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This study aims to explore the impact of engaging in serious leisure (SL) on the well-being (WB) and self-perceived employability (PE) of university students while also considering the role of career adaptability (CA) as a mediator.

A total of 905 domestic undergraduate students from China completed an online survey.

The findings reveal that participation in SL positively influences WB and PE. Additionally, the results indicate that CA mediates the SL-WB relationship but not the SL-PE relationship.

The theoretical contribution of this research comes from advancing our understanding of sustainable career theory through empirical testing of SL, PE, and CA on WB outcomes within a higher education setting. The practical implications of this study involve providing universities with strategies to support domestic Chinese undergraduate students in enhancing their WB and PE through active engagement in SL pursuits and the development of CA. Moreover, our findings serve as a foundation for future research investigating whether insights gained from domestic Chinese undergraduate students can provide solutions on a global scale to address the persistent challenges of improving student WB and PE.

The daunting task of managing knowledge workers virtually has not always yielded positive results. This empirical work discusses the impact of Virtual Leadership on Organizational Citizenship Behavior. The study investigated how Psychological Contract Violation moderates the relationship between Virtual Leadership and Organizational Citizenship Behavior.

Data was collected from 392 IT engineers working in software companies in India. The cross-sectional data was analyzed using Warp-PLS software, IBM SPSS and IBM Amos.

The results support the proposition that virtual leadership is negatively associated with Organizational citizenship behavior, at sub-dimension levels except obedience. The moderating role of psychological contract violation is also established by the results.

Virtual leaders should demonstrate collaborative behaviors to generate organizational citizenship behavior among team members. Leaders should be imparted training to enable them to adapt themselves to virtual environment. This study highlights the paradoxical nature of virtual leadership and opens the possibilities for future research.

The study is one of the first to report a negative association between Virtual leadership and Organization citizenship behavior. There is uniqueness in the use of the “Contingency theory of leadership” to explain the difficulties faced while managing a virtual team.

Quiet quitting (QQ) has been around in academic and professional discussions for quite some time. Despite many definitions and reasons for QQ being proposed, no study has systematically undertaken exploratory research on the reasons and behavioral manifestations of employees who QQ.

Our study adopted an exploratory qualitative approach to understand the reasons for QQ without any prior judgment. We undertook interviews with 21 employees who have undergone QQ in their careers.

The qualitative inquiry brought out the reasons behind QQ. The three major reasons for QQ were identified by thematic analysis: personal, organizational politics and people dynamics. Further, overt and covert behaviors that employees undertake while QQ were framed with this study. Findings are discussed in the framework of existence, relatedness and growth (ERG) theory.

The theoretical implications include understanding QQ within the purview of ERG theory and the frustrated regression model. Practically, measures to be taken by organizations to mitigate the instances are presented, along with employee suggestions on what measures need to be taken to avoid QQ behaviors of employees.

This study is a pioneering work on the exploratory understanding of QQ. Empirically validated theory formulation of QQ is developed here for the first time.

Workplace bullying is a serious problem among nurses, which results in negative workplace behavior. Therefore, this study aims to understand how workplace bullying affects employees’ knowledge hiding behavior. Specifically, this study explored psychological contract breach as an underlying mechanism between workplace bullying and knowledge hiding; and learning goal orientation as a boundary condition between psychological contract breach and knowledge hiding.

The study collected data from 343 nurses working in the health-care sector of Pakistan on convenience basis using a questionnaire-based survey between December 2021 to March 2022. The data were analyzed through structural equation modeling.

The results revealed the adverse effect of workplace bullying on knowledge hiding behaviors among nurses, and psychological contract breach was noted to mediate this association. Further, learning goal orientation was noted to buffer the relationship between psychological contract breach and knowledge hiding.

The cross-section design may restrict causality; however, the findings suggest health-care administration take appropriate measures to reduce the adverse effects of workplace bullying. In addition, the administration is suggested to implement training programs to make nurses capable of dealing with workplace stressors (bullying and psychological contract breach).

This research provides a novel perspective to consider psychological contract breach as a mechanism between workplace bullying and knowledge hiding in the health-care sector from the conservation of resources perspective. It further explored learning goal orientation as a buffer to mitigate the effect of psychological contract breach on knowledge hiding.

Drawing on a theoretical framework of sustainable career ecosystem theory, our paper aims to consider how domestic and international postgraduates can enhance their employability through participation in a landscape of practice.

The study employed an exploratory, longitudinal case study design to capture students' lived experiences on an 18-month Master of Professional Practice course at a higher education institution in New Zealand. The data collection procedure involved field note observations (months 1–4), a focus group (month 13) and narrative frames (months 16–18). The sample was domestic students from New Zealand (n = 2) and international students from Asia (n = 5).

One’s participation in multiple communities of practice represents their landscape of practice and a commitment to lifewide learning. Through participation in various communities of practice, domestic and international students can enhance their employability in three ways: (1) boundary encounters to develop social capital, (2) transcending contexts to enhance cultural capital, and (3) acknowledging the development of psychological capital and career agency.

Our work offers one of the earliest empirical validations of sustainable career ecosystem theory. Expressly, communities of practice represent various contexts whereby employability capital is developed over time. Additionally, the postgraduate students themselves are portrayed as interconnected and interdependent actors, presenting a novel framing of such dependencies at the micro-level of the ecosystem. The practical implications come from informing universities of the value of a landscape of practice to enhance the employability of domestic and international students in preparation for sustainable careers and to promote the sustainability of the career ecosystem.

The article shows partial proof for the protean paradox existing outside of the Anglo-Saxon part of the world. We pose questions about the impact of each protean career orientation (PCO) dimension on career outcomes, i.e. objective career success (OCS) and subjective career success including career satisfaction (CS) and perceived employability (PE) of studying employees.

We collected data among postgraduate students (N=239) using a paper-and-pencil questionnaire. We estimated the model using structural equation modeling.

The self-direction of PCO improves CS and PE, but only if a person achieves OCS in the organization. We found the same mediation pattern for the values-drive of PCO but in the opposite direction, i.e. greater orientation on personal rather than organizational values – values-drive of PCO was associated with lesser career outcomes. Interestingly, values-drive had a small and direct impact on PE.

This study helps us understand how both dimensions of PCO affect career outcomes differently: objective success and subjective factors like CS and PE among employees who are studying.

This study aims to determine the factors that influence the actual behavior of Islamic digital banking customers based on the users’ perspectives during the recovery from the COVID-19 pandemic crisis.

This study used a causal exploratory method with quantitative and qualitative approaches presented in two parts. The first study (Study 1) was empirical testing of the Unified Theory of Acceptance and Use of Technology 2 (UTAUT2) used WARP-partial least square by modifying the variables of customer trust and satisfaction. A. Hayes’s PROCESS procedures were applied to examine the moderating effects of age, gender and experience. The second study (Study 2) explored the obstacles and solutions to improve digital banking services. The survey was conducted on 897 Islamic bank customers throughout Indonesia.

The results showed that all the hypotheses about the direct effect of the modification of the UTAUT2 model were supported empirically except for the effect of price value and hedonic motivation on behavioral intention, and there was just one moderating effect in this study. The other results show that 35 factors became obstacles to using digital banking.

This study had limited qualitative data collection techniques that were less deep and comprehensive. This happened because respondents were given complete confidence to fill in the open questions without any follow-up to customer answers. For further research, an in-depth interview method can be added to crucial information from the customer and expert side to get in-depth and complementary data regarding constraints and solutions. This study only used a sample of customers of Islamic banks; further research is expected to use customers of Islamic banks and conventional banks to compare their preferences for digital banking.

This study offered seven strategies that could encourage increased digital banking transactions to accelerate crisis management, mitigate cybercrime and communicate the positive impact of digital banking effectively and efficiently.

This study offered seven strategies that could encourage increased transactions using digital banking to accelerate crisis management, mitigate cybercrime and communicate the positive impact of digital banking effectively and efficiently.

Most of the existing studies focused on the modification model of the UTAUT2 model. The study is unique because it has proposed the obstacle and solution to improve digital banking service in Islamic Bank in Indonesia.

Sustainable employability has emerged as a multifaceted construct that measures individuals' abilities to function in the labour market throughout their working lives. Therefore, it is no longer just about analysing how to achieve a successful transition from school/university to employment, but also about identifying the conditions that will allow people to continue to be capable and motivated in the long term. The aim of this work was to identify and rank the personal factors of an individual that contribute to his or her perceived sustainable employability.

The authors used a quantitative methodology to estimate the structural model proposed. A stratified random procedure was used to administer an online questionnaire to 202 university master’s degree students. Before testing the structural model, the validation of each scale was performed, both at the exploratory and confirmatory levels.

The results indicate that four groups were key to improve individual sustainable employability: (1) Health Status; (2) Career Competencies; (3) Core Self-Evaluations and (4) Overcoming Competencies.

The results are of interest to any individual, employed or not, insofar as they can reflect on the relevance of each category and how to improve them at the individual level.

This study contributes to research on sustainable employability focus on the analysis of young people by providing empirical evidence on its relationship with other key variables, in an area where the literature remains mainly conceptual and centred in workers.

This study examines the effect of sustainable development goal (SDG) concerns regarding the sustainability issues raised in the United Nations SDG agenda on pro-sustainable travel behavior (PSTB) by building on the norm activation model as well as value theory (altruism), with the latter assumed to moderate the effect of SDG concerns on PSTB.

The model was tested using structural equation modeling (SEM) based on data from 200 USA respondents who have traveled internationally in the past 12 months.

The results confirmed the effect of SDG concerns on positively influencing PSTB both directly and indirectly (through the NAM variables of “responsibility” and “obligation”). Additionally, results revealed that altruism positively moderates the effect of SDG concerns on PSTB.

Results provide tourism businesses and destinations with a better understanding of which aspects of the 17 issues identified in the UN SDG agenda are more likely to influence travelers’ future PSTB and whether such behavioral changes additionally depend on people’s individual altruism levels.

Unlike previous studies focusing mainly on environmental concerns and tourists’ pro-environmental behavior, this study offers a more comprehensive understanding of PSTB in light of today’s UN SDGs.

This study aims to provide a causal framework for teacher burnout (BO) and work engagement (WE) by examining the factors that contribute to it and evaluating how progressive education (PE) affects teachers' performance in Higher education institutions (HEIs).

This study uses a multi-stage sampling technique with the help of computer random generation data from a selected list of teachers. The survey has two sections; the first consisted of a questionnaire of PE, BO, WE and organizational outcomes and the second contained four items to measure the demographic variables. The researcher contacted 745 teachers and asked them to fill up the questionnaire but the authors received only 498 useable responses.

The results of the study confirmed that moderating role PE reduces the BO of the teachers of HEIs and increases WE. The job demand-resource (JD-R) model was also validated in the Indian context and the model was found suitable for the Indian sample.

The study has been conducted to manage BO and teachers' engagement in HEIs and the result suggests that the Management of HEIs should value PE characteristics as a crucial component of the educational process. PE encourages academic engagement among professors and students in HEIs.

The study tests the moderating role of PE with the JD-R and the JD-R model in the higher education system in India, which is rarely tested. The study's integrated approach to BO and WE, which provide insight into both viewpoints and aids in employees' poor health.