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This study develops and tests a comprehensive model that examines whether dimensions of supervisors’ job demands and resources influence their work motivation through their job strain levels while managing disability accommodation (DA).

The proposed model leverages the assumptions of established job demand and resources theories, including demand-ability fit, job demand-control, job demand-control-support, and effort-reward balance models. Then, we tested with the quantitative data from 335 British, Canadian, American, Australian, Dutch, and German supervisors with recent DA experience.

This study found support for the proposed model. Job control and social support directly affected work motivation, while job strain did not mediate the relationship between job control and social support and work motivation. The results suggest that employers looking to improve the likelihood of DA success should focus on providing adequate job control, social support, and rewards to supervisors responsible for accommodating employees with disabilities.

This research enhances our understanding of how additional DA responsibilities impact supervisors and aids in the development of effective DA management policies and interventions, providing robust support for practitioners.

This study contributes to extending the DA literature by testing the applicability of different theoretical models to explain the effect of the additional DA responsibility on supervisors’ job demand, strain, and motivation levels and identify the resources to mitigate them.

The purpose of this paper is to investigate the effect of reward redemption programs on donation amount, donation percentage and donation intention in the context of a bank credit card.

A 2 × 2 × 3 experiment is implemented with 1,070 consumers accessing a national US-based sample with a small compensation. The authors use general linear model to test the proposed hypotheses.

The findings show the main effects of reward types, limited-time message and value of reward redemptions on the percentage of donations and overall donation intention to charity. The type of reward (cash/points) is found to interact with the limited-time message and with the value of reward redemptions.

No prior studies have addressed the relationship between credit card redemption rewards and scarcity messages in the donation context. The study contributes to the understanding of the effectiveness of credit card redemption rewards with scarcity message in improving a consumer’s donation intention.

Addressing the significant differences between referral programs and traditional promotional marketing, this paper aims to investigate and examine the impact of how reward-related information is presented within referral programs and how it interacts with reward size and reward allocation.

This study adopts framing effect and equity theory to build the relationship between reward presentation, reward size and reward allocation. Then, two scenario-based experimental studies are designed and conducted on Amazon Mechanical Turk.

The results show that there is no direct impact of reward presentation on referral likelihood, while the effect relies on reward size. As the levels of reward size increase, the referral likelihood gradually shifts from percentage form to dollar form as perceived size mediates the interaction effect on referral likelihood. Further, adding information about reward allocation also indicate the different impacts of equity and inequity on influencing the above findings.

The study contributes to the literature by introducing reward presentation and emphasizes its impact on individual’s behavior decisions in the context of referral programs. This study extends and broadens the scope and effectiveness of the framing effect on traditional promotional marketing strategies, while also bridging the gap in the literature by examining the combined role of information about rewards.

The COVID-19 pandemic has amplified the importance of effectively leading a remote workforce in volatile, uncertain, complex and ambiguous (VUCA) environments. This study examines the effectiveness of transformational–transactional leadership (Full-Range Leadership Model, FRLM) and its recent extension of instrumental leadership (eFRLM) in remote work contexts.

We surveyed 529 remote working followers, providing perceptions on (1) their leaders’ manifestation of eFRLM dimensions and factors, (2) their leaders’ leadership effectiveness and (3) their organizational environment as VUCA.

Results show that instrumental leadership represents a strongly effective leadership dimension in remote work contexts, explaining unique variance beyond transformational–transactional leadership. Moreover, VUCA environments moderated the association between eFRLM leadership behaviors and leadership effectiveness, with instrumental leadership being particularly effective in more pronounced VUCA environments and transformational–transactional leadership being less effective.

Overall, instrumental leadership appears crucial to consider when predicting leadership effectiveness in virtual and uncertain contexts.

The purpose of this study is to investigate the motives that drive individuals' intentions to work within firms operating in the Greek tourism sector and to examine the impact of these motives on the intention to work.

To achieve this objective, we conducted an empirical survey among 2,104 individuals with professional experience in the tourism business. Descriptive statistics and hierarchical regression analysis were employed, with motives as independent variables and the intention to work as the dependent construct, to answer the research question.

This study presents job motivation as a hierarchical set of criteria that need to be fulfilled or satisfied. It also identifies the significant motives impacting employees' intention to work in both the accommodation sector and food and beverage services.

The data were collected at a single point in time from Greece, which may limit the generalizability of our results. Future research could consider the psychological and physiological characteristics of employees.

Managers who provide social security, create a positive work environment, and promote collaboration among their employees can enhance the quality of work-life and positively influence their intention to work.

The proposed model offers valuable guidelines that advance research on employee motivation in the tourism industry.

Under the rural revitalization, the effect of China's implementation of rural prefabricated housing is not obvious. Cost has become the biggest obstacle to its development. Therefore, it is necessary to study the factors influencing the cost of prefabricated buildings in villages and clarify the focus of cost control.

This paper focuses on the whole process of prefabricated housing construction in villages in China and uses grounded theory to identify and screen out 27 related factors that affect the construction cost of prefabricated buildings. A system dynamics model is used to dynamically analyze the influencing factors. The engineering examples in rural areas of southern Shaanxi are simulated. Finally, five key factors that influence cost are obtained. Based on this, cost control countermeasures are proposed for rural prefabricated housing in southern Shaanxi.

The results show that: the key factors affecting the cost of prefabricated buildings in villages include the selection of production methods, the degree of design standardization, the quality of construction personnel, the level of construction technology and the circulation cycle of molds. The cost of prefabricated housing in villages can be controlled through five aspects: mass production of components, design exchange and feasibility analysis, improvement of employee professionalism, strict selection of construction schemes and technologies and improvement of mold turnover rate.

The system dynamics model applied in this paper is based on the idealized state. The system boundary is narrow and has a certain subjectivity. It needs further detailed research to make it closer to the engineering practice. In addition, this paper applies the rural engineering example in southern Shaanxi to carry out a single case study, and the universality of the research results needs to be further tested. There are many village construction projects and building types, so the research results can be further enriched through large sample research.

Rural construction is an important step in the implementation of rural revitalization. Exploring the factors that affect the key costs of prefabricated buildings in villages and towns in view of the particularity of rural areas will help provide a reference for their cost control and help the rural development of prefabricated houses.

The research results of this paper can provide a reference for the development of prefabricated buildings in other rural revitalization areas.

Different from the traditional research on urban prefabricated buildings, this paper focuses on rural areas and explores the core factors affecting the cost of prefabricated buildings from the micro level. This study establishes a system dynamics model suitable for the cost control of prefabricated housing at the village level and provides methods for its cost control. Based on the identified key factors affecting costs, cost control measures were proposed for prefabricated housing tailored to the unique characteristics of villages.

Purpose: The study discusses various concepts for human resources (HR) executives for effective decision making in VUCA times, talent management, hybrid work business model, creativity and innovation in HR practices, diversity, equity, and inclusion (DEI) in HR practices, and flexibility in HR policies.

Need for the Study: The driving truth of this study is to approach a successful dynamic critical model for HR leaders in the IT Industry in Chennai city during VUCA times. Volatility, Uncertainty, Complexity, and Ambiguity are the four main components of VUCA.

Methodology: The essential information was gathered with Google Structures, and testing methods were embraced to review the Snowball Examining Procedure. The 211 reactions were settled for the concentrate after deficient reactions. The auxiliary information was gathered from sources like Papers, Business Magazines, Industry Reports, Articles, and Reading material. The information was dissected with measurable programming SPSS 25 and AMOS 23. The validity check, t-test, correlation analysis, regression analysis, and structural equation modeling (SEM) are the statistical methods used in the study.

Findings: The review results that the free factor is the ability of The board, Crossbreed Work Plan of action, Imagination and development in HR rehearses, Variety, Value and Consideration in HR practices, and adaptability in HR strategies altogether affect the reliant variable viable decision making during VUCA times.

Practical Implications: The study identifies hybrid work models and flexible HR policies as crucial parameters in VUCA times.

Knowledge is considered an asset for any organization. To distribute knowledge and expertise among stakeholders of an organization, there is a need to develop knowledge sharing (KS) culture. However, different factors affect KS. This study aims to identify the influence of trustworthiness (trust, ability, benevolence and integrity) and motivation and reward on KS attitudes and intentions of law students.

The objectives of the study were achieved by using a quantitative research design. Law students of the colleges affiliated with Punjab University were the population for the present research. The sampling frame of the study was all law colleges, and data was collected through a convenient sampling technique. Data was collected through personal visits to sampled colleges. Questionnaires were circulated among 330 respondents and two hundred valid responses were collected with a 61% response rate. Descriptive analysis was completed using SPSS and path analysis was measured through SmartPLS. The quality of the measurement model was assessed and then hypotheses were tested.

Findings revealed that there was no impact of trustworthiness (trust, ability, benevolence and integrity) on the KS attitude of students. However, motivation and rewards significantly impacted (ß = 0.590; p > 0.01) the KS attitudes. KS attitude also has a significant impact on KS intentions (ß = 0.560; p > 0.01).

The current study is a valuable addition to the literature by providing the impact of trustworthiness, motivation and reward on law students’ KS intentions and attitudes in developing countries. The present study also provides insights for authorities and decision-makers in making decisions regarding the development of KS among students.

This paper aims to present a dynamic model for strategic and personalized decision-making in human resources (HR), using data mining techniques to enhance corporate social sustainability (CSS). The focus is on the interconnectedness of employee engagement (EE), enablement and the quality of work life.

The proposed model integrates various HR data, including demographic information, job specifications, payment and rewards, attendance and absence, alongside employees’ perceptions of their work-life quality, engagement and enablement. Data mining processes are applied to generate meaningful insights for senior and middle managers.

The study implemented the model within a production organization, revealing that factors influencing EE and enablement differ based on gender, marital status and occupational group. Performance-based rewards play a significant role in enhancing engagement, regardless of the reward amount. Factors such as “being recognized for competency” influence engagement for women, while payment has a greater impact on men. Engagement does not directly influence the quality of work life, but subcomponents like perceived transparency and the organization’s processes, particularly the “employee performance evaluation system,” improve work-life quality.

The findings are specific to the studied organization, limiting generalizability. Future research should explore the model’s effectiveness in different cultural and organizational settings.

The proposed model provides practical implications for organizations that enhance CSS. Organizations can gain insights into factors influencing EE and enablement by using data mining techniques, enabling informed decision-making and tailored human resource management practices.

This research addresses the societal concern regarding the impact of business activities on sustainability. Organizations can contribute to a more socially responsible and sustainable business environment by focusing on work-life quality and EE.

This paper offers a dynamic model using data mining and machine learning techniques for sustainable human resource management. It emphasizes the importance of customization to align practices with the unique needs of the workforce.

This study aims to examine the effects of multidimensional factors of platform features, group effects and emotional attitudes on social media users’ privacy disclosure intention.

This study collected the data from 426 respondents through an online questionnaire survey and conducted two approaches of structural equation modeling (SEM) and fuzzy-set qualitative comparative analysis (fsQCA) for theoretical hypothesis testing and configuration analysis of the data.

The results show that social media platform features (rewards of information disclosure, personalized service quality and data transparency), group effects (group similarity, group information interaction and network externality), individual emotional attitudes (trust and privacy concern) and control variable (gender) have a significant impact on privacy disclosure intention, as well as trust and privacy concern play mediating roles. Additionally, the fsQCA method reveals five causal configurations that explain high privacy disclosure intentions. Furthermore, the study reveals that male users pay more attention to platform features, while female users are more inclined to group effects.

This study attempts to construct a comprehensive model to examine the factors that affect users' intention to disclose their privacy on social media platforms. Drawing on the cognition-affect-conation model and multidimensional development theory, the model integrates multidimensional factors of platform features, group effects, trust and privacy concern to complement existing theoretical frameworks and privacy disclosure literature. By understanding the complex dynamics behind privacy disclosure, this study helps platform providers and policymakers develop effective strategies to ensure the vitality and momentum of the social media ecosystem.