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This study employed the commitment–trust theory in social psychology and relationship marketing to explore female customers' perception of channel integration quality in omnichannel retailing and its influence on their relationship commitment to and trust in the relationship with retailers, and thus on their stickiness. Channel integration quality consists of two dimensions: channel service configuration (channel choice breadth and channel service transparency) and integrated interactions (content consistency, process consistency and perceived fluency).

The study was carried out via a questionnaire survey, to which 868 valid responses were collected. The partial least squares technique was used to test the hypotheses.

Channel service transparency and perceived fluency influence relationship commitment; content consistency, process consistency and perceived fluency all have significant effects on trust. Interestingly, although less influential than integrated interactions, channel service configuration is the foundation of channel integration quality, testifying to its significant role.

This study provides strong evidence on how channel integration quality affects customer stickiness. Moreover, this study replicates the finding of significant relationships among relationship commitment, trust and stickiness in omnichannel retailing.

The purpose of this paper is to examine the relationship between competitive personality (CMP) and rationalized knowledge hiding (KH) and to explore the mediating effects of knowledge-based psychological ownership (KPO) and organization-based PO (OPO) by developing a mediating framework.

Data were collected from the ordinary employees of listed companies in China (2022) via a Web-based survey. The total number of valid samples was 337. Confirmatory factor analysis was used to test the reliability and validity of the constructs, and structural equation modeling was used to verify the direct and mediating effects.

The findings revealed a positive relationship between CMP and rationalized KH (RKH). KPO plays a positive mediating role between CMP and RKH, whereas OPO plays a negative mediating role between CMP and RKH.

First, although the questionnaire collection is split into two sessions to reduce common method variation, there is inevitably some risk, as the questionnaires are all reported by the same respondent. Second, this study examined the effects of CMP on RKH based on the Chinese cultural context, but the applicability of this finding to cross-cultural contexts warrants further study. In the future, researchers can conduct cross-cultural comparisons to determine the generalizability of the findings.

This study helps managers to better identify the RKH behaviors that exist in organizations, understand the reasons and processes behind employees’ KH and facilitate more effective knowledge management by managers.

This study uses CMP as an important indicator of employees’ RKH behavior, enriches the research related to the antecedent variables of RKH and reveals the influence mechanism between CMP and RKH from the perspective of PO, and the findings can help researchers and managers understand the process and antecedents of RKH so that timely interventions can be implemented.

The link between supply chain agility (SCA) and performance has been tested in previous research with different samples and results. The present paper quantitatively analyses and summarises the impact of SCA on performance found in previous empirical papers and determines the influence of several identified moderators.

Using a meta-analysis approach based on a systematic literature review, a total of 63 empirical papers comprising a sample of 14,469 firms were meta-analysed to consider substantive (type of performance and SCA operationalisation) and extrinsic (economic region and industry) moderators.

Results confirm a significantly large, positive correlation between SCA and performance. None of the analysed moderators has enabled the identification of any significant differences between the SCA and performance correlations by subgroup. However, high heterogeneity in total variance, both in the full sample and the subgroups by moderator, demands further rigorously reported empirical research on this topic with clearly conceptualised variables and frameworks and the use of validated scales.

Several research gaps and best practice recommendations have been indicated to improve future empirical research on this topic.

Practitioners in different economic regions and industries will find consistent evidence of improvements in performance through SCA.

No meta-analysis has been found in previous research to estimate the value of the correlation between SCA and performance and the influence of moderating variables.

The world of work is constantly changing. The COVID-19 pandemic has reinforced working from home, and there is an increasing demand for flexibility regarding the workplace. There is little empirical evidence on the mechanisms and factors that influence employee outcomes, such as productivity and turnover intention, at the workplace and at home. In addition, it is unclear whether the workplace characteristics that influence employee outcomes vary between different nations due to country-specific circumstances. The paper aims to address these two issues.

The research model applied in this study is based on the job demands-resources (JD-R) and environmental demands-resources models using German (n = 429) and USA (n = 507) survey samples. Partial least squares structural equation modelling is used to analyse the influence of workplace characteristics (isolation, family–work interference, equipment/facilities and skill variety) on employee outcomes (satisfaction, burnout, productivity and turnover intention). Additionally, a multi-group analysis is used to explore group differences in the factors influencing satisfaction, burnout, productivity and turnover intention between employees in Germany and the USA.

The results reveal that significant determinants of productivity and turnover intention include isolation, family–work interference, equipment/facilities and skill variety. Isolation and equipment/facilities are identified as the most important demands and resources of the home workplace. Some significant differences are found between Germany and the USA. The positive effect of isolation on burnout is significantly stronger in the USA than in Germany, whereas the positive effect of family–work inference on burnout is stronger in Germany than in the USA. The negative effects visible for the relations between burnout and satisfaction, and satisfaction and turnover intention are stronger in Germany than in the USA. The positive effect of burnout on turnover intention is stronger in the USA compared to Germany.

The study adds empirical evidence to the JD-R theory by analysing the influence of the home workplace characteristics on employee outcomes in different countries for the first time using a multi-group analysis. In addition, the study reveals new insights into the differences between the knowledge workforces in Germany and the USA by uncovering how key factors influence employee outcomes such as productivity and turnover intention, partially carried by varying length of experience in work from home between both of these countries. Insights from this study can support corporate real estate managers to make better decisions on the design of employees’ home workplaces and the integration of work from home into the company’s workspace concept.

This paper examines the mediating process of enhancing employees' psychological ownership among family hotel employees.

A total of 1,005 employees from 197 budget-to-three-star family hotels took part in the study by completing an either self-reported or interviewer questionnaire. The respondents were selected using a convenient sampling technique. A partial least square structural equation was used to analyse the data.

Work engagement and organisational performance were shown to significantly predict psychological ownership, except for counterproductive work behaviour. Both counterproductive work behaviour and organisational performance were found to predict psychological ownership. Finally, the relationship between (1) counterproductive work behaviour and psychological ownership and (2) organisational performance and psychological ownership is mediated by work engagement.

Replication of this model in different countries and other work settings is highly recommended for cross validating the reported findings in this study. The study emphasises the need for family hotel owners to create a conducive work environment devoid of conditions that promote counterproductive work behaviour among employees and encourage them to engage in higher productivity.

This study appears to be one of the first to have investigated a model linking counterproductive work behaviour, performance to psychological ownership through work engagement in the family hotel context.

This study aims to examine the relative effects of three organizational brand types (product, employment and corporate social responsibility brands) on organizational attractiveness. The potential differences in the impacts exerted by each brand on organizational attractiveness between the US and Chinese job seekers are also examined.

A policy-capturing design was used among both US and Chinese participants to test the hypothesized relationships using multilevel modeling.

Results suggest that each brand type independently contributes to the prediction of attractiveness, with the employment brand a significantly stronger predictor than the other two. Besides, the strength of relationships between brands and organizational attractiveness varies among job seekers from different national contexts.

The findings contribute to the limited understanding of how different types of brands together influence organizational attractiveness among job seekers, and the role national context plays in it.

The purpose of this study is to investigate the effects of nanoadditive lubricants on the vibration and noise characteristics of helical gears compared with conventional lubricants. The experiment aims to analyze whether nanoadditive lubricants can effectively reduce gear vibration and noise under different speeds and loads. It also analyzes the sensitivity of the vibration reduction to load and speed changes. In addition, it compares the axial and radial vibration reduction effects. The goal is to explore the application of nanolubricants for vibration damping and noise reduction in gear transmissions. The results provide a basis for further research on nanolubricant effects under high-speed conditions.

Helical gears of 20CrMnTi were lubricated with conventional oil and nanoadditive oils. An open helical gearbox with spray lubrication was tested under different speeds (200–500 rpm) and loads (20–100 N·m). Gear noise was measured by a sound level meter. Axial and radial vibrations were detected using an M+P VibRunner system and fast Fourier transform analysis. Vibration spectrums under conventional and nanolubrication were compared. Gear tooth surfaces were observed after testing. The experiment aimed to analyze the noise and vibration reduction effects of nanoadditive lubricants on helical gears and the sensitivity to load and speed.

The key findings are that nanoadditive lubricants significantly reduce the axial and radial vibrations of helical gears under low-speed conditions compared with conventional lubricants, with a more pronounced effect on axial vibrations. The vibration reduction is more sensitive to rotational speed than load. At the same load and speed, nanolubrication reduces noise by 2%–5% versus conventional lubrication. Nanoparticles change the friction from sliding to rolling and compensate for meshing errors, leading to smoother vibrations. The nanolubricants alter the gear tooth surfaces and optimize the microtopography. The results provide a basis for exploring nanolubricant effects under high speeds.

The originality and value of this work is the experimental analysis of the effects of nanoadditive lubricants on the vibration and noise characteristics of hard tooth surface helical gears, which has rarely been studied before. The comparative results under different speeds and loads provide new insights into the vibration damping capabilities of nanolubricants in gear transmissions. The findings reveal the higher sensitivity to rotational speed versus load and the differences in axial and radial vibration reduction. The exploration of nanolubricant effects on gear tribological performance and surface interactions provides a valuable reference for further research, especially under higher speed conditions closer to real applications.

The peer review history for this article is available at: https://publons.com/publon/10.1108/ILT-07-2023-0220/

Ever since its emergence, the metaverse has presented opportunities and disruptions to every stakeholder, including individual users and organizations. This article aims to offer valuable perspectives on six identified critical areas that the metaverse could significantly impact: marketing ethics, marketing communication, relationship marketing, retail marketing, supply chain management and transportation management.

Through a multi-perspective approach, this paper gathers valuable perspectives from various invited contributors to each of the six identified key areas that the metaverse could significantly impact.

For each key area identified, the invited contributors first share their valuable perspectives by discussing the roles of the metaverse. Subsequently, the invited contributors discuss their views on vital opportunities, challenges and research agenda concerning the metaverse.

With the widespread metaverse, it is expected that each key area identified is likely to undergo significant levels of disruption. Against this backdrop, this paper contributes to the academic literature and industry by gathering different perspectives from invited contributors on the relevance of the metaverse in marketing and logistics domains.

This study investigated the mediating role of job satisfaction and the moderating role of career growth opportunity in the relationship between public service motivation (PSM) and public employees' turnover intention.

The authors recruited 587 public employees from Yunnan Province, China to test moderation and mediation hypotheses. The authors conducted confirmatory factor analysis to determine the discriminant and convergent validity of the measures of PSM, turnover intention, job satisfaction and career growth opportunity. Finally, the authors carried out bootstrapping to ascertain direct, indirect and conditional indirect effects.

PSM had a negative effect on public employees' turnover intention, but this relationship was partially mediated by job satisfaction. Career growth opportunity moderated the association between job satisfaction and turnover intention. In particular, the indirect effect of PSM on turnover intention through job satisfaction weakened under high career growth opportunities.

The results highlighted the significance of PSM and career growth opportunity in shaping public employees' work-related attitudes and behaviors. Public organizations should consider PSM a key criterion in recruitment and selection and pay more attention to the significance of intervening in career growth to satisfy public employees' psychological needs related to individual career development.

This study contributes to the literature on the disputed link between PSM and turnover intention and uncovered the underlying mechanism through which PSM affects public employees' turnover intention by proposing job satisfaction and career growth opportunity as a mediator and moderator, respectively.

This systematic review aims to synthesize the literature reporting the motives, sociodemographic, attitude/behavior and impacts of fake news during the COVID-19 pandemic, targeting the general population worldwide.

A systematic review approach was adopted based on PRISMA, targeting articles published in five databases from January 2020 to November 2021. The screening resulted in 46 eligible papers.

Results indicate low level of awareness, knowledge, media/health literacy, low trust in science/scientists and entertainment/socialization to be the main motivating drivers for fake news dissemination, whereas the phenomenon is more prominent among those with low socio-economic status, and males. Negative impacts were reported due to fake news dissemination, especially violation to precautionary measures, negative affections, and low trust in government/news, with many believing that others are more susceptible to fake news than themselves.

Considering the pandemic is still on-going and the deleterious consequences of fake news, there is a need for cohort-based interventions from the concerned authorities.

The systematic review covers a wide timeline of 23 months (i.e. up to end of 2022) targeting five well-known databases, hence articles examined are deemed extensive and comprehensive. The review specifically focused on the general population with results revealing interesting motives, sociodemographic profiles, attitude and impact of this phenomenon during the COVID-19 pandemic.

The peer review history for this article is available at: https://publons.com/publon/10.1108/OIR-02-2022-0082.