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The purpose of this paper is to examine the antecedents of volunteer commitment and intention to remain volunteering for the same event in the future, in the context of two annually held Norwegian cycling race events.

A cross-sectional design was used, applying a questionnaire that was developed and distributed to the cycling events volunteers both in hard copies and as online format by QuestBack.

The volunteers were motivated by egoistic, altruistic, connection to the sport, and external factors. They were highly committed and intended to remain as a volunteers in the future events. Older age; satisfaction from their own contribution and type of work, from recognition; and motivation as personal connections to the sport predicted commitment. Higher levels of education, commitment, and motivation by personal connections to the sport predicted intention to remain as a volunteer for future events. A factor-based structure of sport event volunteer satisfaction was presented, which, to the best of the knowledge is the first of its kind.

The study should be replicated across several events to test the external validation of the models.

This understanding of motivation and satisfaction can be beneficial for the management of volunteers in order to retain the experienced and motivated volunteers and to ensure the continuation of the event in the future.

The study adds new knowledge to the research field by presenting an extensive, updated literature review, development of a fist factor-analysed scale for volunteer satisfaction, and the first application of the model including volunteer demographics, satisfaction, motivation, and commitment in predicting intention to remain volunteers for the biking event in the future.

Although numerous studies have been conducted to explore the impact of various factors on employees' turnover intention and intention to remain with the organization, the relationship between these two constructs remains largely unexplored. Considering the significance of these constructs, particularly in the context of the COVID-19 pandemic, the authors aimed to investigate their association within an academic environment using a dynamic modeling approach.

This study follows a quantitative approach and utilizes a longitudinal survey design. The authors utilized a cross-lagged panel model (CLPM) and employed the parametric efficient partial least squares (PLSe2) methodology to estimate the dynamic model using data gathered from lecturers associated with both public and private universities in Malaysia. In order to offer methodological insights to applied higher education researchers, the authors also compared the results with maximum likelihood (ML) estimation.

The findings of the authors' study indicate a reciprocal relationship between turnover intention and intention to remain with the organization, with intention to remain with the organization being a stronger predictor. Moreover, situational factors were found to have a greater influence on eliciting turnover intention within academic settings. As anticipated, the use of the PLSe2 methodology resulted in higher R² values compared to ML estimation, thereby reinforcing the effectiveness of PLS-based methods in explanatory-predictive modeling in applied studies.

The authors' findings suggest prioritizing policies that enhance training and consultation sessions to foster positive attitudes among lecturers. Positive attitudes significantly impact judgment-driven behaviors like turnover intention and intention to remain with the organization. Additionally, improving working environments, which indirectly influence judgment-driven behaviors through factors like affective work events, affect and attitudes, should also be considered.

This study pioneers the examination of the causal relationship between turnover intention and intention to remain with the organization, their stability over time and the association of changes in these variables using a dynamic CLPM in higher education. It introduces the novel application of the cutting-edge PLSe2 methodology in estimating a CLPM, providing valuable insights for researchers in explanatory-predictive modeling.

Drawing from attitude-behavioral intentions correspondence and target similarity, the aim of this paper is to examine the role of target-specific satisfaction facets in the relationship between factors related to professional development and older nurses' intention to remain with their organization.

In this longitudinal panel study, 422 hospital-employed registered nurses aged 45 to 64 completed a questionnaire (T1) and a second questionnaire (T2) a year later. Structural equation modeling was used to test the hypothesized model.

Availability of training and development practices targeted to older nurses at T1 was linked to intention to remain with the organization at T2 through T1 satisfaction with professional development opportunities and T2 satisfaction with the organization as a whole. Job challenge at T1 was related to intention to remain through T1 satisfaction with the job itself and T2 satisfaction with the organization.

The occupation-specific sample may limit the generalizability of the findings.

Organizations need to ensure that older nurses have the opportunity to upgrade their current job skills, to acquire new skills, to be adequately trained on the use of new technology, and to support professional development through release time, tuition reimbursement, and education leaves. Attention also needs to be directed towards job design and ensuring older nurses' jobs fully utilize their skills and expertise.

The findings demonstrate that target-specific facets of satisfaction are an important underlying mechanism linking professional development factors and older nurses' intention to remain. Organizational satisfaction, an under-researched construct, played an especially prominent role in this process.

This paper aims to investigate the antecedents that contribute to wine club members’ intention to remain in the wine club. Additionally, this study examines the potential departure and retention rates of wine club members, as well as provides insight into socio-demographic profiles and differences of wine club members.

This research relied on prior literature to build hypotheses that were tested using multiple linear regression analyses. An online questionnaire was used to recruit a total of 352 usable surveys from wine club members of a winery located in Fredericksburg, Texas. The researchers examined the predictive power of perceived service quality, winery wine club policy, customer loyalty and brand attitude on wine club members’ intention to remain in the wine club.

Customer loyalty and brand attitude were found to significantly predict wine club members’ intention to remain in the wine club, accounting for approximately 49 per cent of the variance explained. However, perceptions of service quality and winery wine club policy were not found to significantly predict wine club members’ intention to remain in the wine club. Additionally, household income was found to also positively correlate with wine club members’ intention to remain.

First, this research relied on self-reported measures. Second, wine club members from only one winery were surveyed, limited generalizability. Third, this paper specifically examined the antecedents of wine club members’ intention to remain and did not examine the reasons why wine club members leave. Ultimately, the main implication of this research is in demonstrating the importance of customer loyalty and brand attitude as antecedents of wine club members’ intention to remain in the wine club, as well as in providing insights as to the potential retention and churn rates of wine club members.

Prior research is yet to investigate the factors that predict wine club members’ intention to remain in the wine club. Thus, this paper provides evidence as to two powerful predictive antecedents that prevent wine club member churn. Furthermore, this research yields additional insights regarding wine consumer behavior within the context of the direct-to-consumer marketing channel.

This research seeks to explore the factors predicting customer loyalty in retail banking. Loyalty was measured in terms of a customer's willingness to recommend a bank and their intention to remain with their main bank short‐term (in the next six months) and long‐term (from six months to five years).

The study was based on a mail survey of 1,951 individuals. Potential predictors were drawn from the literature and included in three separate regression models to model different types of loyalty.

The results indicate that willingness to recommend is best predicted by affective attitude, overall satisfaction and empathy. Short‐term behavioural intentions, however, were best predicted by overall satisfaction and responsiveness, while long‐term intentions were predicted by overall satisfaction, affective attitude and empathy. The three models explained a substantial amount of the variation in the dependent variables: 71 per cent for willingness to recommend, 43 per cent for short‐term intentions and 46 per cent for long‐term intentions.

The study adds to the discussion of the relationship between perceived satisfaction, service quality and a customer's intentions to recommend a bank and/or remain a customer. The results also contribute to the development of more parsimonious models, suggesting that affective attitude, overall satisfaction, empathy and responsiveness together explain a large percentage of the variation in customers' intentions.

Based on this study's findings, banks can profile customers with potential for defection based on only four variables.

The results demonstrate the importance of satisfaction measures and some SERVQUAL dimensions in predicting loyalty in retail banking. It also found evidence that not all five SERVQUAL measures are needed to profile customers and predict loyalty.

The number of self-initiated expatriates (SIEs) is growing, yet we know relatively little about their work experiences, especially how they react to stress. The purpose of this study is to examine whether challenge and hindrance stressors influence SIEs' intent to remain as well as the possible influence of emotional resilience and cultural novelty upon these relationships.

Data were collected from 249 SIEs working in China.

As hypothesized, hindrance stressors were negatively related to the SIEs' intent to remain. Contrary to expectations, challenge stressors were not associated with intent to remain. Hindrance (challenge) stressors were negatively (positively) related to emotional resilience, and resilience mediated the relationship between stressors and intent to remain. Cultural novelty failed to moderate the relationship between emotional resilience and intent to remain and did not moderate the mediated effects of challenge stressors on intent to remain via emotional resilience. Cultural novelty did moderate the mediated effects of hindrance stressors on intent to remain via emotional resilience, but not in the hypothesized direction.

This study was cross-sectional. It examined SIEs working in China, and its findings may not be generalizable to SIEs working in other countries.

This is the first study to examine how emotional resilience may mediate the relationship between stressors and SIEs' intent to remain and also considered the possible moderating effects of cultural novelty. In addition, unlike most studies that focus only on the negative outcomes of hindrance stressors, this study tested the possible positive effects of challenge stressors.

The loyalty literature has investigated the association between customer satisfaction and customer loyalty and revealed mixed results. Some studies have indicated that the relationship is linear, whereas others have found it to be non‐linear. This study examines the nature of this association in retail banking, an issue that has not been tested empirically.

A survey study examined bank customers' attitudes, perceptions, and behavior. Bivariate and multivariate testing was applied to develop two loyalty models: one based only on variables typically known to a bank, such as demographics and recent consumer behavior, and the other based on additional survey data.

A non‐linear relationship between customer satisfaction and customer loyalty was found, and a model explaining 56.9 percent of the variation in customer loyalty was developed. Predictors of loyalty beyond the attitudinal dimensions traditionally tested for their association with loyalty were found to be associated with customers' intentions to remain with their bank. In particular, market conditions such as switching costs and benefits as well as recent consumer behavior were found to add explanatory power. Further, this study contrasted a full model explaining 56.9 percent of the variation in loyalty with a model based only on variables known to banks, which explained only 8.4 percent. Profiling customers based on survey data can thus provide additional explanatory power compared to data mining models

The models can be used by bankers to profile customers who are likely to remain loyal, allowing practitioners to implement proactive marketing action to reward such loyalty. Customers least likely to defect have high satisfaction levels, perceive switching as an unattractive option, and typically have a long‐established banking relationship.

This study aims to test a model of the relationships among older workers' propensity to engage in development activities (development orientation), their perceptions of the development opportunities associated with their job (job development climate), their commitment to their organization, and their intention to remain with their organization.

Separate questionnaires were completed by 395 individuals aged 50 to 70, who were in their career job and 195 individuals aged 50 to 70 who were employed in a bridge job. Both questionnaires included measures of development orientation, job development climate, affective commitment and intention to remain as well as individual characteristics and organizational characteristics.

The findings supported the proposed model in that development orientation was positively related to job development climate which, in turn, was positively related to affective commitment and affective commitment was positively related to intention to remain with the organization. There were both similarities and differences in the patterns of relationships for career‐job and bridge‐job respondents.

The question of causality cannot be determined because of the cross‐sectional research design.

To create a supportive development climate and retain older workers, employers need to foster older workers' development orientation and ensure that their work assignments provide opportunities to learn new knowledge and skills.

There is little empirical research addressing issues related to the development and retention of older workers. No previous studies have investigated both development orientation and job development climate in the context of older workers.

This study aimed to know principals' intentions of implementing nutrition education (NE) and explore the challenges they may anticipate while implementing NE in their respective schools.

The study employed a sequential mixed-method design using a questionnaire and interviews to collect data. The quantitative data were collected from 378 secondary school principals, while 16 school principals were interviewed.

The study found principals with positive intentions towards implementing NE. The results also highlighted challenges related to capacity building, resources (both human and physical), policies and plans, roles, and responsibilities of the implementers (teachers and principals), support from higher authorities, community participation and teachers' unions. This study concludes that principals' intentions remain central to the implementation of NE in schools. However, it is necessary to overcome those challenges before its implementation.

The study sought to ascertain principals' intentions rather than their actual behaviour of NE implementation and hence remains limited in this area, which future research may consider. Furthermore, the research is limited to the principals' opinions on the anticipated challenges associated with NE implementation. The study did not solicit the opinions of other stakeholders, such as education managers, policymakers, teachers and communities.

The article is significant in terms of NE being implemented in schools to improve students' physical and academic wellbeing. The critical role of principals has been investigated by determining their intentions and the anticipated challenges associated with implementing NE. The authors declare the originality of the data.

This study aims to examine the relationship between cultural intelligence and organisational commitment and its effect on learning goal orientation and turnover intention within the expatriate society of the United Arab Emirates (UAE).

A survey instrument was developed to collect data from 173 non-management expatriates employed by multinational corporations located in Dubai, UAE. SmartPLS bootstrap software was used to analyse the path coefficients and test the research hypotheses.

The results demonstrate that cultural intelligence enhances both learning goal orientation and turnover intention of expatriates. Moreover, organisational commitment partially mediates the relationship between cultural intelligence and turnover intention/learning goal orientation.

This study contributes by advancing extant knowledge with regard to cultural intelligence and organisational commitment effects on turnover intention and learning goal orientation of expatriates within a context of high cultural heterogeneity.