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In his 1943 paper “A Theory of Human Motivation”, Maslow suggested the “Hierarchy of Needs” as a classification system that described the stimuli for human behaviour. Presently, project behaviour research, which inspired this work, encourages undertaking research on behavioural aspects within and across organisational and project settings. Therefore, the purpose of this paper is to analyse project-based organisations’ (PBOs) seemingly reluctance in engaging in organisational learning from past project failures by drawing upon both institutional theory (since it focuses on how firms interact) and Maslow’s model within a project behaviour piece of research.

Interviews were held with purposively selected construction professionals from the UK construction industry, and data were analysed using thematic analysis.

Besides the need to learn from failures, PBOs’ main competing needs revolve around their “competitiveness”; “profitability and productivity”; “repeat business” and “reputation and partnering”. Mirroring these needs against Maslow’s hierarchy of needs, “competitiveness” and “profitability” are analogous to foundational “physiological” and “safety” needs. The need for “repeat business” and “reputation” is approximated with Maslow’s “affiliation” and “self-esteem” needs, and organisational learning is associated with “self-actualisation”. From an institutional theory perspective, such response to failure is influenced by the need to show legitimacy and conformity imposed by institutional factors.

Instead of taking a simplified approach to learning from failure such as the use of technological tools, PBOs and the sector at large should consider more robust approaches, by appreciating the influence of institutional factors and the external environment on their efforts to learn from failure.

Unlike past studies that present organisational learning within PBOs as a straightforward process, this study instead highlights the need of understanding various competing needs within a PBO and the external pressure.

The purpose of this study was to establish a Technology-Organization-Personality model of secure software development (SSD) innovation assimilation at the level of individual motivation. The model identifies individual psychological motivation, which influences innovation assimilation intention and behavior. It constitutes an organizational management view of SSD innovation assimilation from individual psychological motivation perspective.

An empirical study was employed to verify the assumption model. Semi-structured user interviews were conducted with some security experts to consult their advice and obtain the measurement scales. And questionnaires were circulated at a focus group meeting and among some software security professionals by email. Of 230 questionnaires that were answered, 215 could be used. IBM SPSS 19.0 and AMOS 17.0 were used alternately to analyze the data. Structural equation model was employed to verify the hypotheses of the model.

Results reveal that two types of individual motivation can influence SSD innovation assimilation, namely, potential organization support and individual needs. Furthermore, absorption capability was found to play a regulated function in the transition of SSD assimilation intention to behavior.

The findings reveal how individual motivation plays an important role in promoting complex innovation assimilation. It fills the gap of the research on organizational assimilation behavior and individual motivation in the context of SSD complex innovation, and provides management of software development organization with empirically based conceptualization to guide their personnel incentive policymaking.

This paper aims to investigate the impact of total rewards on retention. The finding relies on need satisfaction approach as a mechanism. This is done by investigating the role of need satisfaction of “autonomy, competence and relatedness” as possible mediators between elements of total rewards and retention.

This paper focussed on exploring the literature published in various popular databases .Based on the conceptual analysis, a set of possible frameworks linking the three constructs has been stated for future research.

The research has evolved with few possible frameworks to model the assertions by investigating and corroborating it with quantitative studies to be empirically tested.

The originality lies in applying self-determination theory framework of need satisfaction mechanism in explaining the relationships between total rewards and retention, thereby adding new insights to the employee retention literature.

The purpose of this paper is to provide comprehensive, theoretical and practical knowledge that will assist decision-makers in making informed decisions when promoting several religious sites in the Kingdom of Saudi Arabia (KSA). Specifically, this study examines the popularity of several religious sites, the personas of prospective visitors and their intentions to visit.

The study uses several methodological approaches to fulfil its main objective, namely, Google Trends analysis, K-means cluster analysis and linear regression analysis.

The results reveal that several religious sites in the KSA are popular and have potential for further consideration by various stakeholders. In addition, four personas were identified which can aid decision-makers and marketing practitioners in designing suitable plans for prospective visitors based on the participants’ motivation and demographics. Furthermore, a significant association was observed among three motivational variables (self-esteem, relationship and physiological needs) and the participants’ intentions to visit.

This study makes an original contribution to the literature, as it examines several religious sites in Saudi Arabia in addition to the sites that are part of the practices of Hajj and Umrah. Furthermore, this study provides comprehensive knowledge in this area to assist both future researchers and practitioners.

Business case (BC) analyses are performed in many different business fields, to create a report on the feasibility and competitive advantage of an intervention within an existing organisation to secure commitment from management to invest. However, most BC research papers on decisions regarding internal funding are either based on anecdotal insights, on analyses of standards from practice, or focused on very specific BC calculations for a certain project, investment or field. A clear BC process method is missing.

This paper aims to describe the results of a systematic literature review of 52 BC papers that report on further conceptualisation of what a BC process should behold.

Synthesis of the findings has led to a BC definition and composition of a 20 step BC process method. In addition, 29 relevant theories are identified to tackle the main challenges of BC analyses in future studies to make them more effective. This supports further theoretical development of academic BC research and provides a tool for BC processes in practice.

Although there is substantial scientific research on BCs, there was not much theoretical development nor a general stepwise method to perform the most optimal BC analysis.

This study aims to investigate how university students' basic psychological needs (autonomy, competence and relatedness) determine whether coaching or training is more supportive for them.

Real-life coaching (N₁ = 110) and training (N₂ = 176) processes with students as clients were examined, measuring the students' needs before the coaching/training, their need fulfilment after the coaching/training and their satisfaction and goal attainment/intrinsic motivation after the coaching/training.

The results show that university students with a higher autonomy need had this need fulfilled to a greater extent through coaching, while university students with a higher competence need had this need fulfilled to a greater extent through training.

The research focused on university students and was conducted at German-speaking universities, so it is unclear to what extent the findings are transferable to other contexts. In addition, future research is needed to further compare other personal development tools, such as mentoring or consulting.

The results depict the relevance of the most appropriate personal development tool (coaching or training) depending on students' needs. Furthermore, coaches should be autonomy-supportive, while trainers should be competence-supportive.

Supporting students with the most appropriate personal development tool is essential for the effectiveness of this tool. Thus, the personal development tool used should reflect students' needs: students with a high autonomy need should receive coaching, while students with a high competence need should receive training.

The study aims to propose a comprehensive overview of the Omnichannel phenomenon by identifying its theoretical foundations as well as future research directions.

In order to systematize Omnichannel-centered contributions and identify future research directions for post-Covid-19, this study adopted a mixed-method study, combining a systematic literature review, a bibliometric co-citation analysis and a panel discussion by field experts.

In Study 1, the authors traced extant literature on Omnichannel back to its theoretical foundations, which led to the identification of four research areas in which the concept of Omnichannel is rooted. Contributions pertaining to the aforesaid research areas were discussed and submitted to a panel of experts (Study 2) after the lockdown periods. The experts gave various insights into both the past and future of Omnichannel research. Finally, a framework synthesizing theoretical foundations of Omnichannel, literature gaps and opportunities for future research is provided.

To our knowledge, this is the first attempt to combine mixed methods study in Omnichannel research and to involve a panel of experts in order to discuss the findings of a literature review and evaluate future research directions. This choice allowed us to investigate both incumbent academic and managerial challenges raised by Omnichannel and to provide guidance for the post-pandemic recovery.

The aim of this paper is reviewing the discipline development course of the history of socialist political economy with Chinese characteristics and recognising the changes of its development and its historic mission in the new stage will be beneficial to the construction of socialist political economy with Chinese characteristics from the perspective of doctrinal history.

In this paper from the aspect of discipline formation and development, the history of China’s socialist political economy has experienced two stages: emergence and formation (the first stage) and steady development (the second stage). It has explored new research fields and improved the quality of research levels. However, the role of studying the history of socialist political economy with Chinese characteristics has not been fully played regarding satisfying the needs of constructing socialist political economy with Chinese characteristics.

In this study when the construction of socialist political economy with Chinese characteristics entered a new era, the study of the history of socialist political economy also entered a new stage, showing new features in terms of research objectives, principles, scale and methods.

Therefore, the research on the history of socialist political economy with Chinese characteristics should be highly emphasised, and the focus on serving the construction of socialist political economy with Chinese characteristics should be its historic mission and core task. Also, researchers should pay attention to changing ideas, laying a good foundation, highlighting key points, building platforms and broadening horizons.

This paper aims to explore the mechanism of influence on the subordinate's sense of gain at work (SGW) in terms of the coaching leadership behavior (CL), supervisor-subordinate guanxi (SSG) and commitment-based practice of human resource management (CHRM).

Based on the survey of 584 employees from 50 firms operating in China, this study explores the effect of CL on employees’ SGW, which concerns two dimensions: sense of material gain and sense of spiritual gain.

Results show that the CL has a significant positive influence on both the subordinate’s sense of material gain and his/her sense of spiritual gain, in which there exists a mediating effect of SSG and moderating effects of CHRM for the influence.

This study not only develops the theory of SGW, but also provides a scientific basis and policy suggestions for employers to implement in order to enhance their employees’ SGW.

Few integrative studies have examined the impact of CL on employees’ SGW. Based on the Need-to-Belong Theory, this study adds new empirical evidence and constructs a theoretical model for the mechanism of influence on the SGW, examines the influence of CL on the subordinate’s SGW and finds a mechanism of transmission (SSG) and a boundary condition (CHRM) for the influence.

This paper aims to investigate the motivations of social entrepreneurs in East Africa to create a social enterprise and their identified links to successful social entrepreneurship in East Africa.

The authors employed a qualitative method by performing thematic analysis on a set of interviews on social entrepreneurs from East Africa who are Ashoka fellows.

The findings suggest that intense personal experiences linked to past-life events as well as a high achievement orientation towards improving livelihoods and creating impact serve as key triggers for social entrepreneurship. Successful entrepreneurship focusses on system change at national and local levels. Their success is also seen when the social entrepreneurs have achieved their mission and are no longer needed; thus, they become irrelevant. The paper discusses the implications of these findings on the model used for sustainable social entrepreneurship in East Africa.

Based on an exploratory research on Ashoka fellows, the study adds insight to their motivations and success which can be used in a wider scale study of the same.

The authors advance the scarce empirical research on East African social entrepreneurs, link success factors of social entrepreneurship to a recent framework on motivation to engage in social entrepreneurship and stimulate further research in the area. The study contributes to the literature on social entrepreneurship by linking success factors of social entrepreneurship to a recent framework on motivation to engage in social entrepreneurship.