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Advances in digital technologies and the growing number of touch points have had a significant impact on the shopping behaviour of omnichannel customers. Several research papers have explored different facets of omnichannel, but only a few have thoroughly explored the literature on showrooming and webrooming simultaneously. This paper aims to identify the key groups of antecedents influencing customer buying behaviour in omnichannel, under the influence of digital technologies, with a particular focus on showrooming and webrooming.

Our study conducted a systematic literature review to identify the factors influencing customers’ buying behaviour in omnichannel, which have been the subject of academic discussion over the last decade. We finalized 149 articles for the thematic analysis and identified three groups of antecedents: channel-related, product-related and consumer-related with their subgroups.

Under channel-related antecedents, cost and perceived benefits, search convenience, need for interaction and situational circumstances have been identified as major attributes. The expressiveness of the product, product demonstration and search and experienced products have been identified under product-related antecedents, followed by price consciousness, past experiences, perceived risks and shopping motivations as leading attributes under consumer-related antecedents. The study revealed the multifaceted influence of digital technologies on omnichannel buying behaviour. Digital technologies are shaping the antecedents related to channels, products and consumers. Digital technologies simultaneously mediate between antecedents and the selection of a specific path within an omnichannel environment. Showrooming and webrooming should no longer be seen as general concepts. The rise of digital technologies has led to the development of new consumer journey patterns and the blurring of distinctions between showrooming and webrooming. A conceptual framework has been proposed to understand consumers' omnichannel behaviour, having considered the identified antecedents and the role of digital technologies.

This study advances the academic understanding of consumer behaviour in omnichannel under the influence of digital technologies and provides important implications for omnichannel management. With the advancement of digital technologies such as augmented reality and virtual reality, retailers should implement channel integration strategies to bridge the gap between online and offline channels, providing a memorable shopping experience for omnichannel customers.

This study is unique because it identifies and analyses the antecedents of consumer behaviour in omnichannel settings under the influence of digital technologies. It also uncovers new potential combinations of showrooming and webrooming patterns. The proposed framework can help retailers in their future planning of omnichannel strategies.

Autonomous vehicles (AVs) have the potential to transform the infrastructure, mobility and social well-being paradigms in New Zealand (NZ) amid its unprecedented population and road safety challenges. But, public acceptance, co-evolution of regulations and AV technology based on interpersonal and institutional trust perspectives pose significant challenges. Previous theories and models need to be more comprehensive to address trust influencing autonomous driving (AD) factors in natural settings. Therefore, this study aims to find key AD factors corresponding to the chain of human-machine interaction (HMI) events happening in real time and formulate a guiding framework for the successful deployment of AVs in NZ.

This study utilized a comprehensive literature review complemented by an AV users’ study with 15 participants. AV driving sprints were conducted on low, medium and high-density roads in Auckland, followed by 15 ideation workshops to gather data about the users’ observations, feelings and attitudes towards the AVs during HMI.

This research study determined nine essential trust-influencing AD determinants in HMI and legal readiness domains. These AD determinants were analyzed, corresponding to eight AV events in three phases. Subsequently, a guiding framework was developed based on these factors, i.e. human-machine interaction autonomous driving events relationship identification framework (HMI-ADERIF) for the deployment of AVs in New Zealand.

This study was conducted only in specific Auckland areas.

This study is significant for advanced design research and provides valuable insights, guidelines and deployment pathways for designers, practitioners and regulators when developing HMI Systems for AD vehicles.

This study is the first-ever AV user study in New Zealand in live traffic conditions. This user study also claimed its novelty due to AV trials in congested and fast-moving traffic on the four-lane motorway in New Zealand. Previously, none of the studies conducted AV user study on SUV BMW vehicle and motorway in real-time traffic conditions; all operations were completely autonomous without any input from the driver. Thus, it explored the essential autonomous driving (AD) trust influencing variables in human factors and legal readiness domains. This research is also unique in identifying critical AD determinants that affect the user trust, acceptance and adoption of AVs in New Zealand by bridging the socio-technical gap with futuristic research insights.

In the context of open innovation, more and more enterprises are leveraging innovation networks to drive disruptive innovation performance, but there is no consensus on the relationship between network embeddedness and enterprise disruptive innovation performance. This paper aims to systematically explore the relationship between them.

This paper constructs a multi-level network embeddedness model and uses 58 independent studies as samples to explore the relationship between multi-level network embeddedness and enterprise disruptive innovation performance by meta-analysis.

First, network embeddedness at the enterprise and regional levels will promote the improvement of disruptive innovation performance. Although industrial relationship embeddedness will promote the improvement of disruptive innovation performance, its structural embeddedness will bring negative effects. Second, in terms of mediating effect, policy-oriented support will promote the relationship between network embeddedness and disruptive innovation performance at the enterprise and industry levels. Compared with large enterprises, small- and medium-sized enterprises will have more advantages in the performance of multi-level network embedding and disruptive innovation performance. Under the subjective performance measurement method, the promotion effect of multi-level network embedding is more prominent.

This study enriches the theoretical research of network embeddedness and disruptive innovation and provides management enlightenment for the network embeddedness strategy of enterprise disruptive innovation. Limited by data samples and article length, future research can further expand literature samples to test the stability of variable relationships and test the moderating effects of more internal and external factors.

First, it constructs a theoretical analysis model of “point-line-surface” multi-level network embedding and disruptive innovation performance of enterprises and expands the theoretical analysis framework of network embedding and disruptive innovation performance. The second is to explore the influence mechanism of multi-level network embeddedness and enterprise disruptive innovation performance. Third, it deepens the theoretical understanding of the moderating variables of the impact of network embeddedness and enterprise disruptive innovation performance.

Drawing upon the cognitive-affective processing system (CAPS) framework, the current study proposes a dual-pathway model that suggests self-serving leadership has a positive influence on employee knowledge hiding. The study also examines the mediating effects of relative deprivation and emotional exhaustion, as well as the moderating effect of political skill, to provide a comprehensive understanding of these relationships.

This study employed two-wave time-lagged survey data collected from 644 employees in 118 teams within a company based in Shenzhen, China. Moreover, hierarchical linear modeling (HLM) was used to test the hypothesized relationships.

The results indicated that self-serving leadership positively influenced employee knowledge hiding, and this relationship was mediated by relative deprivation and emotional exhaustion. Additionally, political skill was found to negatively moderate both the direct relationship between self-serving leadership and relative deprivation and emotional exhaustion, and the indirect path from self-serving leadership to employee knowledge hiding through relative deprivation and emotional exhaustion.

This study makes a unique contribution to the knowledge management literature in several ways. First, it introduces self-serving leadership as a predictor of employee knowledge hiding, expanding the current understanding of this phenomenon. Second, it offers a novel conceptualization, suggesting that employees coping with self-serving leadership may experience relative deprivation and emotional exhaustion, and these factors can predict their engagement in knowledge hiding. Third, the research findings on the moderating role of political skill push the boundaries of the knowledge-hiding literature, providing new insights into the conditions under which this behavior occurs.

This study investigated the factors contributing to the reduction of plagiarism. It focuses on elucidating the concept of plagiarism, its legal and ethical implications, the punitive measures implemented to address plagiarism and the level of awareness of plagiarism policies.

An online survey was administered to 649 students (160 male, 489 female) of the College of Social Sciences at Kuwait University (KU) to investigate the relationships between a number of factors linked to plagiarism, including its definition, legal and ethical implications, understanding of plagiarism regulations and the consequences associated with plagiarism.

The aforementioned factors and underlying causes that contribute to engaging in plagiarism were substantially correlated. Regression analysis revealed that variables such as legal and ethical considerations, familiarity with plagiarism regulations and the existence of sanctions were statistically significant predictors of the factors contributing to the occurrence of plagiarism.

The findings can help the Kuwait University administration and similar universities in the region focus on increasing students’ awareness of plagiarism and can aid in developing better policies that include the definition of plagiarism and penalties for undertaking this academic misconduct.

This study shows universities the importance of increasing students’ awareness of academic misconduct and can help create appropriate and robust policies.

To explore the Fundamental Attribution Error (FAE) bias as a potential impediment to organizational learning and to develop a conceptual model for practitioners and scholars to consider.

Our methodology includes a review and adoption of concepts from social cognition, organizational psychology, and learning theory to examine the role of FAE bias in organizational learning.

FAE bias is characterized by providing implicit support for fostering employee cynicism and resistance behaviors and facilitates ongoing cognitive cycles that hinder collaborative learning and knowledge sharing.

By understanding the role of FAE bias in organizational learning, leaders can develop strategies to mitigate the negative impact of FAE bias on organizational learning dynamics and enhance a social cycle that can improve the organization's learning culture.

This viewpoint highlights that FAE bias in the workplace can lead to a breakdown in how individuals process emotions (affect), actions (behavior) and thoughts (cognition) in social scenarios, exacerbating employee cynicism and resistance, which in turn undermines effective collaboration, communication and the overall social fabric essential for organizational learning.

This viewpoint presents a novel perspective by linking FAE bias directly to cognitive cycles that can impede organizational learning processes through cynicism and resistance behavior, which we propose should be proactively considered by organizations leveraging learning as a key management strategy.

This paper aims to examine the factors that influence the readiness of public sector internal auditors of the Accountant General’s Department (AGD) in Malaysia to implement digital audit.

This study used an online questionnaire survey that was administered to a population of 124 internal auditors of the AGD, Malaysia. The readiness was measured in two ways: change commitment (CCOM) and change efficacy (CEFF), whereas the predictors of readiness encompass three factors: change valence, task knowledge and task availability. A partial least squares modelling using the SmartPLS 4 version was used to test the hypotheses.

The results reveal that change valence, task knowledge and task availability are positively significant factors influencing the CCOM of the AGD to implement digital audit. However, change valence is the only factor influencing CEFF.

This study offers useful empirical evidence on determinants of readiness to implement digital audit among internal auditors in the public sector, which is crucial towards supporting the Malaysian Government’s digital transformation agenda.

This study aims to identify the main challenges to achieving humanitarian logistics in the context of United Nations peace missions in sub-Saharan Africa and to present suggestions for overcoming the logistical gaps encountered.

The methodological approach of the work focuses on the comparative case study of the United Nations Mission in South Sudan, the United Nations Multidimensional Integrated Stabilisation Mission in the Central African Republic and The United Nations Organisation Stabilisation Mission in the Democratic Republic of Congo from 2014 to 2021. The approach combined a systematic literature review with the authors’ empirical experience as participant observers in each mission, combining theory and practice.

As a result, six common challenges were identified for carrying out humanitarian logistics in the three peace missions. Each challenge revealed a logistical gap for which an appropriate solution was suggested based on the best practices found in the case study of each mission.

This paper presents limitations when addressing the logistical analysis based on only three countries under the UN mission as a case study, as well as conceiving that certain flaws in the system, in the observed period, are already in the process of correction with the adoption of the 2016–2021 strategy by the UN Global Logistic Cluster. The authors suggest that further studies can be carried out by expanding the number of cases or using countries where other bodies (AU, NATO or EU) work.

To the best of the authors’ knowledge, this study is the first comparative case study of humanitarian logistics on the three principal missions of the UN conducted by academics and practitioners.

The study explores inclusive and sustainable growth in Micro, Small and Medium Enterprises (MSME) by examining people-oriented practices that expand employment opportunities for women. It uses the Conservation of Resources Theory to explore sustainable HRM practices like telecommuting, managerial support and understanding generational preferences to enhance women's well-being.

The study captures the impact of HRM practices on employee well-being using multi-source data that were collected through an online questionnaire administered to 2,856 female employees in 18 Indian MSMEs. We then use PLS-SEM (SmartPLS-4 and PLS-multi-group analysis (PLS-MGA)) to analyze predictors of employee well-being.

The data analysis revealed that satisfaction with HRM practices positively impacted employee well-being. Secondly, satisfaction with telecommuting mediated the relationship between satisfaction with HRM practices and employee well-being. Thirdly, managerial support positively moderated the relationship between satisfaction with telecommuting and well-being. Lastly, generational cohort membership moderated the satisfaction with HRM policies and well-being, with Generation Z having a stronger need than Generation Y.

This study emphasizes the significance of robust and gender-sensitive HRM practices in MSMEs in high-growth emerging markets. It emphasizes the need for telecommuting policies and the role of managers in creating a supportive work environment for women. By implementing these insights, MSMEs can develop effective strategies to attract, retain and promote the well-being of women employees, thereby fostering sustainable HRM practices.

This study explores sustainable MSME HRM practices supporting gender inclusions and women’s well-being in high-growth emerging markets. By focusing on gender inclusion and the impact of telecommuting, generational preferences and managerial support, we contribute to mechanisms for sustainable labor as an economic and social concept.

Research in the field of intrapreneurial behaviour (IB) is developing in terms of the personality results of employees in various occupations. An important developing field is the study of how personality traits (PTs) influence occupational results. While previous theories like situationism focus on the impact of situations, the role of situations as a catalyst for personality in the context of IB has not been explored. Theories like person-job fit have also established the personality-job resemblance for performance measures. This paper aims to conceptualize the activation of PTs for IB responses from employees using trait activation theory (TAT).

The TAT explains the personality-triggering effect in diverse situations for performance measures. Plenty of research studies have established IB of employees as a performance measure at the individual level that further rejuvenates organisational performance measures. The current study aims to conceptualise how personality and situational factors interact to affect IB outcomes in firms using the TAT. Employees in different occupations utilise personality coherent conflict handling styles (CHS) to manage conflict situations, which might serve as situational cues to activate personality effects in employees engaged in IB.

A theoretical framework for understanding how situational cues activate PTs for IB development has been proposed in this study.

The findings of the study have repercussions for pedagogy and the practices that are currently used in human resource management.

The study concludes with a series of propositions by arguing and supporting literature on existing conceptions of the trait activation process. Attempting to advance the conceptualisation of TAT, the study also offered implications for theory, pedagogy and practice regarding the relationship between PTs, CHS and IB.