect more from public services. First of all, this study will strive to identify which problems citizens encounter when they use a complex public service: preparation of an application for a building permit. In the light of the popularity of omnichannel approaches, the study then explores how omni-channel could help to address the problems which have been identified.

We implement the first phases of an action design science research project. We collect data both from citizens and public agencies and frame them as transparency problems. These abstract problems are then addressed by an omnichannel service provision as an abstract solution. The abstract solution is then instantiated in a design in the form of a user scenario developed in collaboration with current and future public officials.

The analysis uncovers multiple transparency issues: it distinguishes between process, case, language, cross-channel and cost transparency. One root cause of the transparency issues observed is the lack of service transparency which defines the purpose and scope of a ser-vice. We therefore recommend defining a service-strategy before informational and technical aspects of an omnichannel approach can be implemented. Following this strategy, omnichannel offers public administrations unique opportunities to excel in citizens' service provision.

The study provides insights into how citizens view complex public services. For researchers, this study offers the conceptualization as transparency issues. Practitioners from the public administrations can also benefit from the concept and vision of omnichannel public services.

Based on cognitive appraisal theory of stress, this study develops an integrated model to examine the double-edged sword effect and boundary conditions of the impact of organizational crisis on employee behavior.

This study collected 672 employees’ data through three stages of longitudinal follow-up. Hierarchical regression analysis and SPSS macro process were used to test the hypotheses.

The paper finds that organizational crisis induces unethical pro-organizational behavior through enhanced job insecurity and foster taking charge by stimulating career calling. Employee resilience negatively moderates the relationship between organizational crisis and job insecurity as well as the indirect effects of organizational crisis on unethical pro-organizational behavior through job insecurity. Conversely, it positively moderates the association between organizational crisis and career calling and the indirect effects on taking charge through career calling.

This study not only expands the research on the mechanisms of organizational crisis' effects on employees' behaviors but also provides practical guidance for corporate managers on how to respond to organizational crisis.

The following insights are available to organizations and managers: first, this study confirms that organizational crisis can be perceived as threatening stressors that create job insecurity, which in turn leads to pro-organizational unethical behavior. Therefore, managers in organizational crisis should focus on stress regulation and guidance, pay timely attention to changes in the mindset of employees to reduce job insecurity, and strictly prohibit unethical pro-organizational behavior. They should promptly calm and control the atmosphere of panic and anxiety in the organization, do a good job of coordinating the division of labor, reduce personnel conflicts and contradictions, create a good organizational climate and reduce employees' sense of stress and negative perceptions of organizational crisis, thus reducing job insecurity and being able to meet the challenges in a better state. Secondly, this study confirms that employees also perceive organizational crisis as challenges and develop career calling, which in turn inspires proactive change behaviors. This suggests that managers in organizational crisis should promote the positive perception of organizational crisis as challenge, stimulate the career calling of employees in organizational crisis and call on and encourage employees to actively adopt taking charge. Therefore, managers should promptly give employees work affirmation, rewards and punishments, enhance the sense of participation and intrinsic motivation of subordinates, improve self-efficacy and self-confidence levels, effectively reduce the negative perception of organizational crisis, awaken positive psychological energy within individuals, increase their sense of belonging to the organization and thus, increase employees' awareness of the positive challenges of organizational crisis, stimulate employees' career calling through positive and optimistic beneficial pressure drive them to lead the corresponding changes in the crisis. Finally, this study confirms that employees' own resilience can change the double-edged sword effect of organizational crisis. Employees with high resilience are more likely to see organizational crisis as challenge and are thus more likely to develop career calling and are more inclined to initiate change, while employees with low resilience are more likely to see organizational crisis as threat, are more negatively affected by them, develop greater job insecurity and are, thus, more inclined to commit unethical pro-organizational behaviors. This reflects the fact that organizations should constantly cultivate employees' resilience and enhance their cognitive toughness at the same time. For instance, the organization can regularly use promotional lectures and scenarios to help leaders and employees establish corporate ethics, strengthen moral beliefs and correctly understand the nature of unethical affinity behavior. Managers should encourage and advocate positive and correct behaviors such as overcoming difficulties, positive innovation and positive suggestions to promote the sustainable and healthy development of the organization.

The results of this study can increase the organization’s understanding of the negative effects of crisis, help the organization take measures to manage and guide the employees in organizational crisis, more effective and targeted functional changes within the organization, reduce stress damage and improve the efficiency and effectiveness of crisis management. It is also beneficial to improve competitiveness and foresight in the organization’s industry and enhance organizations and employees’ resilience.

This study explores the double-edged sword effect of organizational crisis on employees’ behavior from the perspective of the cognitive appraisal theory of stress, which theoretically opens up a new research perspective, enriches the research in the fields of organizational crisis and taking charge, pro-organizational unethical behavior relationship and practically provides theoretical guidance for enterprises and managers on how to effectively respond to organizational crisis from the employees, which is of great practical significance.

Preventative public health policies often rely on objective criteria to identify people in vulnerable situations. Age is one of the criteria when investigating the risk of malnutrition associated with ageing. By looking at changes in the food practices of individuals as they age, this study aims to seek to contribute to more precise targeting of older adults in view of the dynamic nature of ageing.

From a theoretical perspective, this research is based on the life course paradigm. Data were collected from 42 semi-structured interviews with retirees aged 60 and over.

The results show that some ageing events lead to immense reconfigurations of individuals’ lives, implying changes as prior food practices are extensively replaced by new ones (“rebuilding after a tsunami”). Other more diffuse and gradual effects of ageing lead to adaptations of previous food practices and, in a more localised way, areas that can be targeted by healthy eating campaigns (“plugging the gaps”). Lastly, this study shows that a normative perspective can help endorse a new social role (“getting into character”), and that relying on their human capital (“it’s a matter of perspective”) can help people cope with new age-related mindsets.

The sample did not include individuals with serious physical or mental health problems at the time of the interviews.

The study identifies social, biological and psychological events related to ageing that have an impact on food practices, as well as moments and milestones for developing public policy campaigns to promote healthy eating.

The study gives insights into the place of food in the process of coping with ageing, showing that food can be either a problem to solve or a resource to help cope with social or psychological imbalances. The holistic view adopted contributes to identifying other events that impact food practices (and consequently health) during the ageing process.

This study examines the relationship between the use of management controls and the perception of meaningful work. Meaningful work is an important driver of individual performance of managers, and employees and can be enabled by sufficient use of management controls. The purpose of this paper is to address this issue.

Based on bibliometric analyses and a structured literature review of academic research studies from the organizational, management and accounting literature, the authors develop a conceptual model of the relationship between the use of management controls and the perception of meaningful work.

First, the authors propose that the use of formal management controls in a system (i.e. the levers of the control framework) is more powerful than using unrelated formal controls only. Second, they suggest that the interaction of a formal control system together with informal controls working as a control package can even stretch the perception of meaningful work. Third, they argue that the intensity of the control use matters to enhance the perception of meaningful work (inverted u-shaped relationship).

This study presents the first conceptual model of the relationship between the use of management controls and the perception of meaningful work. It provides valuable implications for practice and future research in the field of performance management.

Environmentally friendly products are finding a place in everyday lives more frequently, like bamboo toothbrushes. However, the authors find no statement from consumer protection centers about their impact on the human well-being or dental health in daily use. Therefore, this study aims to investigate the tribological parameters between tooth, toothpaste and toothbrush laboratory tests with a focus on abrasive wear.

The real-world system was systematically transferred to a laboratory scale, which was implemented to a Schwing-Reib-Verschleiß tribometer tribometer (Optimol Instruments). For an abstraction of the real-world system, as many components of the original tribosystem as possible were retained. In addition, the abstraction was selected so that the method could be transferred to other tribometers. For the evaluation of the test subjects, an optical measurement method was developed to investigate the forms of wear.

Based on eight test series, it is possible to differentiate between the tribological partners by the wear results. With the help of the measurement method, it will be possible to recommend the use of sustainable oral hygiene products for everyone in everyday life in future. According to the findings, the use of low-cost toothbrushes and highly abrasive toothpaste should be avoided. The effects of an aggressive brushing technique cannot be compensated by gentle toothbrushes and toothpastes.

To the best of the authors’ knowledge, this is the first approach to investigate the wear behavior of tooth–toothpaste–toothbrush while substitute the tooth with dental gypsum. The approach is relevant for developing screening tests with high respect to transferability to the real-world application.

The peer review history for this article is available at: https://publons.com/publon/10.1108/ILT-11-2022-0339/