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This study investigated whether job resources (i.e. strengths use support, career self-management and person–job [PJ] fit) moderate the relationship between perceived involvement in a career accident (PICA) and work engagement.

The study adopted a time-lagged design (N = 398; 69% male), and data were collected at two-point of measurements among Nigerian university academics.

Results of the present study indicated that employees with higher PICA scores reported low work engagement. Strength use support had significant direct positive main effects on employee work engagement and also produced a significant moderation effect between PICA and work engagement. Career self-management (CSM) was positively related to employee work engagement. The moderation effect of CSM on the relationship between PICA and work engagement was also significant. Results of the present study further indicated that P-J fit was related positively to work engagement and also moderated the negative relationship between PICA and work engagement.

Dearth of employment opportunities has led individuals to choose their career by chance, but empirical studies that validate this assertion are lacking. Few available studies on career accident were exclusively conducted in Western European contexts. The current study therefore deepens the understanding of career accident and work engagement in a neglected context such as Nigeria.

This study aims to examine the influence of perceived supervisor support (PSS) for strengths use on knowledge sharing (KS) intentions, mediated through work engagement and knowledge self-efficacy, based on the job demand-resources theory and the broaden and build theory.

Structural equation modeling and bootstrap analyses were performed to examine the research model using data derived from a two-wave questionnaire survey of 162 employees from five health-care organizations.

The results indicate that PSS for strengths use promoted KS intentions fully mediated through work engagement and subsequently through knowledge self-efficacy. However, there was no direct relationship between PSS for strengths use and KS intention.

The contribution of this research to the literature on KS is to find the effectiveness of a strengths-based approach in promoting KS intentions across boundaries and identifying mediating factors that link PSS for strengths use to KS intentions.

Recent advancements in the field of organizational psychology have transformed the employees’ perceptions related to the reactions of the employment relationship. The main aim of the study is to explore the consequences of psychological contracts among the nursing staff and how to provide better patient care and quality service in the health-care system as nurses play a pivotal role in the context of Pakistan. Significantly, this study attempts to bridge the research gap by exploring consequences of psychological contracts. Drawing on the social exchange theory, this study examined the psychological contracts of nurses and their reactions to the perceived violation.

This research adopted a qualitative method and was based on an exploratory approach. Data were collected through in-depth semi-structured interviews from 21 nurses working in public, private and charity hospitals in Karachi, Pakistan. The thematic content analysis is employed for the analysis of data by using NVivo software.

The study identified the relational and transactional elements related to the psychological contract of nurses who predominantly consisted of supervisor support, autonomy, tangible/intangible rewards and trust. The intrinsic motivation which relates to their devotion to work was found as an additional element to balance their psychological contract. This research also establishes that the psychological contract of nurses is being violated in their work settings.

By highlighting the importance of psychological contract breach, the findings demonstrate that health-care institutions should take measures to cope with psychological contract breach issues at the workplace.

This study contributes to the body of knowledge by exploring psychological contract breach. Substantially, there are rare studies conducted on psychological contract breach among nurses in developing country context (Pakistan). However, this study adds to the previous studies related to the psychological contract of nurses in the context of Pakistan by using social exchange theories. Finally, this study enables the management of healthcare to balance the psychological contract issues effectively.

In the purview of stress–turnover relationship, the present study aims to explore the endogenous and exogenous aspects of stress and employees' turnover intentions. Further, it also intends to evaluate the mediating role of perceived employee's exploitation between stressors and employee turnover intentions. For that matter, antecedents of stressors were identified and classified into endogenous and exogenous stressors: endogenous stressors relate to the employees' negative psychological contact within an organization and exogenous stressors are various macro-economic factors which have a considerable influence on employees' workplace behavior.

For the purpose of this study, this study choses private school teachers as respondents working in the economically depressed state of India. Thus, data for the present study has been collected from 628 private school teachers of J&K (India) which were randomly selected. In order to ensure valid and reliable statistical inferences from the study, data collected has been validated using confirmatory factor analysis and hypothesis testing has been carried out through structural equation modeling.

It was found that both types of stressors were contributing negatively toward employee's psychological state resulting in undesirable employee organizational relationships manifested as turnover intentions among employees. Moreover, perceived employee's exploitation was found to intensify the relationship of employee turnover as a dependent variable regressed on endogenous, exogenous and occupational stress by fully mediating the stress–turnover intricacies.

The implications of the study include the identification of employees' stressor needs in order to gauge the understanding of the mechanism by which employees react to their environment and develop attitudes toward their jobs. The present study includes a small sample size obtained from private educational institutions only. Therefore, there is a need to take a geographically diverse sample that is inevitable for universal inferences and validity.

Very little research has been conducted to explore endogenous, exogenous and unique stressors such as economic stress and perceived external opportunities which constitute the overall stress. Moreover, to the best of the authors’ knowledge, this is the first study which tests the model empirically that examines the effect of stress–turnover relationship through perceived employee's exploitation in the teaching and educational sector.

The study aims to look at the link between horizontal violence (HV) and organizational culture aspects. Bullying and hostility including intergroup conflict are referred to as HV. HV is a significant issue that is encountered in various professions. The different cultural typologies of group, developmental, hierarchical and rational culture have been addressed in this study. Additionally, it is identified that the prevalence of HV in organizations with different cultural dimensions.

Using a non-probability multistage sampling strategy, a quantitative method was used and questionnaires were circulated to collect data from the information technology sector. The data were analyzed using multiple regression analysis.

The findings demonstrated that HV has a positive and substantial association with the group and developmental culture, whereas HV has a negative link with hierarchical and rational culture.

These results provide a valuable tool for human resource managers and policymakers in promoting a healthy work environment and employee interpersonal collaboration, which will improve the organization’s overall performance.

This study is a novel work exploring the HV among employees in technological firms, and also combining the concepts of HV and organizational culture and also assists future researchers in many folds.

This study aims to draw attention to consumers' behaviours which are changing on account of the COVID-19 pandemic, provide an understanding of the factors influencing these behaviours and emphasise their importance in building contemporary business models for the restaurant industry. The article is a case study of the Polish restaurant sector based on a comparison with the worldwide literature.

A study of the current literature on the subject pertaining to the issues discussed, an analysis of them, mainly by examining trade reports, with a special focus on the following databases (BDL GUS, CBOS, IGGP PKD) and foreign references, as well as Internet sources, using the systematic (structured) literature review (SLR) method. The authors searched the databases between May 2020 and May 2022, paying attention to the following keywords: COVID-19, consumer behaviours, food services, market segmentation, Poland.

The analysis allowed the authors to identify the most important factors influencing consumer behaviour under the influence of the COVID-19 pandemic. This in turn enabled them to verify a hypothesis concerning the significant impact of the COVID-19 pandemic on consumers’ behaviours on the food service market. Results from an analysis of trade reports and from a literature review confirm the hypothesis proposed, leading to the conclusion that the contemporary reality in Poland currently requires businesses to continuously monitor consumers’ behaviours in a turbulent and uncertain environment.

The systematic identification of changes taking place in consumers’ behaviours will make it possible to adapt a portfolio of services to changes observed in this regard.

The analysis conducted by the authors in 2021 to examine trends in consumer behaviours proved that changes affecting their thinking were undoubtedly accelerated by the pandemic of a contagious disease – COVID-19.

Some consumer trends that appear to be a response to limits and restrictions may be observed for a longer period of time. Therefore, those restaurant owners who want to successfully go through the stage of adaptation to the new reality will have to focus, in the short term, on actions designed to identify their customers’ needs and expectations anew and tailor their business models and offer accordingly.

This study aims to establish a comprehensive understanding of the intricacies of how individuals engage with deepfakes, focusing on limiting adverse effects and capitalizing on their benefits.

This study conducted a meta-synthesis of qualitative studies on deepfakes, incorporating study-specific analysis followed by a cross-study synthesis.

Based on the meta-synthesis, the study developed an integrated conceptual framework based on the perspectives from the social shaping of technology theory embedding deepfake-related assertions, motivations, the subtleties of digital platforms, and deepfake-related repercussions.

The study offers crucial insights into the evolving nature of deepfakes as a socio-technical phenomenon and the significance of platform dynamics in deepfake production. It enables researchers to comprehend the cascading effects of deepfakes and positions them to evaluate deepfake-related risks and associated mitigation mechanisms.

The framework that emerges from the study illustrates the influence of platforms on the evolution of deepfakes and assists platform stakeholders in introducing effective platform governance structures to combat the relentless proliferation of deepfakes and their consequences, as well as providing guidance for governments and policymakers to collaborate with platform leaders to set guardrails for deepfake engagement.

Deepfakes have been extensively contested for both their beneficial and negative applications and have been accused of heralding an imminent epistemic threat that has been downplayed by some quarters. This diversity of viewpoints necessitates a comprehensive understanding of the phenomenon. In responding to this call, this is one of the first to establish a comprehensive, theoretically informed perspective on how individuals produce, process, and engage with deepfakes through a meta-synthesis of qualitative literature on deepfakes.

The purpose of this paper is to examine the hard and soft measures of service quality and visitors' satisfaction, which ultimately contribute to visitor loyalty to the destination, specifically in the context of the Borneo Cultural Festival (BCF) in Sibu, Sarawak (Malaysia).

The study uses a quantitative research approach with 427 valid responses from domestic and international tourists of BCF and employs the cognitive-affective-conative theory to examine how the festival impacts visitor loyalty.

The findings indicate that both hard and soft measures significantly contribute to the service quality and visitor satisfaction at the BCF. Additionally, service quality and visitor satisfaction were found to positively influence destination loyalty, while the relationship between legibility and visitor satisfaction was not significant.

The findings encourage the ministry and event organisers to adopt a destination event strategy that positions Sibu as an attractive event destination capable of attracting domestic and international tourists.

The findings of this study contribute to the existing body of knowledge on event tourism and destination loyalty by applying the cognitive-affective-conative theory. This study marks the first of its kind, analysing both the tangible (hard) and intangible (soft) measures of service quality and their impact on visitor satisfaction, ultimately influencing visitor loyalty to the destination, particularly in the context of the BCF in Sibu, Sarawak.