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The paper intends to examine mobile taxi (m-taxi) adoption, so as to close the gap in the current literature and clarify the behaviour of users by synthesising technological factors that are related to the characteristics of m-taxi applications with non-technological factors that are associated with the psychological characteristics of customers. The moderating effects of gender were also tested.

A self-administered questionnaire was adopted for data collection with 415 useable responses. The theoretical lens was tested via partial least squares-structural equation modelling. Additionally, state-of-the-art techniques such as permutation and multigroup analysis were applied.

Results indicate that social pressure, technology anxiety, effort expectancy, performance expectancy, and service and system quality are not significantly related to behavioural intention. Also, findings show no significant differences among gender in this study, which suggests that the model is invariant across gender groups.

This study provides a novel insight by taking a broader perspective of ride-hailing terminology by considering both taxis and private vehicles.

The purpose of this paper is to identify a number of limitations of the theory on leader‐member exchange (LMX). This paper aims to argue that under certain conditions high quality LMX can be dysfunctional. It proceeds to identify the antecedents and outcomes of dysfunctional LMX.

This paper examines the theory on LMX and justice to identify the conditions that lead to dysfunctional LMX and its consequences.

A review of the extant literature indicates that favouritism by the leader and the reliance on impression management by followers can lead to dysfunctional LMX. This can then lead to negative reactions from group members and undermine work group cohesiveness.

This paper points to new directions for research in LMX. It highlights the need to recognize that under certain conditions high quality LMX can be perceived as unfairness.

Managers need to recognize issues needing their attention in developing quality exchange with their subordinates. Failure to address these issues can undermine work group performance.

This study contributes to the debate on the role of LMX. Specifically, it attempts to add to the discussion in the emerging literature on dysfunctional LMX.

ALL the auguries for the Bournemouth Conference appear to be good. Our local secretary, Mr. Charles Riddle, seems to have spared neither energy nor ability to render our second visit to the town, whose libraries he initiated and has controlled for thirty‐seven years, useful and enjoyable. There will not be quite so many social events as usual, but that is appropriate in the national circumstances. There will be enough of all sorts of meetings to supply what the President of the A.L.A. describes as “the calling which collects and organizes books and other printed matter for the use and benefit of mankind and which brings together the reader and the printed word in a vital relationship.” We hope the discussions will be thorough, but without those long auto‐biographical speeches which are meant for home newspapers, that readers will make time for seeing the exhibitions, and that Bournemouth will be a source of health and pleasure to all our readers who can be there.

In recent years, resource‐based theory has emerged as one of the most promising theoretical frameworks in the field of management. In this paper, the authors aim to explore the application of a resource‐based view when implementing organizational change in Chinese organizations. The problems associated with change are explored from the perspective of human resources (HR).

Structured interviews were conducted with top or middle managers in 160 companies in several large cities in the northern part of China: Beijing, Tianjin, Jinan and Zibo.

From the perspective of HR, the main problems faced when implementing change in Chinese organizations include the following: bureaucratic regulations and strict orders remain the core features of the process of implementing changes in Chinese companies. Meanwhile, the intrinsic values and emotions of employees were neglected and coercion and manipulation was frequently used as a strategy to overcome resistance to change. Moreover, Chinese managers are found to lack the skill to involve employees in the change process.

The study provides some insights into the human side of the change management process in China. Based on the research results the authors have identified the main problems associated with HR and recommend that the human resource management function facilitate the success of organizational changes.

The demand to reduce carbon emissions has become an increasingly important social factor due to the unprecedented impacts of climate change. However, most existing publications have focused on minimizing emissions during the operational phase of buildings. At the same time, there is a lack of comprehensive research conducted on carbon emissions, specifically during the construction phase. The purpose of this paper is to identify, review and classify current practices related to carbon emissions management in construction operations to gain greater insight into how to reduce and mitigate emissions and achieve more sustainable solutions.

This study reviewed the published literature on carbon emissions from construction. A total of 198 bibliographic records were extracted from the Scopus collection database and analyzed using Preferred Reporting Items for Systematic Review and Meta-Analyses (PRISMA). PRISMA is used as a basis for reporting possible trends, research methods and strategies used in published literatures. A total of 99 papers related to carbon emissions in the construction operations were further reviewed and analyzed. This review paper draws on existing research and identifies current carbon management patterns in construction projects.

Data indicated an upward trend in the number of publications in carbon emissions research during the last few years, particularly in 2015, 2017 and 2019. The most significant contributions to the domain were reported from China, Europe and the USA. This paper found that most studies conduct the Life Cycle Assessment (LCA) method to estimate carbon emissions. This paper found that the primary studies have focused on construction machinery and equipment emissions. The strategies such as establishing uniform standards for carbon emissions policies and regulations, equipment and logistic planning and low carbon design material will potentially impact carbon emissions reductions.

This paper provides information that will be beneficial for the construction industry to design and manage construction operations. It will also be of interest to those looking to reduce or manage construction emissions.

Although there is a diversity of current thinking related to the practical estimation and management of carbon emissions in construction projects, there is no consolidated set of keys of standardized carbon emissions management in practice. By assessing the existing paradigms of carbon assessment methods and tactics in the construction industry, this study contributed to the existing knowledge base by providing insights into current techniques in the construction sector for monitoring and mitigating emissions.

This empirical research investigates the impact of board nationality diversity on the efficiency of banks. Additionally, our analysis examines the interacting impact of women's representation on bank boards in the correlation between nationality diversity on board and bank efficiency.

This research utilizes a dataset comprising banks operating in the MENA countries over an eight-year period. We apply diverse statistical methodologies, with Ordinary Least Squares (OLS) being the primary econometric analysis, alongside several robustness tests.

The research results offer important insights into the importance of board nationality diversity, as well as its interaction with the inclusion of women on boards. The findings indicate that having foreign directors on bank boards enhances efficiency. Furthermore, they suggest that increased women representation on boards improves the positive correlation between presence of foreign directors in boardrooms and efficiency of banks, thereby mitigating agency problems and enhancing governance practices.

These results carry substantial implications for legislators across the MENA countries. Advocating for diversity policies within banks to encourage the inclusion of foreign directors on their boards could lead to efficiency enhancements. Furthermore, policymakers might explore the implementation of quotas or directives to bolster gender heterogeneity within board appointments, ultimately fostering improved bank efficiency and bolstering competitiveness within the region.

This study breaks new ground by investigating how board nationality diversity affects efficiency of banking sector in the MENA countries. It stands out for examining the moderating role of women representation on boards, offering novel insights into how these factors interact.

This study aims to underline the importance of addressing gender issues in family firms. It reinvigorates research in this field by revealing its current state, identifying research gaps and suggesting future agendas.

A bibliometric approach using a co-word analysis of 376 papers from the Web of Science database and their 885 keywords was performed to reveal the thematic structure of gender and family firm research, research topics, associations among them and their evolution over the last 30 years (1991–2021).

This review provides an extensive literature base and suggests research topics that facilitate the adoption of a gendered lens in family firm literature and business practice.

This review demonstrates how gender issues are intertwined with management, leadership and family firm approaches. Our observations inform scholars, policymakers and practitioners on the need to integrate gender issues into organizational culture and to connect empowerment strategies with the sociocultural environment.

This study shows the need to address women’s empowerment in business, considering different sociocultural contexts in addition to a Western focus. It also calls for embracing gender and feminist perspectives in research.