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This study aims to identify sustainability indicators in the energy sector through a literature review and validate them from the perspective and context of professionals working in the sector in an emerging economy country, Brazil, considering the relationship of these indicators with the achievement of the targets set by the United Nations sustainable development goals (UN SDGs).

To accomplish this, a literature review on sustainability indicators specific to the energy sector was conducted. Subsequently, a research instrument (questionnaire) based on the identified indicators was developed and a survey was administered to professionals in the field. The collected data were analyzed using the Lawshe method.

The results revealed 20 indicators, distributed across environmental, economic and social dimensions. Among these, nine indicators were validated, including global impacts, local impacts, renewable energy production as a percentage of total production, greenhouse gas emissions, access to electricity, investment in the energy sector, installed capacity in the electricity sector, energy prices in the end-use sector and energy distribution and conversion efficiency.

Consequently, it was possible to determine which SDGs are directly impacted and provide a foundation for future actions that can contribute to the sustainable advancement of the energy sector in emerging countries.

The purpose of this study seeks to identify the critical barriers for the deployment of Lean Construction (LC).

In order to identify the barriers of Lean Construction, a systematic review of the scientific literature was carried out, in addition to analysis of the content of papers presented at a major Lean Construction conference. After the barriers were identified, a Lawshe study was conducted with experts in Lean Construction to verify the criticality of each of the barriers encountered.

This study identified 83 potential pre-deployment barriers in the literature, of which eight were considered critical by the experts. The results of Lawshe study pointed that critical barriers refer to leadership characteristics, cultural aspects and structural aspects.

Variations in the assessment of the criticality of the barriers may occur from one country to another due to regional differences in the construction sector.

The implications of this study are recognizing and identifying the characteristics of an organization that can hinder Lean Construction allows these issues to be resolved before beginning the Lean journey.

This article is the first of its kind to assess the criticality of barriers to Lean Construction using a quantitative technique. Knowledge of this set of barriers provides both practical and theoretical readers with an increased chance of success in the deployment of an LC project.

This study aims to analyse the essential characteristics for the success of social projects developed with undergraduate students of higher education institutions (HEIs).

A case study was conducted to verify the main characteristics of projects in a social entrepreneurship initiative. These features were used to perform a survey with experts to understand which of these items are essential for social projects success, through Lawshe’s method.

Of the ten items evaluated, two were considered essential by the experts: “Proper alignment between project scope and actual local community needs” and “Good level of interaction between students participating in the project and the local community”.

These findings can be useful for professors and coordinators to prepare future projects in HEIs. They may also be advantageous for researchers who may use them as a starting point for future studies.

The novelty of this study is the methodological approach used: a case study of projects in a social entrepreneurship initiative in a relevant Brazilian university; and a Lawshe’s method analysis of responses of experts in social projects developed in HEIs. The findings can greatly contribute to the debates in this field. No similar research was found in the literature.

The present study aimed at developing and validating a self-development training package and determining self-development's effectiveness on job variables and human capital agility among secondary school principals in Isfahan.

In the first phase, the researcher conceived a full version of the self-development training package by studying the theoretical evidence of research and interviewing experts as well as using content analysis. The questionnaire was presented to several experts (n = 8) in that field of study for evaluation after compiling the initial version of the self-development training package, with the aim of determining the face and content validity. In the second phase of the study, the effectiveness of the self-development training package was experimented on secondary school principals using a quasi-experimental pre-test–post-test design and follow-up with a control group.

The evaluation results were suitable for the training package based on the proposed Lawshe method. The results also indicated that the implementation of a self-development training package in the experimental group had a significant effect on job performance and its dimensions, as well as human capital agility. The effect of the training package on increasing job performance in the post-test stage was 55.3% and was 50.2% in the follow-up stage. Also, the effect of this package on increasing the agility of human capital in the post-test phase was equal to 34.8% and was equal to 28.9% in the follow-up stage.

Question 1: What are the components of a self-development training package? Question 2: What is the credibility of the developed training package from the experts' point of view? Question 3: Does the self-development training package have an effect on job performance and its dimensions? Question 4: Does the self-development training package have an effect on human capital agility?.

A great deal of work has been done by industrial and organisational psychologists to express the utility of validated employee selection systems. Much of this work has focused on methods for estimating economic utility, to show how many dollars can be gained or saved by implementing a new selection procedure. These methods can be quite useful, yet it is often difficult for the sponsors of selection systems to appreciate the credibility of the resulting dollar value estimates. Many users of selection systems still need to see utility analyses that demonstrate the selection system's value in more tangible behavioural terms that can be anchored in familiar performance metrics or standards of the organisation. This article presents all the information needed to compute theoretical expectancies for improvement of job performance under three well‐known models, eliminating the need to rely on incomplete expectancy tables. The methods described produce highly accurate results for all possible input values, and can be implemented easily using a variety of widely available software tools.

The purpose of this research is to determine the competitive advantages of higher education institutions (HEIs) and create a new methodology to rank universities according to the competitive advantages.

The research determines the competitive advantages of HEIs by analysing expert opinions through a semi-structured interview form, matches codes and themes to performance indicators using Saldana's two-cycle coding methods, evaluates content validity through Lawshe and reveals the item weights of the ranking with analytical hierarchy process (AHP). Simple additive weighting (SAW) and Technique for Order of Preference by Similarity (TOPSIS) methods were used for ranking universities.

Seven dimensions stand out in regard to what should be considered while ranking HEIs: research and publication, education, management, infrastructure, financial resources, human resources and social and economic contribution. Under the 7 dimensions, 69 indicators were determined.

The research provides a scientific reference point where HEIs can compare themselves with other HEIs regarding where they are in the sector, especially in terms of competitive advantages.

Although there are many different ranking methods that rank universities in the national and international literature, almost all these methods are largely based on the outputs of the university such as the number of publications, the number of patents, the number of projects, etc. A framework which ranks universities by considering different aspects of the institution, such as management, human resources and financial resources, has not been developed yet. In this respect, this research aims to fill this gap in the literature.

This study aims to validate the content of an instrument which identifies the organizational, sociocultural and technological characteristics that foster digital transformation (DT) in higher education institutions (HEIs) through the Delphi method.

The methodology is quantitative, non-experimental, and descriptive in scope. First, expert judges were selected; Second, Aiken's V coefficients were obtained. Nine experts were considered for the validation.

This study’s findings show that the instrument has content validity and there was strong consensus among the judges. The instrument consists of 29 questions; 13 items adjusted and 2 merged.

A novel instrument for measuring the DT at HEIs was designed and has content validity, evidenced by Aiken's V coefficients of 0.91 with a 0.05 significance, and consensus among judges evidenced by consensus coefficient of 0.81.

The construction industry has a significant function in improving the quality of life in the urban environment; meanwhile, greening the supply chain is becoming a seriously pressing issue in the construction industry. This paper seeks to select green suppliers in construction projects implemented at Iranian state universities via multicriteria decision-making (MCDM) models through rough set theory.

A mixed methodology design was conducted through a literature review of studies concerned with green suppliers to identify the related criteria and the rough MCDM techniques. As such, 15 criteria were finalized through content validity ratio (introduced by Lawshe, 1975). The weights of the criteria were calculated through the rough AHP and the suppliers were prioritized using the rough TOPSIS to contribute to the Construction Department.

The study proposed a hierarchical structure of the decision process for green supplier selection in construction projects. According to the weighting results, environmental awareness, green social responsibility and the environmental management system were the most important criteria.

Because the scope of the study was limited to state universities and the methods worked according to the experts' views, the results should be generalized with more caution. The validity of the results should be examined by applying the model to similar contexts.

The study conceptualizes green supplier selection in construction projects at state universities. Furthermore, the method used makes it possible to deal with the uncertainty arising from experts' limited awareness of only part of the problem rather than the whole system under investigation.

Food experience is gaining importance in the increase of sustainable competitiveness of tourism businesses, hence the importance of food consumption measurement in the context of recent gastronomic trends. However, to the best of the authors’ knowledge, there is not any appropriate scale to measure food consumption in the context of recent gastronomic trends. This study aims to fill this gap by developing and validating a scale that tends to measure tourists’ food preferences.

This is an explorative study with its unique construction and methodological approach. More specifically, scale development procedures were followed through reviewing the literature and gathering the opinions of 20 experts, and then the primary data were collected through the survey applied to 248 foreign visitors to Turkey. Finally, the subsequent survey was applied to 628 foreign visitors to Turkey for the sake of validity.

This study reveals a scale and validates it. The scale development and validation processes resulted in a three-factor model with 14 items to assess food consumption tendencies: modernist cuisine tendencies, fusion cuisine tendencies and local cuisine tendencies.

This study contributes to the relevant knowledge accumulation by developing and validating a scale measuring food consumption tendencies within the frame of recent gastronomic trends. The authors hope to broaden understanding and utilization of the tendencies and trends by both stakeholders in the tourism industry and academic circles.

To the best of the authors’ knowledge, this study is one of the first food consumption scale development and validation attempts within the frame of recent gastronomic trends. Considering this, it is hoped that the outcomes are unique and lead academia and practitioners in further research.

Although the background on positive and supportive leadership styles and their positive effects is constantly increasing, it is known that negative and destructive leadership styles are less researched. Thus, examining the toxic leadership behaviors of nurse managers and the effects of these on nurses has a critical significance. When the measurement tools evaluating toxic leadership are examined, it is seen that there is a need for measurement tools that evaluate the toxic leadership behaviors of nurse managers. This study's purpose is to psychometrically examine the Turkish version of the Toxic Leadership Behaviors of Nurse Managers (ToxBH-NM-TR) Scale and test the hypothesized conceptual model that includes the relationships between toxic leadership, mental well-being and work engagement.

This quantitative research was carried out in psychometric, correlational and cross-sectional design. A total of 559 nurses were included in the study by using the convenience sample method. The ToxBH-NM-TR Scale, Warwick–Edinburg Mental Well-Being Scale and Utrecht Work Engagement Scale (UWES) were used to measure the latent variables of the study. The data were collected between June and October 2020 with the online survey method. IBM SPSS Statistics 24 and Amos 21 statistical programs were used to analyze the data.

The scale-content validity index of the ToxBH-NM-TR was 0.88. Confirmatory factor analysis results showed that the fit indices were acceptable. The ToxBH-NM-TR had high internal consistency and temporal stability. In addition, the relationships between the latent variables of the study were in the expected direction and statistically significant (p < 0.001). The hypothesized conceptual model showed an acceptable or good fit to the data. Mental well-being partially mediated the relationship between toxic leadership and work engagement. The study showed that the ToxBH-NM-TR is a valid and reliable instrument and provided evidence that confirmed the hypothesized conceptual model.

The first of these is the fact that managers' toxic leadership behaviors were determined based on nurses' self-report. For this reason, participants' potential prejudices may have affected the results of the study. The second limitation concerns the data collection technique. Using face-to-face data collection techniques during the COVID-19 pandemic could create a danger/risk for the health of nurses, researchers and patients. Therefore, the nurses in this research were reached through an online survey on social media platforms. The participants of the study were limited to those who had access to social media. Finally, some socio-demographic and professional characteristics of the participants may be a confounding variable for the model. For this reason, this conceptual model needs to be validated on other samples in different countries to increase the generalizability of the research results.

The characteristics of this leadership style should be understood, and its effects on employees and organizations should be evaluated by screening regularly to prevent the development of toxic leaders and to eliminate the harmful effects of their behavior. The nurses should respond decisively to the forces that cause them to submit in order not to encourage a toxic leadership style. Healthcare institutions should develop procedures and take a proactive approach to destructive and negative leadership behaviors and practices. In addition, nurse managers should get feedback by using informal networks and 360-degree assessment tools and evaluate whether their leadership has a toxic function by regularly screening the effects of their leadership.

The results of this study offer important implications for nurses, managers and healthcare institutions and can be useful in gaining awareness about the negative effects of a toxic leadership style. In addition, the study provides a valid and reliable scale that will enable the identification of managers with this leadership style to prevent the development of toxic leaders and eliminate the harmful effects of their behavior.