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Despite their energy conservation potential, still existing buildings are slow in embracing building energy efficiency retrofits (BEER), mainly because of the absence of a clearly defined process to deliver the BEER projects, and the lack of proactive guidance for project teams. Further, the identification of factors that can facilitate BEER projects is also important to ensure the project success. This is particularly true in energy service company (ESCO)-led projects. Hence, this study aims at investigating the decision-making process, including the motivators for the successful execution of each stage in implementing BEER when projects are outsourced to a third party.

An in-depth case study was carried out to investigate the decision-making process and motivators in implementing BEER in a selected hotel building. Seven semi-structured interviews were conducted to collect the required data within the case.

Study disclosed the 13 key decisions made and 37 key activities performed in each stage of the project. A total of 19 motivators for the successful execution of the respective stages were also elicited. Ultimately, the research findings are mapped against the five key stages of BEER decision-making process.

The outcome of this study will provide the industry practitioners a basis for the effective adoption and implementation of BEER in existing hotel buildings when an external contractor is involved.

This study aims to investigate the relationship between intrinsic motivators and the transfer of knowledge/skills gained during training to work. The intrinsic motivators considered for the study were self-efficacy and motivation to transfer the training knowledge. The study also examined how work conditions mediate the association of intrinsic motivators and training transfer. The working conditions considered in the study were autonomy and the opportunity to perform in the job.

A cross-sectional study was conducted among 426 participants from microfinance institutions in Karnataka, India, who had received a three-week job training six months earlier. Data were collected using a questionnaire and structural equation modelling was performed for the analysis of the data.

The study found positive significant relationships between motivation motivators and training transfer of learning. Positive relationships were also seen between work conditions and training transfer of learning acquired via training. The study also established the role of intrinsic motivators in predicting training transfer through work conditions.

This study stands among the pioneering works to investigate the influence of intrinsic motivators on training transfer, while also examining the mediating role of work conditions. It focuses on an emerging economy, specifically India, thereby contributing valuable insights to the field.

This paper aims to determine the impact of cultural context and socio-demographic characteristics on the users’ deterrents and motivators to co-creation online.

The data from two different cultures the UK (306 users) and Spain (307 users) have been collected and compared by performing multi-group analyzes (MGAs) across cultural context, age, gender and educational level using a structural equation modeling approach.

Cultural context, age, gender and educational level moderate the effect of the deterrents and motivators on the attitude and participation in co-creation online: users from individualistic, masculine, with low uncertainty avoidance cultural contexts are expected to be more motivated and express a stronger positive attitude toward co-creation online; young male users exhibit a higher level of positive attitude and higher effect of the motivators toward attitude; on the contrary, old women are exposed to the negative effect of the deterrents; the individuals with basic educational level exhibit a higher level of the deterrents’ effect.

The generalizability of the results across different cultural contexts requires further examination and cross-validation.

The MGAs of two different cultures (Spain and the UK) and samples of different ages, gender and educational levels provide practitioners with information, which cultures and groups of users are expected to perform better in co-creation activities online.

The first study empirically examines the moderating effect of cultural context and demographic characteristics on both deterrents and motivators and their effect on the attitude toward co-creation online.

determinar el impacto del contexto cultural y de las características sociodemográficas en los factores disuasorios y motivadores de los usuarios para la cocreación en línea.

Se han recogido y comparado los datos de dos culturas diferentes, del Reino Unido (306 usuarios) y de España (307 usuarios), realizando análisis multigrupo a través del contexto cultural, la edad, el género y el nivel educativo, utilizando un enfoque de modelado de ecuaciones estructurales.

El contexto cultural, la edad, el género y el nivel educativo moderan el efecto de los elementos disuasorios y motivadores sobre la actitud y la participación en la cocreación online: se espera que los usuarios de contextos culturales individualistas, masculinos y con baja tolerancia a la incertidumbre estén más motivados y expresen una actitud positiva más fuerte hacia la cocreación en línea; los usuarios masculinos jóvenes muestran un mayor nivel de actitud positiva y un mayor efecto de los motivadores sobre la actitud; por el contrario, las mujeres mayores están expuestas al efecto negativo de los disuasores; los individuos con un nivel educativo básico muestran un mayor nivel de efecto de los disuasores.

La generalización de los resultados en diferentes contextos culturales requiere un examen más profundo y una validación cruzada.

Los análisis multigrupo de dos culturas diferentes (España y Reino Unido) y muestras de diferente edad, género y nivel educativo proporcionan a los profesionales información sobre qué culturas y grupos de usuarios se espera que tengan un mejor rendimiento en las actividades de cocreación en línea.

Es el primer estudio que examina empíricamente el efecto moderador del contexto cultural y las características demográficas tanto en los factores disuasorios como en los motivadores y su efecto en la actitud hacia la co-creación online.

确定文化背景和社会人口特征对用户线上共同创造的阻碍因素和激励因素的影响。

数据收集自英国（306名用户）和西班牙（307名用户）这两种不同的文化背景, 并采用结构方程模型方法, 通过跨文化背景、年龄、性别和教育水平的多组分析对数据进行了比较。

在阻碍因素和激励因素对在线共同创造态度和参与的影响中, 文化背景、年龄、性别和教育水平起到调节作用：来自个人主义、阳刚主义、低不确定性规避文化语境的用户对线上共同创造的动机更强, 表现出更积极的态度; 年轻男性用户的积极态度和动机对态度的影响程度较高;相反, 老年妇女则受到了阻碍因素的负面影响; 具有基础教育水平的个体受阻碍因素影响较高。

研究结果在不同文化背景下的普适性需要进一步检验和交叉验证。

对两种不同文化(西班牙和英国)的多组分析, 以及不同年龄、性别和教育水平的样本, 为实践者提供了哪些文化和用户群体有望在线上共同创造活动中表现更好的信息。

这是第一个检验了文化背景和人口特征对抑制因素和激励因素的调节作用, 以及它们对线上共同创造态度的影响的实证研究。

Greening existing buildings (GEB) considerably improves energy efficiency of old buildings, along with other benefits, but it is not widely practiced. As a part of a wider study, this paper aims to evaluate the perception of building dwellers/owners on the challenges and motivators to GEB in Brunei Darussalam.

A structured questionnaire survey collected 109 responses from building owners/dwellers. Cronbach's alpha tested the reliability of the data collected. One-sample t-test examined if sample means are consistent with population means. ANOVA examined if different respondent groups significantly agreed on the importance levels of individual factors. Moreover, factor analysis narrowed down the long list of factors in to a smaller number of components.

A set of 30 challenges and 19 motivators of GEB was identified. “Lack of a GEB infrastructure” was identified as the collective key challenge, leading dwellers to recognize lack of support and knowledge and develop wrong perception on GEB. However, “framework of supports,” as a summative motivator, improves knowledge and awareness on GEB, which allows recognizing other benefits and developing a momentum of practicing GEB. Factor analysis suggested a consolidated approach for challenges through six interrelated components, but for motivators to focus on somewhat four independent areas.

House/building dweller/owners' decision is the key to undertake GEB. This study, apparently for the first time, contributes to identifying the challenges and motivators that influence their decision-making.

Facilitating knowledge sharing within organisations is a difficult task: the willingness of individuals to share and integrate their knowledge is one of the central barriers. This paper aims to develop a motivation‐based perspective to explore how organisations resolve the social dilemma of knowledge sharing.

The analysis builds on a three‐category taxonomy of motivation, adding “hedonic” motivation to the traditional dichotomy of “extrinsic” and “intrinsic” motivation. It uses case studies gleaned from the literature to explore the interactive effects between the different motivators in two different types of knowledge‐intensive organisations: professional bureaucracy and operating adhocracy.

Within a professional bureaucracy, the social dilemma of knowledge sharing may be overcome through normative motivation, with provision of hedonic motivation through extrinsic incentives such as training and career progression. In an operating adhocracy where interdependent teamwork is vital, it may be overcome through normative alignment reinforced by intensive socialisation. Extrinsic motivators that align with hedonic motivation may also reinforce the propensity for knowledge sharing. In both organisational types, financial extrinsic incentives do not appear to be relevant on their own, and may “crowd out” other motivators.

The cases reported were chosen from the existing literature and, although many were not designed specifically to address motivational issues, suggestive conclusions are drawn. Most of the cases were drawn from organisations rooted in the Anglo‐American context and thus care would be needed in generalising the findings to organisations in other contexts.

The paper represents the first attempt to apply a three‐category taxonomy of motivation to examine knowledge‐sharing behaviour in organisations. It highlights the interaction between the different motivators and provides a basis to integrate further the work of social psychologists and socio‐economists on incentives and motivation in the context of knowledge sharing.

Energy emissions from the new houses being built over recent years have increased rather than declined since the implementation of the current government rating system. This is despite evidence of Australians' growing concern about climate change. This paper seeks to compare the demographics, attitudes and knowledge of people considering building a new home with the factors that would motivate them to adopt a more sustainable home.

The empirical data from a survey of 32 people considering building a home were statistically analysed.

The results of the research indicate that financial incentives are the key motivator. Furthermore, the research identifies a relationship between age and preferred motivators.

The findings of the research project allow a better understanding of the target group, which can be used to initiate more targeted motivators to encourage them to adopt a more sustainable house design. This can inform more directed marketing of sustainable investment incentives.

The research project establishes an understanding of the target group and the important motivators that would encourage these people, who are considering building a new house, to drive sustainability in residential design. The findings allow a better understanding of the target group, which can be used to initiate more targeted motivators to encourage them to adopt a more sustainable house design.

The purpose of this study is to explore the internalized dimension of motivation under the Unified Model of Vegetarian Identity (UMVI) model, namely, personal and prosocial motivators, for vegetarianism that spurs economic growth in the Malaysian vegetarian market potential.

Semi-structured online questionnaire was adopted as the primary methodology from which a total of 163 respondents were obtained.

Both, personal and prosocial motivators do positively relate to the economic growth of the Malaysian vegetarian market potential. However, prosocial motivators has a greater impact with a beta coefficient of 0.374 compared to 0.273 for personal motivators.

Probable inaccurate representation of the entire vegetarian population in Malaysia. Time and resources available.

Practically, the Malaysian vegetarian society and Malaysian government bodies benefit from the study in ensuing promotion of environmental awareness in line with a vegetarian diet.

Lack of literature resources on vegetarianism in Malaysia led to the study contributing to an expansion of literature on the matter. This pioneer study benchmarks global literatures on motivators of vegetarianism and their impact on economy against the scarce literatures available in the Malaysian context. It contributes to the Malaysian economy and potential vegetarian restaurant start-ups wishing to enter the Malaysian vegetarian market. Theoretically, the theory of planned behaviour, utilitarian function and the UMVI were jointly utilised in explaining the motivators capturing Malaysian vegetarians' intention towards demand for vegetarian food.

Measures hospital pharmacists’ importance levels for different items influencing their job satisfaction and dissatisfaction and their perceived levels of satisfaction achieved by the organizations. Finds that intrinsic motivators are the most important items influencing a person’s job satisfaction and dissatisfaction. When consideration is given to the congruency between importance of job satisfiers and the perceived level to which the job satisfiers are met by the organization, it appears that there are only a few where congruency occurs. In fact, it appears that intrinsic motivators are perceived to be the least satisfied by the organization. Indicates that managers should be aware of those motivators which people rank as important for positively influencing their levels of satisfaction or dissatisfaction with the job. Claims that this knowledge would allow managers to spend their limited resources wisely and achieve the greatest benefit for the organization by having a well‐satisfied workforce.

The music festival industry is challenged by intense competition and financial exigency. As a result, many festivals have either folded or are currently struggling. Therefore, the purpose of this paper is to show that motivator-hygiene-professional (MHP) strategic capabilities (SCs) are positively associated with quality music festival management thereby providing a playbook for potentially mitigating these challenges.

The mixed methods research design comprised a case study of a leading event management company as well as nation-wide in-depth interviews and questionnaire survey. The authors initially confirmed the nature of the challenges to the industry from the case study and the in-depth interviews. The authors then developed an MHP Model of 15 SCs that were identified from the literature and the qualitative research. The relationship of the MHP SCs model to quality music festival management was tested in the questionnaire survey.

The respondents suggested that all the SCs were related to quality music festival management. However, Professional SCs were considered comparatively less important than motivator and hygiene SCs. Across all three groups, interviewees highlighted the significance of artists, site and operational planning, financial and stakeholder management and ticket pricing. In addition, careful planning, delegation and quality focus, problem solving, resolve and flexibility, leadership and vision, communication and innovation were considered conducive to the quality management of music festival organisations.

The MHP SCs model and dimensions of quality management offer music festival event managers a detailed practical playbook for moderating challenges to music festival management. In essence the authors provide the specific drivers that festival managers should best focus their attention upon. Visionary leadership, artist differentiation, innovation, customer service and flexible management have priority.

The findings add to the festival management literature by demonstrating the importance of motivator, hygiene and additional professional SCs for moderating challenges to the music festival industry. To the best of authors’ knowledge, no previous studies have directly investigated specific SCs critical for quality event and festival management. In particular, the academic significance of this paper is that the authors have combined Herzberg’s motivator and hygiene factors with SCs, which are in essence success drivers, to create a novel holistic MHP SCs model for quality music festival management. Further explanatory insight is gained by the addition of a third factor of professional SCs.

The need for effective industrial sales‐force motivation is emphasised and the theoretical relating to Herzberg's theory is discussed. Previous empirical studies are reviewed and the results of a 1985 investigation of British industrial salespeople's views on motivation and dissatisfaction are analysed. Implications concerning the Dual Factor Theory and industrial salesforce management are examined.