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The purpose of this study is to arrive at a conceptual roadmap that may be used to analyze the impacts of post-disaster relocation on a family’s dynamics and how this, in turn, affects their resilience to future disasters. Existing literature shows that the role of the family as a social unit is often overlooked in disaster research. Ultimately, this paper seeks to elevate the place of the family and its internal dynamics as a vital determinant of family resilience in a post-disaster relocation setting.

The study is a result of a systematic literature review of four interrelated topics, namely, families in disasters; post-disaster relocation; disaster resilience and family resilience.

The literature review resulted in an exploration of the experiences of families amidst post-disaster relocation. Such findings were linked towards potential impacts on family dynamics, which then resulted in the study’s proposed roadmap.

The study is a novel attempt at coming up with a conceptual framework that may guide future scholars in determining the effects of family dynamics on a family’s overall disaster resilience amid post-disaster relocation. It is hoped that the use of such a framework will guide policymakers in crafting institutional reforms that take into account family cohesion in disaster relocation efforts.

Purpose: In this technologically advanced era, it is crucial to understand how consumers adopt innovations so that producers and marketers can cater to these needs effectively. While existing technology adoption models have good explanatory power, a hybrid model must account for newer contexts.

Need for the Study: Most technology adoption papers in extant literature deal with the phenomenon’s functional, environmental and cognitive aspects. However, a mindset-oriented approach is largely absent from current studies. Mindsets are core beliefs people have about the malleability of human traits and characteristics that ultimately shape consumer behaviour. Investigating the adoption of such technologies through a deeper psychological lens will advance the field substantially.

Methodology: This conceptual paper utilised a literature review and theoretical integration to present a novel technology adoption model. The literature review of secondary data helped identify extant gaps, while academic integration of major concepts helped fill said gaps.

Findings: Based on the existing gaps in the literature, this study conceptualised a novel technology adoption model based on the foundation of Mindset Theory. Overall, relevant constructs, variables and scales have been presented along with future research propositions.

Practical Implications: From a global perspective, the findings of this chapter will enable marketers and practitioners to understand consumer adoption of new-age technologies. Producers of such technologies will also be able to cater to consumers more efficiently as a result of this study.

The objective of this study is to make a conceptual analysis of Community-based tourism (CBT). CBT, one of the tourism activities that internalised sustainability, has several common threads with nature-based tourism activities. However, these similarities/common elements must be more understandable between those relevant tourism activities. From this fact, this research aims to assign a theoretical framework for CBT and reveal the differences between CBT activities from other tourism types.

Tourism, unavoidably, is one of the critical sectors that require sustainable usage of resources. Because visiting natural, historical and cultural values/attractions constitute the primary reason for tourists' travel motivations, making those values/attractions sustainable for the future is essential. However, the sustainable usage of those values/attractions can be enabled with protection and maintenance balance. On the other hand, this philosophy will only come true if obtaining the locals support it. Therefore, CBT propounds that local people should make the most of tourism at all levels, especially the economic contribution. Within this context, the importance and necessity of these issues will be manifested in this chapter, presenting a conceptual framework. Additionally, this chapter will support other researchers in constituting the conceptual framework and will guide policymakers and other stakeholders to understand the importance of CBT.

The present study purports to unravel the mechanism in relationship among leadership behaviour integrity, organisational career development and employee engagement. Further, it also aims to understand if the employee feedback self-efficacy has any moderating influence on the relationship between leader behavioural integrity and organisational career development.

Pre-existing questionnaires are used for collecting data from a total of 417 employees working in the information technology industry operating within India. Analysis of the data is done using structural equation modelling technique.

Results of the study show that organisational career development partially mediates the relationship between leadership behavioural integrity and employee engagement. It is also found that feedback self-efficacy plays a moderating role in the relationship between leadership behavioural integrity and organisational career development.

The study helps to understand the mechanism of the relationship between leadership behavioural integrity and employee engagement through organisational career development with the support of ethical theory and social exchange theory. It also shows the moderating role played by feedback self-efficacy in the relationship between leadership behavioural integrity and organisational career development using social learning perspective.

The police often respond to persons who are not in direct violation of the law, but are rather undergoing behavioral crises due to mental illness or substance abuse disorders. The purpose of this study is to examine how police behavior influences civilian bystanders' emotional responses and perceptions of procedural justice (PPJ) when officers interact with these populations, which traditionally have been stigmatized in American culture.

Using a factorial vignette approach, the authors investigate whether perceived public stigma moderates the relationship between police behaviors (i.e. CIT tactics, use of force) and PPJ. The authors also investigate whether emotional reactions mediate the relationship between police behaviors and PPJ.

Regardless of suspect population (mental illness, substance use), use of force decreased participants' PPJ, and use of CIT tactics increased PPJ. These effects were consistently mediated by anger, but not by fear. Interactive effects of police behavior and perceived public stigma on PPJ were mixed.

Fear and anger may operate differently as antecedents to PPJ. Officers should note using force on persons in behavioral crisis, even if legally justifiable, seems to decrease PPJ. They should weigh this cost pragmatically, alongside other circumstances, when making discretionary decisions about physically engaging with a person in crisis.

This study aims to assess how employee innovativeness, employee self-efficacy and customer-centricity intervene in the relationship between transformational leadership and organizational competitiveness of insurance firms.

This study was a survey, with data collected using a structured questionnaire. The population was the insurance firms in Ghana, and the target respondents were employees. The sample comprises 218 employees drawn from 19 insurers. Data was analyzed using structural equation modeling.

This study concludes that transformational leadership had a direct effect on organizational competitiveness. Employee innovativeness partially mediated the relationship between transformational leadership and organizational competitiveness. Employee self-efficacy moderated the effect of transformational leadership on employee innovativeness. Finally, customer-centricity moderated the effect of employee innovativeness on the organizational competitiveness of insurance firms.

Future studies should pay particular attention to the individual dimensions of transformational leadership (individualized consideration, intellectual stimulation, inspirational motivation and idealized influence), in combination with the other constructs studied.

Insurance is a service industry, which sells mostly unsolicited products. Customer-centricity is therefore very crucial in achieving organizational competitiveness. Attention should also be paid to transformational leadership and employee self-efficacy, as they enhanced employee innovativeness needed for competitive advantage.

This study contributed to the understanding of the relationship between transformational leadership and organizational competitiveness, by identifying employee innovativeness, employee self-efficacy and customer centricity, as intervening variables.

Employee Stock Options [ESOs] have been used widely as a component of employees' compensation. To maximise the incentive effect of these options it is very important to understand the exercise decision of the employees. This is an important financial decision that is dependent on both rational and psychological factors. This paper aims to study the mediating role of Herding Bias on Personality Traits and the employees' decision to exercise ESOs.

The data were collected through a self-structured questionnaire from 210 employees of Banks and NBFCs [Non-Banking Financial Companies] who have received and exercised the ESOs. SPSS MACRO version 25 was used to understand the mediational effect of Herding Bias on Personality Traits and Employees' decision to exercise their ESOs.

The results showed that Personality Traits affect the employees' decision to exercise their ESOs. The study also shows a partial negative mediating effect of Herding Bias on Personality Traits and employees' decision to exercise ESOs.

Limited study has been conducted on how the employees make their decision to exercise ESOs. Although extant studies have touched upon the importance of including behavioural biases in ascertaining the exercise decision of the employees, the predictors of the behavioural biases have not been studied under this context. To the best of the author's knowledge, this study is the first in itself to study the inter-linkage between Personality Traits, Herding Bias and employees' decision to exercise ESOs.

This study considered the use of video conferencing virtual backgrounds with employees located in a large multinational corporate organisation in Ireland and the USA to discern if background images evoking gendered stereotypes of leadership can cue stereotype threat in female technology workers undertaking a leadership activity, thus negatively effecting performance. This study aims to contribute to the body of research on stereotype threat by establishing whether virtual backgrounds used in video conferencing software are inherently identity safe or whether their use could have a negative performance impact on marginalised groups.

Using a mixed methods research design with 22 participants in two countries working in the one large organisation, using two quantitative methods (an experiment and a survey) and one qualitative method (semi-structured interviews), the study examined the relationship between performance on the leadership activity and exposure to gendered backgrounds on a video conference call.

It found that female leaders undertaking a leadership test experienced more anxiety and achieved lower scores on average when exposed to a male-gendered virtual background compared to male colleagues or female leaders exposed to a female gendered background. It was also found that these leaders were aware of the stereotype of leadership being White and male, and showed symptoms of prolonged exposure to stereotype threat in the workplace. While the authors still are working through a post-pandemic environment, it may be judicious for organisations to restrict the use of virtual backgrounds to identity-safe ones, specifically chosen by the company.

The study makes several practical recommendations, indicating actions which can be taken at the individual, team and corporate levels. Re-running this experiment in a more controlled environment with a larger sample set could yield more definitive, statistically significant results and contribute more to the literature.

Some individual impacts were found via the interviews. Male leaders in the organisation need to do more to mentor and endorse their female colleagues. By doing this, they can counter the negative effects of solo status and the subsequent performance degradations of their female counterparts, while also setting an example for other leaders. Participation in the mentoring programme and initiatives such as Dare and value, inclusion, belonging, and equity should be encouraged and supported. Reverse mentoring should also be encouraged among the population of male leaders to aid in allyship and bias-awareness.

Teams should note that a democratic vote is not always the best way to decide on the names of teams, projects or meeting rooms. These may skew towards niche interests that can serve to alienate members of the team who do not associate themselves with that interest. Rather, the teams should strive to be fully inclusive and educated on the need for identity-safety. Team events may also serve to alienate members if teams are not mindful of the need to be inclusive. Activities, such as “go-kart” racing and physical or competitive team events have been highlighted as unsuitable for some team members, and should be avoided in favour of inclusivity.

A significant body of research has documented the effect to which stereotype threat can be triggered by both the physical environment and by the use of various technology media. However, there is a dearth of research exploring the relationship between stereotype threat, defined as “the concrete, real-time threat of being judged and treated poorly in settings where a negative stereotype about one’s group applies” (Steele et al., 2002, p. 385), and video conferencing software features, such as virtual backgrounds.