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Organisational learning (OL) is a critical capability family firms (FFs) need in order to adapt to an increasingly turbulent environment. Given the uniqueness of FFs and their differentiated decision-making processes, this review addresses fragmentation in the literature and synthesises prior research outlining the development of OL in FFs.

A systematic literature review was conducted using four databases, and 53 pertinent papers on OL in FFs published from 1998 to 2023 were analysed using the theory, characteristics, context and methodology (TCCM) framework.

The last five years (2019–2023) show a marked increase in interest in OL in FFs, with a rise in the number of quantitative studies. The findings indicate that OL is mainly studied as a unidimensional construct, while it is a multidimensional capability. Strategic management and organisational behaviour theories are commonly employed, while theories specific to family business such as socioemotional wealth (SEW) and familiness are underrepresented. Most studies focus on FFs in the Northern Hemisphere, and few studies examine OL in FFs located in the Global South. The TCCM framework reveals the complexity and multi-layered nature of OL in FFs.

This is one of the first systematic reviews to synthesise research on OL in FFs. The proposed research agenda identifies fruitful areas for future investigations concentrating on the multidimensional nature of OL, family-related outcomes, as well as contextual and methodological research directions of interest to family business researchers.

The aim of this study is to explore employees’ perceptions of the role of human resources (HR) departments in Jordanian organisations and the reasons behind these perceptions.

Semi-structured interviews were conducted with 23 employees who work at different organisations in various industrial sectors in Jordan.

Employees perceive HR roles as: providing transactional services (traditional); working as business partners to facilitate other departments’ roles (limited). Perceptions of HR professionals and the role of HR departments were generally negative, due to: societal-cultural norms and stereotypes of HR departments and HR professionals; the role of Wasta (a localised form of favouritism) in affecting HR practices; employees’ personal experiences with HR departments and HR professionals at their workplace; and the non-availability of human resources management (HRM) degrees in Jordan.

Limited research has explored varying perceptions about HR departments and their impacts on business contexts in emerging markets, including Jordan. This research is unique as it identifies the reasons behind common misconceptions of HR roles in Jordanian organisations. It extends beyond existing literature by integrating employees’ perceptions of the role of the HR departments to understand the consequences for HR practices’ operational effectiveness. It also pioneers consideration of societal culture in shaping these perceptions, which helps us build theories for future testing and generalisation purposes in other contexts with cultural commonalities. This study also highlights the current state of HRM development in Jordan, which helps in setting the agenda for future research in the country and the Middle East and North Africa region.

Emphasizing the increasing role of talent management (TM) as a global phenomenon and a source of sustainable competitive advantage for organizations, this study aims to present a scoping review of empirical literature on TM, examining the transition of TM from a phenomenon-driven to a theory-driven field.

Using a scoping review, this study analyzed 200 empirical studies published between 2010 and 2023 on TM.

The results indicate that TM is extensively studied in nationally operated, large, private, engineering-led organizations in Anglo-Saxon countries. The study highlights the necessity for more empirical studies and statistically robust evidence to establish the effectiveness of TM.

This review intends to provide a vision and direction for future researchers, guiding TM towards becoming a theory-driven field characterized by widely accepted theoretical frameworks and research designs.

The findings of this study may not be generalizable to other types of organizations or cultural contexts, as it primarily focused on large private engineering-led organizations in Anglo-Saxon countries.

This paper offers a comprehensive view of the definitions, contextualization, conceptualization, frameworks, practices, processes and under-explored areas of TM, which are essential for its development as a discipline.

This study aims to investigate the effects of digital overload on job autonomy and job satisfaction among civil servants in the Nigerian public sector using the job demand–resources model.

A questionnaire survey was conducted among mid-career and senior-level officers in five federal ministries in Nigeria. The collected data were analyzed by using structural equation modeling partial least squares to test the research hypotheses and necessary condition analysis to assess the necessary conditions for high satisfaction among civil servants.

The study reveals that the use of information and communication technology (ICT) has a significant positive impact on digital overload. Furthermore, digital overload has a significant negative effect on job autonomy and adversely affects job satisfaction. Additionally, job autonomy partially mediates the relationship between digital overload and job satisfaction. Job autonomy and ICT use were found to be necessary conditions for high satisfaction.

The study acknowledges certain limitations, such as the focus on civil servants in federal ministries in Nigeria and the reliance on self-reported data.

The findings of this study have practical implications for policymakers in the Nigerian civil service. They highlight the importance of reducing digital overload and promoting job autonomy to enhance job satisfaction, as well as to improve the overall performance and efficiency of the public sector.

This study contributes to the existing literature by providing insights into the detrimental effects of digital overload on civil servants’ job autonomy and satisfaction in the Nigerian public sector. It explores a relatively unexplored aspect of digitalization and emphasizes the need to address the negative implications of digital overload. Additionally, it examines the necessary conditions for high satisfaction among civil servants.

The study aims to advance the current state-of-the-art and identify the main theories, methodologies and research gaps. In this article, we examine the network perspective on resource interaction in management, systematically reviewing 92 published articles in peer-reviewed journals from 2013 to 2023.

This systematic literature review is a methodical, transparent and replicable approach to choosing and evaluating scientific works. We have analyzed and combined all the available evidence, giving a comprehensive overview of the current state of the literature.

The subject is still under development in the literature, so there are still some research gaps, such as lack of information about markets and competitiveness. The main thematic groups we found included the firm’s social media, business performance, innovation in organizations, social media and big data, network analysis and artificial intelligence.

It is important to note that the subject is still under development in the literature, so there are still some research gaps, such as some lack of information about markets and competitiveness, the online presence of luxury brands and the impact of technology on their performance, which is not approached in the literature; some companies find it challenging to adopt new technologies; what level of technology and academic specialization is needed to measure performance; how to measure the level of credibility of information shared on the internet and the psychological impact of artificial intelligence on future generations and communication.

Managers can use this study to improve network strategies for better communication with diverse stakeholders and adopting new technologies, especially to enhance skills among older generations. Networks play a crucial role in fostering social capital among firms, facilitating knowledge management and improving the quality of processes. The resilience of business networks serves as a mediator between responsible innovation and a company's performance. Managers may consider expanding the use of networks to other areas of management to promote organizational collaboration and professional networking. Employees can also act as brand ambassadors for their organizations, helping to establish informal networks and increase visibility.

An integrative framework and a future research agenda are presented, with the potential to advance our understanding in this field.

The purpose of the study is to investigate the differences between generational groups (specifically Generations X, Y and Z) in terms of variables that influence organisational commitment and intention to stay within an organisation. The aim is to fill the research gap in understanding how different factors influence commitment and retention across different generations.

This study follows a quantitative approach based on cross-sectional survey data. The respondents were employees of Generations X, Y and Z. The data were analysed using partial least squares structural equation modelling and multigroup analysis.

The results of the study indicate several relationships between variables and organisational commitment/intention to stay. Person-organisation fit is positively related to organisational commitment, and work-life balance is positively related to both organisational commitment and intention to stay. The mediation of organisational commitment shows a positive relationship with person-organisation fit and work-life balance. In addition, there are positive relationships between organisational culture and both organisational commitment and intention to stay, as well as a positive relationship between person-organisation fit and intention to stay. Furthermore, all three Generations (X, Y and Z) show positive relationships between organisational commitment and intention to stay.

The implications of the study are twofold. First, it provides theoretical contributions by uncovering the relationships between various variables and organisational commitment/retention. Second, it provides practical implications for organisations by highlighting the importance of person-organisation fit, work-life balance and organisational culture in fostering commitment and retention among employees of different generations.

The originality and value of this study lies in its exploration of the differences between generational groups in terms of variables affecting organisational commitment and intention to stay. By addressing this research gap, the study contributes to the existing literature on organisational commitment and retention. The detailed presentation of theoretical contributions, practical implications, limitations and suggestions for future research enhances the overall value of the study.

The aim of this study is to analyze the gastronomy festivals in Türkiye within the scope of the United Nations sustainable development goals.

In line with this purpose, a systematic review approach, which is a qualitative research method, was adopted as the method of the study. In the study, the data was collected with document analysis technique by accessing secondary sources. Systematic literature review was used to analyze the data.

When the gastronomy-themed festivals in Türkiye are analyzed, it is seen that 23 of them are in line with at least one of the United Nations sustainable development goals. The number of festivals organized in accordance with more than one of these goals is 18. The number of festivals organized in accordance with at least one goal is 5. The fact that only 23 of the 351 festivals in the research universe are organized in accordance with the United Nations sustainable development goals reveals that festivals are insufficient in terms of sustainability.

This study adopts theoretical approaches such as the experience economy, as it provides unforgettable consumption experiences for both producers and consumers participating in gastronomy festivals, and stakeholder theory, as festivals involve many stakeholders. The study also presents practical approaches, such as supporting local development, which is one of the primary objectives of festivals.

This study has revealed the sustainability status of gastronomy festivals in Türkiye which have been taken into consideration more frequently in recent years. It may also contribute to the literature to examine the organized gastronomy festivals within the scope of the UN sustainable development goals.

The purpose of this paper is to develop a decision-making protocol to meet the new requirements in an atypical panorama, such as the economic instability, in the textile industry.

The methodology consists of analyzing technical criteria, costing parameters and efficiency scores of knitted fabrics using the data envelopment analysis (DEA) and classification and regression (C&R) trees models, together with statistical techniques. From these tools, it is possible to guide the portfolio management of these products in a textile company, identifying those that are inefficient and require immediate management measures. The results are expected to be replicated in other companies because the DEA and C&R trees analytical procedures are applicable to different portfolios, whether in the same industry or not.

The results allowed identifying inefficient textile products regarding the input-output relationship and the main technical reasons related to the most significant inefficiencies, such as fiber composition and knitted fabrics rapports used in manufacturing.

DEA and C&R trees, in combination with the study of textile technical parameters, can be fundamental to investigating the efficiency and profitability of industries in periods of economic instability or other adverse situations. In addition, it is noteworthy that there are practically no studies in the literature on DEA applied in the textile industry, indicating excellent development potential.

This paper aims to investigate travelers’ intentions to use ChatGPT and the influential factors affecting their decision-making.

Four studies were conducted to test three hypotheses. Four groups of respondents totaling 593 (Study 1), 337 (Study 2), 374 (Study 3) and 385 (Study 4) survey participants were used for data analyses.

Overall, the findings confirmed the impacts of technology usage experience and ChatGPT’s mistakes and provided additional information on travelers’ intentions to use ChatGPT. The four hypotheses were supported.

The findings can help researchers and industry to understand travelers’ intentions to use ChatGPT and their responses to its functions.

这项研究调查了旅行者使用ChatGPT的意图, 以及影响其决策的重要因素。

通过进行四项研究来验证三个假设。四组受访者总共593名（研究1）、337名（研究2）、374名（研究3）和385名（研究4）参与了数据分析。

总体而言, 研究结果证实了技术使用经验的影响、ChatGPT的错误并提供了有关旅行者使用ChatGPT意图的更多信息。四个假设均得到了支持。

研究结果可以帮助研究人员和业界了解旅行者使用ChatGPT的意图, 以及他们对其功能的反应。

Este trabajo investiga la intención de los viajeros en el uso de ChatGPT y su influencia en el proceso de decisión de viaje de los viajeros.

Se han desarrollado cuatro estudios para probar tres hipótesis. Cuatro grupos de participantes: 593 (Estudio 1), 337 (Estudio 2), 374 (Estudio 3), y 385 (Estudio 4) participantes respondieron la encuesta y sus respuestas utilizadas para el análisis de datos.

En resumen, los resultados confirman el impacto de la experiencia de uso de la tecnología, los errores de ChatGPT, proveyendo información adicional sobre la intención de uso de ChatGPT por los viajeros. Las cuatro hipótesis de investigación fueron aceptadas.

Los resultados pueden ser útiles para la academia y la industria sobre la comprensión en la intención de uso de ChatGPT, tanto por los viajeros, como sus respuestas sobre su función.

This study aims to evaluate the behavioral predictors that affect tourists’ intentions to visit silver screen destinations.

The survey questionnaire was composed of multi-item measures, and a total of 432 questionnaires were collected by purposive sampling technique. Participants were asked about sensory stimuli, social stimuli, naturalistic stimuli, cultural stimuli, hospitality culture stimuli, cognitive responses, affective responses and behavior approach, which were evaluated using a seven-point Likert scale.

The authors discovered that cognitive and affective responses positively influence the tourists’ intention toward destinations with film-induced tourism, because tourists highly value unique and refreshing symbolic connotations of silver screen destinations, which are commonly predisposed to nostalgia and poetic on the scene.

The originality of this study and the theoretical value of the present research lies with revealing specific relations within the film-induced experienscape constructs that are based on the multistakeholder and multidisciplinary approach. Moreover, this study puts forward constructive suggestions for destination stakeholders in regard to how to market film-induced tourism that uses a multidisciplinary approach that is encompassed by experienscape constructs, which thereby reinforces the film-induced tourists’ experience and their behavior approach.