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The objective of this chapter is to discuss how different techniques in Regional Science and Peace Science and the emerging techniques in Management Science can be used in analysing Disaster Management and Global pandemic with special reference to developing countries. It is necessary for me to first discuss the subjects of Disaster Management, Regional Science, Peace Science and Management Science. The objective of this chapter is to emphasise that the studies of Disaster Management should be more integrated with socioeconomic and geographical factors. The greatest disaster facing the world is the possibility of war, particularly nuclear war, and the preparation of the means of destruction through military spending.

On Instagram, a verified badge (a blue checkmark) is used to confirm the authenticity of influencers' accounts for consumers. Yet, it is unclear whether followers trust the badge or are influenced by the influencer's large following. This research aims to investigate the impact of verified badges on followers' trust and behavioral intentions.

This research conducts three experiments to investigate the impact of the verified badge on consumer attitudes and behavioral intentions, recruiting participants from freelance recruiting website in all three experiments.

The results show that a verified badge can sequentially influence consumer trust, attitude and sharing intentions. Furthermore, the impact of the verified badge on trust is more pronounced among micro-influencers as opposed to macro-influencers, and it can mitigate the negative attitude toward commercial postings.

Based on trust transfer theory, this research is a pioneer in investigating the effectiveness of verified badges on social media. These findings contribute to the field of influencer marketing by considering influencers' characteristics and the commercial intent of postings as moderators. Additionally, the results offer managerial insights for developing influencer marketing strategies.

The purpose of this review is to argue that the way that perceived employee misfit (PEM) has been measured in quantitative studies does not capture the construct identified in qualitative studies.

Through reverse citation analysis, this study reveals how low levels of value congruence became the currency of PEM in quantitative studies.

This study finds that in the absence of alternatives, researchers have taken low scores of value congruence as a measure of misfit. However, there is limited evidence to show that PEM relates to values, supplementary conceptualization or interactions with the organization (rather than interactions with other employees, tasks, etc.). In addition, the most commonly used instruments measure degrees of similarity, not disparity, making the interpretation of PEM-related data unclear. Combined, these factors raise construct validity concerns about most quantitative studies of PEM.

Given the upsurge of interest in PEM, there is an urgent need for greater clarification on the nature of the construct. From the analysis, this study identifies two key dimensions of studying PEM that create four distinctly different ways of conceptualizing the construct.

This study highlights a series of major methodological weaknesses in the study of PEM and reveal that almost all published quantitative studies of PEM are actually studying something else; something whose nature is very unclear.