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This study aims to study the distribution characteristics of antibiotic resistance in direct-eating food and analysis of Citrobacter freundii genome and pathogenicity. Residual antibiotics and antibiotic resistance genes (ARGs) in the environment severely threaten human health and the ecological environment. The diseases caused by foodborne pathogenic bacteria are increasing daily, and the enhancement of antibiotic resistance of pathogenic bacteria poses many difficulties in the treatment of disease.

In this study, six fresh fruits and vegetable samples were selected for isolation and identification of culturable bacteria and analysis of antibiotic resistance. The whole genome of Citrobacter freundii isolated from cucumber was sequenced and analyzed by Oxford Nanopore sequencing.

The results show that 270 strains of bacteria were identified in 6 samples. From 12 samples of direct food, 2 kinds of probiotics and 10 kinds of opportunistic pathogens were screened. The proportion of Citrobacter freundii screened from cucumber was significantly higher than that from other samples, and it showed resistance to a variety of antibiotics. Whole genome sequencing showed that Citrobacter freundii was composed of a circular chromosome containing signal peptides, transmembrane proteins and transporters that could induce antibiotic efflux, indicating that Citrobacter freundii had strong adaptability to the environment. The detection of genes encoding carbohydrate active enzymes is more beneficial to the growth and reproduction of Citrobacter freundii in crops. A total of 29 kinds of ARGs were detected in Citrobacter freundii, mainly conferring resistance to fluoroquinolones, aminoglycosides, carbapenem, cephalosporins and macrolides. The main mechanisms are the change in antibiotic targets and efflux pumps, the change in cell permeability and the inactivation of antibiotics and the detection of virulence factors and ARGs, further indicating the serious risk to human health.

The detection of genomic islands and prophages increases the risk of horizontal transfer of virulence factors and ARGs, which spreads the drug resistance of bacteria and pathogenic bacteria more widely.

The purpose of this literature review is, first, to understand how employees with disabilities in the context of COVID-19 have been studied under the talent management (TM) approach; second, to explore what we know about the predictors and outcomes that have been linked to TM practices in that area; and third, to identify gaps in our understanding and provide insights for future research.

This paper presents a systematic literature review (SLR) based on 38 academic sources published in high-impact indexes from 2020 to 2023.

The existing research shows COVID-19 as a crucial context that led organizations to more precarious and segmented TM practices, which had negative consequences for employees with disabilities, both at the individual level (reduced satisfaction and income, and increased health issues) and the organizational level (increased unemployment, turnover and discrimination as well as declining performance and productivity).

This paper provides essential contributions to the field of TM in the relatively unexplored context of employees with disabilities since the emergence of COVID-19. Our literature review suggests there is significant room for developing and implementing adjusted TM strategies and practices to foster effective inclusiveness, accommodations and supportive work environments for employees with disabilities. From this evidence, a number of key avenues for future research and key implications for academics and practitioners are provided.

This paper aims to understand whether the relationship between psychological empowerment, psychological well-being and higher person–job fit based on the self-determination theory could have mitigated the Great Resignation crisis.

A cross-sectional study was conducted by collecting data from 351 respondents working in Indian organizations (Nifty, 2020) using a standardized questionnaire by using the multifaceted psychological construct within the work context.

This study highlights that a moderated mediation relationship between psychological empowerment (specifically “impact” or “choice”) and psychological well-being (specifically “environmental mastery”) is impacted by the person–job “demand-abilities” fit and enhances the intention to stay in the current “great resignation” context.

The authors map the theoretical and empirical research of the “intention to stay” by developing the “demand-abilities” fit, which leads to higher levels of psychological empowerment and psychological well-being to build adaptability through effective learning practices.

The authors establish the underlying linkages and future research agenda to strengthen the “intention to stay” during the extraordinarily stressful context of the covid-19 pandemic.

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 main goal of this study is to determine the role of employee commitment in the relations between the compensation system and turnover intentions of employees in the Republic of Serbia, as well as to investigate whether there is a mediating effect of employee commitment in this relation.

The primary methodology implemented in the research was data gathering, obtaining theoretical research works on the proposed relations and empirical studies based on the PLS-SEM, analysed by IBM SPSS Statistics and SmartPLS data processing software. The data for the analysis was obtained from a total sample of 764 employees, collected in the Republic of Serbia via an online questionnaire.

The results indicated a positive statistically significant relationship between the formative construct (compensation system) and reflective construct (commitment), as well as a negative statistically significant relationship between the compensation system and reflective construct (turnover intentions). Employee commitment partially mediates the relationship between the compensation system and turnover intentions of employees.

The study was conducted in Serbia and is thus rooted in the specific national context which is characterized by high power distance and high uncertainty avoidance and more collectivistic society with feminine values more expressed. Most of the previous investigations related to the mentioned constructs were performed in companies from more developed countries, including Western Europe and the United States of America, whereas there has been no such research conducted in Serbia to date. The results portrayed a mismatch between the expected relations regarding the attitudes of employees to the rewards and the proposed national context. Modern companies in Serbia need to follow a modern reward mechanism to build stronger commitment and decrease turnover intentions. Moreover, in most earlier research works, compensation was examined in terms of satisfaction with rewards, while this study was based on questions related to perceptions of employees toward HR compensation practices (“The organization offers me”-type questions), not related to their satisfaction. Further, in the majority of previous research works, the compensation system was examined as a variable in combination with other HR processes (staffing, training and development, career development, employee relations, HR planning, communication, etc.), as a HPWP, while in this case the authors used only the practice of compensation (reward elements and employee performance evaluation) to investigate relations with commitment and turnover intentions.

The COVID-19 pandemic has had far-reaching effects on society and will continue to be a subject of study for researchers in the years to come. Businesses have implemented technologies that reduce reliance on physical currencies, such as e-commerce sites and contactless payments. This study aims to examine the users’ attitudes and behaviors toward mobile payments. The focus is on identifying the most effective techniques and approaches that businesses can use to encourage user adoption of mobile payments.

This study uses survey data from 396 active mobile payment users across the mid-west region of the USA to test the proposed hypothesis. The snowball sampling approach is used to sample the participants for the data collection. This study uses partial least squares structural equation modeling to test the ten hypotheses proposed in this study.

This study finds that organizational commitment and privacy customization can significantly overcome users’ protective attitudes toward mobile payments during the pandemic. In addition, providing users with privacy customization options can significantly encourage self-disclosure, which is crucial for transaction authentication and fraud detection.

Envisioned in the backdrop of the COVID pandemic, this is one of the earliest studies investigating the role of privacy customization, self-disclosure and organizational commitment on mobile payment adoption.

This paper examines open innovation (OI) based on sustainability principles within the agri-food sector. The study aims to understand the interplay between different actors and develop a typology of their roles in fostering sustainability. Three key research questions guided our inquiry: “WHY” sustainability is driving the OI initiatives as presented by companies, “WHO” participates in OI interactions and “HOW” these interactions are structured among diverse agri-food actors.

Through a theoretical prism encompassing OI modes, types, practices, sustainability dimensions and multilevel perspectives, we analyzed 78 agri-food sustainable OI initiatives, as described by the companies, to identify and explain why, who and how they engage in OI to drive sustainability shifts.

The results reveal typical patterns of transaction and cooperation between actors and confirm the collaborative nature of sustainable OI in the agri-food sector when actors must transcend traditional economic boundaries and reshape both the internal performance culture and the broader industrial or community mindset. The paper also conceptualizes the roles of actors in co-creating value in the context of sustainable food transitions.

This study brings the theoretical lenses of OI to conceptualize the collaborative nature of sustainability transitions in the agri-food system. The focus on sustainability transitions is dominantly placed on innovators at the niche level, while incumbents tend to be depicted as protecting the status quo. Thus, the focus on the collaborative interplay among different actors engaged in OI for sustainability contributes to offering a more nuanced view of innovation in sustainability transitions. In turn, the development of a typology of actors, motivations and configurations of OI from sustainability transition perspectives contributes to strengthening the conceptualization of sustainable value co-creation in the OI realm.

This study aims to inspect the organizational culture of academic libraries in Vietnam and China, and the objective was to investigate how the academic libraries in Vietnam and China differ in organizational culture’s task, unity and status orientations.

This study surveyed 546 academic library staff in China and Vietnam to fulfill this objective. Exploratory factor analysis, confirmatory factor analysis and paired t-tests are used to explore whether the organizational culture in the academic libraries in Vietnam and China is different in terms of task orientation, unity orientation and status orientation.

The results from the data concluded that academic libraries in Vietnam had a higher score on task and status orientations than their Chinese counterparts. In this study, there were no coherent factors regarding unity orientation.

This research expresses several solutions to address the problems in academic libraries in Vietnam and China. Scholars and practitioners can benefit from this research as it is a foundation to support them in understanding the organizational culture of libraries in two countries.

This research expands the scope of organizational culture literature in the Asian library sector. Given that no prior studies have compared the library cultures between the two countries, this study is a novelty. The findings of this research can support academic library staff, leaders and practitioners in Vietnam and China to understand their organizational culture. The research also identifies some recommendations to improve the academic library culture in Vietnam and China.

The purpose of this study is to identify motivations for the uptake of crowdfunding by micro-entrepreneurs in an emerging economy and the extent to which these vary by entrepreneur characteristics, sector and crowdfunding model.

The authors conduct qualitative analyses of data collected in interviews with 57 micro-entrepreneurs in Morocco, all of whom used crowdfunding in fundraising.

The authors identify six key motives for crowdfunding adoption by micro-entrepreneurs including financing needs, legitimacy seeking, sense of achievement, network-building, entrepreneurial and marketing competence enhancements. They also find evidence for moderation effects of fundraiser characteristics on likelihood of adoption, including gender, age, education, training experience and sectoral affiliation. Furthermore, the authors show that the relative importance of different motives varies by the type of crowdfunding model used.

The original aspects of the study include the examination of adoption motives in an emerging market context and the distinguishing between entrepreneurs’ adoption motives based on different gender, age, education, training experience, sectoral affiliation and crowdfunding model used. Moreover, the authors show that enhancement of competencies is a more dominant motive in the emerging market context than mentioned in earlier studies in developed contexts.

This study aims to investigate how living lab (LL) activities align with responsible research and innovation (RRI) principles, particularly in artificial intelligence (AI)-driven digital transformation (DT) processes. The study seeks to define a framework termed “responsible living lab” (RLL), emphasizing transparency, stakeholder engagement, ethics and sustainability. This emerging issue paper also proposes several directions for future researchers in the field.

The research methodology involved a literature review complemented by insights from a workshop on defining RLLs. The literature review followed a concept-centric approach, searching key journals and conferences, yielding 32 relevant articles. Backward and forward citation analysis added 19 more articles. The workshop, conducted in the context of UrbanTestbeds.JR and SynAir-G projects, used a reverse brainstorming approach to explore potential ethical and responsible issues in LL activities. In total, 13 experts engaged in collaborative discussions, highlighting insights into AI’s role in promoting RRI within LL activities. The workshop facilitated knowledge sharing and a deeper understanding of RLL, particularly in the context of DT and AI.

This emerging issue paper highlights ethical considerations in LL activities, emphasizing user voluntariness, user interests and unintended participation. AI in DT introduces challenges like bias, transparency and digital divide, necessitating responsible practices. Workshop insights underscore challenges: AI bias, data privacy and transparency; opportunities: inclusive decision-making and efficient innovation. The synthesis defines RLLs as frameworks ensuring transparency, stakeholder engagement, ethical considerations and sustainability in AI-driven DT within LLs. RLLs aim to align DT with ethical values, fostering inclusivity, responsible resource use and human rights protection.

The proposed definition of RLL introduces a framework prioritizing transparency, stakeholder engagement, ethics and sustainability in LL activities, particularly those involving AI for DT. This definition aligns LL practices with RRI, addressing ethical implications of AI. The value of RLL lies in promoting inclusive and sustainable innovation, prioritizing stakeholder needs, fostering collaboration and ensuring environmental and social responsibility throughout LL activities. This concept serves as a foundational step toward a more responsible and sustainable LL approach in the era of AI-driven technologies.