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This research explores whether, when and why employee identity salience influences content sharing of employee's friends in social networks and further investigates two moderating conditions of network overlap and deal content.

In Study 1, the authors analyzed a field data related to 20,715 users on the largest social network platform in China. In Studies 2 and 3, the authors verified the findings of Study 1 and tested the underlying mechanism with two experiments.

The results showed that employee identity salience could increase sharing likelihood of content receiver, especially when the employee had higher network overlap with receiver. However, when the content contained deal-related information, the receiver was less likely to share this content from employee with salient identity. The authors also found that perceived information credibility acted as a mediator in above relationships.

This research is the first to test the effects of employee identity salience on content sharing by considering both content type and network characteristics. The authors also provide insights into the mediating role of information credibility, which enriches the content sharing and social network literature.

Situated between the literature on internal branding and user-generated content, this study aims to demonstrate the effect of employee-generated content (EGC) on consumers’ purchase intentions and positive word of mouth (WOM).

The conceptual model was empirically tested using structural equation modeling based on a sample of 442 participants.

The findings support a sequential mediation model in which employee-created social media content impacts perceptions of brand citizenship behavior (BCB) and perceptions of expertise, which in turn increases purchase intention and WOM.

Based on the findings, this research suggests that employee ambassador programs can work to attract employees with an interest in brand-related social media content creation. Facilitating EGC through support, empowerment and reinforcement rather than traditional control mechanisms is recommended.

This research introduces the concept of EGC and employee content creators while extending the literature on perceived BCB by empirically demonstrating its relationship with perceived expertise and positive consumer behavior outcomes.

The rapid growth of artificial intelligence is disrupting various industries, including the tourism sector. This paper aims to outline the applications, benefits and risks of ChatGPT and large language models in general on tourism. It also aims to establish a research agenda for investigating the implications of these models in tourism.

Drawing on the available literature on ChatGPT, large language models and artificial intelligence, the paper identifies areas of application of ChatGPT for several tourism stakeholders. Potential benefits and risks are then considered.

ChatGPT and other similar models are likely to have a profound impact on several tourism processes. They will contribute to further streamline customer service in front-of-house operations and increase productivity and efficiency in back-of-house operations. Although negative consequences for human resources are expected, this technology mostly enhances tourism employees.

To the best of the authors’ knowledge, this is one of the first studies that explore the potential implications of ChatGPT in tourism and hospitality.

人工智能的快速发展正在颠覆包括旅游业在内的各个行业。 本文旨在概述ChatGPT和大型语言模型在旅游业中的应用、好处和风险。同时, 旨在建立一个研究议程, 以调查这些模型在旅游业中的影响。

本文借鉴了关于ChatGPT、大型语言模型和人工智能的现有文献, 确定了ChatGPT在几个旅游利益相关者中的应用范围, 然后考虑了潜在的好处和风险。

ChatGPT和其他类似的模型可能会对一些旅游过程产生深远的影响。它们将有助于进一步简化前台业务的客户服务, 并提高后台业务的生产力和效率。虽然对人力资源的负面影响是可以预见的, 但这项技术主要是增强旅游业的员工能力。

这是首批探索ChatGPT在旅游业和酒店业潜在影响的研究之一。

A partir de la bibliografía disponible sobre ChatGPT, grandes modelos lingüísticos e inteligencia artificial, este artículo identifica las posibles áreas de aplicación de ChatGPT y actores que se pueden beneficiar. De igual forma, se examinan los posibles beneficios y riesgos.

El rápido crecimiento de la inteligencia artificial está afectando diversas industrias, incluyendo la del turismo. Este artículo pretende esbozar las aplicaciones, ventajas y riesgos de ChatGPT, así como los grandes modelos lingüísticos, en turismo. También pretende establecer una agenda de investigación para estudiar las implicaciones de estos modelos en el turismo.

Es probable que ChatGPT y otros modelos similares tengan un profundo impacto en varios procesos turísticos, contribuyendo a racionalizar, aún más, el servicio al cliente en las operaciones de front-of-the-house y aumentando la productividad y eficiencia en el back-of-the-house. Aunque se prevén consecuencias negativas para los recursos humanos, esta tecnología servirá sobre todo para potenciarlos.

Éste es uno de los primeros estudios que exploran las implicaciones potenciales de ChatGPT en el turismo y la hostelería.

The emergence of the platform economy is reorganizing work, employment, and value creation. The authors argue that the digital platforms are fracturing work itself as the places and types of work are being reorganized into a myriad of platform organized work arrangements with workplaces being potentially anywhere with Internet connectivity. The authors differ from most traditional narratives that focus solely upon either work displacement, a single type of platform-organized value-creating activity, or David Weil’s concentration solely upon the workplace. The authors recognize that even as some work is replaced, other work is being transformed; new work and old work in new arrangements is being created and recreated. The taxonomy begins with the workers employed directly by the platform and its contractors. The authors then introduce the category, platform-mediated work, which we divide into three groups: marketplaces such as Amazon; in-person service provision such as Uber and Airbnb; and remote service provision such as Upwork. The next category, “platform-mediated content creation,” is complex. The authors identify three groups of activities: consignment content creators that include services such as the app stores, YouTube, and Amazon Self-Publishing; non-platform organization content producers, which refers to the enormous number of workers occupied with creating and maintaining websites; and user-generated content which is the non-compensated value creation that ranges from content uploaded to Facebook, Instagram, etc. to reviews on sites such as Yelp. It is only when work and value creation is considered in all of these platform-based manifestations that we can understand the ultimate dimensions of the platform economy and comprehensively understand its implications for work.

The present study aims to examine how business-to-business (B2B) marketers can influence content creation in social media. Social media tools are becoming an interesting component of B2B marketing because of the roles of personal relationships and interactions in these markets. However, research has not approached social media content creation from a B2B marketing perspective.

Social media tools are becoming an interesting component of B2B marketing because of the roles of personal relationships and interactions in these markets. However, research has not approached social media content creation from a B2B marketing perspective. The present study examines how B2B marketers can influence content creation in social media.

The paper proposes that B2B firms engaging in social media as part of their marketing efforts should carefully consider the roles and activities of various users, which are directed to and by different internal and external users. B2B companies can influence content creation in social media directly by adding new content, participating in discussions and removing content through corporate user accounts and controlling employee social media behavior or indirectly by training employees to create desired content and performing marketing activities that influence other users to create content that is favorable for the company.

The study contributes to the theoretical discussion over B2B marketing communication and the role of social media in it.

Organizations invest in information security (IS) technology to be more competitive; however, implementing IS measures creates environmental conditions, such as overload uncertainty, and complexity, which can cause employees technostress, eventually resulting in poor security performance. This study seeks to contribute to the intersection of research on regulatory focus (promotion and prevention) as a type of individual personality traits, technostress, and IS.

A survey questionnaire was developed, collecting 346 responses from various organizations, which were analyzed using the structural equation model approach with AMOS 22.0 to test the proposed hypotheses.

The results indicate support for both the direct and moderating effects of security technostress inhibitors. Moreover, a negative relationship exists between promotion-focused employees and facilitators of security technostress, which negatively affects strains (organizational commitment and compliance intention).

Organizations should develop various programs and establish a highly IS-aware environment to strengthen employees' behavior regarding IS. Furthermore, organizations should consider employees' focus types when engaging in efforts to minimize security technostress, as lowering technostress results in positive outcomes.

IS management at the organizational level is directly related to employees' compliance with security rather than being a technical issue. Using the transaction theory perspective, this study seeks to enhance current research on employees' behavior, particularly focusing on the effect of individuals' personality types on IS. Moreover, this study theorizes the role of security technostress inhibitors for understanding employees' IS behaviors.

The significant role of universities in generating and diffusing new knowledge in the interest of society has positioned faculty as knowledge creators. The present study contributes to the domain of positive psychology by heeding the happiness call in academia. The research intends to develop and validate a scale for measuring happiness at work (HAW) for knowledge creators.

The study is systematically designed across a series of four independent studies: (1) Dimensionality and item analysis, (2) scale purification, (3) scale refinement and nomological validation and (4) generalizability. Additionally, common method bias (CMB) was checked utilizing the marker variable technique.

HAW has been established as a second-order reflective-reflective construct with six factors, namely work satisfaction, self-directedness, self-love, positive thinking, positive social relationships and work-family balance. The nomological validity and generalizability of the scale have also been established.

The study is an attempt to address an important topic of HAW among knowledge creators. By conceptualizing HAW as a combination of intraindividual and organizational factors, this study offers a comprehensive measure of HAW that was previously absent in the literature. The results of the study will assist management in making strategic decisions to ensure the HAW of knowledge creators.

Knowledge creators’ happiness is a major concern in academia and has received little attention till date. The primary contribution of this study is the conceptualization and development of a validated scale for measuring knowledge creators’ HAW. A valid and reliable scale for measuring HAW would enable researchers to gain fresh perspectives on the essence, attributes and quantification of this particularly noteworthy construct.

The purpose of this paper is to understand the beginning of value co-creation by uncovering the roles, efforts, and desired outcomes of employees and how they affect employees’ responses to their firm’s co-creation initiatives.

This study applies a single case study to explore micro-level processes at the beginning of value co-creation informed by a case about how a Taiwanese firm moved from a conventional to a co-creative business model.

The case study findings affirm nine subthemes that underlie three key themes: co-creation dynamics, efforts, and betterment. The authors provide a value co-creation framework that is informed by nine subthemes derived from interview data.

Current literature on understanding value co-creation processes focuses on formalized co-creation processes which produce diverse and contextually dependent findings. The authors contribute to current value co-creation literature by offering convergent insights into the interplay of dynamics, efforts, and betterment experienced by employees transitioning to a value co-creation process.

The authors offer a diagnostic value co-creation checklist and propose three benefits of using the checklist, which can help managers mitigate the uncertainty that arises during the transition from a conventional to a co-creation firm.

The study responds to calls for research to investigate where and when the co-creation of value emerges, value co-creation behavior from employees’ point of view, and employees’ roles in the co-creation of value.

Dashang refers to a reward given voluntarily to street performers in return for their performance. Some social media platforms have created a way to integrate this as a function, referred to as the dashang feature, to allow users to reward live performers online as well. Over the last few years, this function has become extremely popular among social media users, as it recreates the nostalgic experience of watching street performances. Platforms now consider it indispensable, as it has become a source of substantial revenue (commission on rewards earned by performers). However, not all users reward performers. For each user who pays, there are many more who lurk on the platform. This study examines the reasons for these differences using the Big Five personality perspective and justice theory.

We develop an empirical model using the Big Five theory and justice theory and test it using empirical data collected through a survey of WeChat users.

The results indicate that distributive justice, interpersonal justice and informational justice are essential factors in relation to social media users' use of the dashang feature. It is also found that personality type affects these three factors.

This study makes three key contributions. First, it examines the factors that influence users' voluntary use of the dashang feature using the lenses of the Big Five theory and justice theory. Second, this study extends previous results on perceived justice to examine use of the dashang feature in social media. Third, this study applies these theories to the study of consumer behavior by exploring the role of user characteristics in social media use.

Ample literature has demonstrated that workers in the creative industries are excluded in terms of gender, race and class. Fewer studies, however, have examined the career advancement challenges faced by creators with disabilities. Drawing on insights from the established-outsider theory, this study aims to fill this lacuna.

The participants were 24 creators in the Israeli film and television industries (FTIs) contending with severe forms of mental or physical and sensory impairment. In-depth semi-structured interviews were conducted to explore practitioners’ conceptions of the challenges they face in making careers in the FTI, as well as how they contend with these challenges.

Intergroup dynamics yield an established-outsider figuration that situates creators with disabilities in a marginal occupational position in the FTI. Creators with disabilities' lack of access to networks of prominent creators place them in a disadvantageous position in the ongoing struggles over scarce resources in the FTI. The structural features of the FTI, which are intertwined with the social mechanisms of stigmatization and exclusion, make it difficult to breach any figuration once established. In defiance of their occupational figuration, creators with disabilities utilize two tactics aimed at professional advancement: hyper-meritocracy and advocacy. These tactics yield only partial success.

This study does not represent the voices of decision-makers in the film and television industries in Israel.

Implications are suggested regarding the role of culture funds as well as policymakers in advancing workforce diversity and opportunity in the film and television industries.

This study addresses covert and unspoken barriers to equality in the creative workforce. The findings also shed light on the impact of the COVID-19 pandemic on workforce diversity and opportunity in the FTI.