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Switching to green energy is a crucial step in achieving carbon neutrality. This study aims to explore what motivates people to use green energy and how much more people are willing to pay for green energy.

Grounded on the value–attitude–intention hierarchy, this study proposes that environmental consciousness as a human value influences attitudes including attitude toward environmental issues and attitude toward ecosocial benefits while attitudes, information and knowledge about green energy and quality and price of green energy influence people’s intention to use green energy. Data were collected from 342 Chinese adults.

Results showed that environmental consciousness significantly and positively influenced attitudes while attitude toward environmental issues had the greatest effect on people’s intention to use green energy, followed by quality and price of green energy. About 44% respondents were willing to pay 2.5% to <5% more money for green energy.

This study extended the use of value–attitude–intention hierarchy to investigate what motivates people to use green energy. Specifically, this study demonstrated that quality and price, and knowledge and information also significantly shaped people’s intention to use green energy significantly.

This study explores the impact of difficult coworkers on employees' turnover intention. Additionally, this study investigates the roles of employees' attitude toward difficult coworkers, perceived organizational support and affective commitment in the relationship between difficult coworkers and turnover intention.

Based on the stimulus-organism-response theory, a theoretical model was established that linked difficult coworkers to employees' attitude toward the, then to turnover intention directly and indirectly through perceived organizational support and affective commitment. The model was validated using responses from 343 Chinese employees in Macao's banking industry.

Results of the partial least squares-structural equation modeling (PLS-SEM) showed that difficult coworkers significantly influenced employees' attitude toward them. Employees' attitude toward difficult coworkers had a small and significant effect on turnover intention while perceived organizational support and affective commitment mediated the relationship between attitude toward difficult coworkers and turnover intention.

The study is the first empirical study to employ the stimulus-organism-response theory to characterize the impact of difficult coworkers on turnover intention. Fortunately, perceived organizational support and affective commitment were able to lessen the impact of difficult coworkers on turnover intention.

Restaurant dining is an important part of people's live, and the restaurant industry is one of the largest industries in the hospitality sector. Thus, this study explores the effects of restaurant diningscape on customer satisfaction and word of mouth.

Based on a literature review on restaurant servicescape and special functions of dining spaces, diningscape was conceptualized as a multidimensional construct. Data were collected from 378 restaurant patrons using snowball sampling in Macao, China. The validity and reliability of constructs were assessed using confirmatory factor analysis. Structural equation modeling was used to validate the proposed hypotheses between constructs.

Results showed that diningscape has a second-order factor structure consisting of five dimensions, namely food and drinks, service quality, servicescape, social functions and soundscape. Diningscape positively influences customer satisfaction and word of mouth.

Social function is the dominant factor of diningscape while female customers are more sensitive towards food and drinks, service quality, servicescape and soundscape. Thus, restaurants should not overcrowd their premises. Additionally, restaurants must strive to provide a wide variety of food and drinks, show service intimacy and be decorated specially with appropriate sonic environment as female customers can have a big influence on where to dine.

The study reveals that diningscape is multidimensional and shall be characterized in a holistic manner. Additionally, it helps restaurant managers to focus on the more important features, such as social functions, and food and drinks that customers value most.

This study aims to use the framework of customer dominant logic to explore the mediating role of service co-creation on the relationships between customer involvement and perceived service performance and between customer involvement and word-of-mouth (WOM). It also investigates the moderating role of customer relational-motivational orientation on the relationship between customer involvement and service co-creation.

A questionnaire survey was conducted to collect responses from 289 Hong Kong's customers in different service settings. Structural equation modeling was used to test the proposed research model.

The results of structural equation modeling showed that the freedom of co-creation and the degree of collaboration fully mediated the effect of customer involvement on perceived service performance and WOM. Additionally, relational-motivational orientation moderated the relationships between customer involvement and the freedom of co-creation and between customer involvement and the degree of collaboration.

This research provides implications to managers on how to facilitate an environment that stimulates customer co-creation. Customer-contact employees must be trained with the necessary interpersonal skills to serve customers with different levels of relational-motivational orientation.

The study is one of the first to identify customer involvement as a key antecedent of service co-creation attributes and the moderating role of relational-motivational orientation on the relationships between customer involvement and service co-creation attributes.

An internship is an essential part of vocational-oriented degree programs because it enhances the employability of graduates and prepares them for career development. Thus, it is important to understand how students view internships and whether they are satisfied with their internship experience. This paper explores the effects of organizational and individual factors on internship satisfaction.

Based on a literature review on internship, we propose a theoretical model in which organizational factors, including supervisor support and task clarity, and individual factors, including interns' perceived functional value and perceived social value, can lead to internship satisfaction while task clarity, perceived functional value and perceived social value can affect interns' self-initiative behavior. The proposed model was tested using responses from 161 Chinese students in Macao SAR.

The results of structural equation modeling indicated that supervisor support and perceived social value had direct and significant impacts on internship satisfaction while task clarity and perceived functional value had direct and significant impacts on interns' self-initiative behavior. Additionally, supervisor support significantly influenced task clarity, perceived functional value and perceived social value.

The paper identifies that supervisor support has a strong and significant impact on internship satisfaction. Additionally, the current study indicates that organizations should pay great attention to appoint the right work supervisors who are able to assign appropriate tasks to interns, provide clear guidance and facilitate social interaction between interns and other people.

Employees play a significant role in implementing corporate social responsibility (CSR) practices. This paper aims to examine the perceived importance of CSR practices and identifies improvement areas of CSR practices using the importance-performance analysis from Macao’s casino employees’ perspective.

Based on a literature review of CSR in the hospitality industry and ISO 26000, a comprehensive set of CSR practices including responsible gaming practices was identified. Data were collected from 298 casino employees. Importance-performance analysis as well as exploratory and confirmatory factor analysis were used to identify important CSR practices and the factor structure of CSR in Macao’s gaming industry.

Employees rated “providing good wages and health insurance” as the most important practice, followed by “creating a health and safe working environment” and “be fair and honest with employees.” The importance-performance analysis shows that employees perceived their firms performing well in “providing good wages and health insurance,” “protecting consumer data and consumer privacy” and “providing good consumer service and support.” The results of confirmatory factor analysis indicate that CSR in Macao’s gaming industry encompasses seven factors, namely, “Labor Practices,” “The Environment,” “Fair Operating Practices,” “Consumer Issues,” “Human Rights,” “Community Involvement” and “Responsible Gaming”.

Casino employees shape customer experience, recognizing and understanding how employees view CSR practices can help casino operators refine their CSR initiatives.

The study investigates employees’ perceptions of green project management in Hong Kong's engineering and construction sectors.

Green project management attributes were identified and categorized in terms of organization and process aspects based on a literature review. A questionnaire was developed to collect responses from employees working in Hong Kong's engineering and construction sectors.

Respondents perceived “using Design for Environment approach,” “training employees about green project management” and “recycling the used or excessive materials/components” as the most important attributes. Generally, females gave higher importance ratings than males to most attributes. Respondents who had higher education qualifications or held senior positions perceived green project management attributes as more important than their counterparts with lower education qualifications or in lower positions. Green project management was found to have four distinct factors: “Management Commitment,” “Green Technologies and Processes,” “Green Partnerships” and “External Communication.”

The study is one of the first empirical works on green project management in Hong Kong's engineering and construction sectors. It demonstrates that green project management should be characterized as a multidimensional concept.

The success of corporate community involvement depends on employees' perception of and intention to participate in the associated activities. This paper explores personal and perceived organizational factors that influence casino employees' intention to participate in community involvement activities using the extended value-attitude-intention model.

Based on a literature review on corporate community involvement in the hospitality industry and the value-attitude-intention hierarchy, a theoretical model that links perceived societal value to employees' behavioral intention was established. The model was tested using responses from 322 Macao's casino employees.

Results of structural equation modeling showed that perceived societal value of corporate community involvement and perceived societal pressure significantly influenced employees' attitude toward community involvement while perceived societal pressure also significantly influenced perceived facilitating conditions. Additionally, employees' attitude toward corporate community involvement and perceived facilitating conditions affected their intention to participate in corporate community involvement activities.

Casinos use corporate community involvement as a way of counteracting the negative impacts of commercial gaming and supporting local communities. Hence, it is vital to understand the mechanism of engaging casino employees in corporate community involvement activities.

This study aims to explore the relationships between employees’ training orientation, organizational support for training and employees’ training satisfaction. It also investigates the mediating role of perceived value of training in the relationships.

Based on a literature review on training, the study proposes a theoretical model that links employees’ training orientation and organizational support for training to training satisfaction directly and indirectly via perceived value of training, while employees’ training satisfaction may influence affective commitment. The model was tested using responses from 364 Chinese employees in Macao.

Results of partial least square-structural equation modeling showed that employees’ training orientation influenced training satisfaction directly and indirectly through perceived value of training, while organizational support for training also influenced employees’ training satisfaction indirectly through perceived value of training. Training satisfaction had a positive effect on affective commitment.

The study’s limitations include a cross-sectional design and the characteristics of Macao’s economic structure. Although the causality of relationships was grounded in prior studies, reverse relationships might exist between some selected variables. It is suggested that a longitudinal study shall be carried out to confirm the causality of relationships. Additionally, Macao’s economy is dominated by its service sector. Future research can be carried out in other cities that have the manufacturing and high-technology sectors.

The study unveiled that employees’ training orientation including their general attitude towards training and training goal orientation and organizational support for training are key antecedents of training satisfaction. Human resources professionals in organizations must develop innovative ways, such as simulation games and competitions, to enhance the awareness of the importance of training to their employees. Additionally, they must advocate and demonstrate organizations providing supportive environments for training.

This study explores the relationships between equity, perceived organizational support, job satisfaction, organizational commitment and counterproductive work behavior in Macao's gaming industry. Additionally, it investigates whether the Covid-19 outbreak has effects on employees' perceptions and behaviors.

Data were collected from two surveys using convenience sampling, one involving 260 casino employees in 2019 and another involving 250 employees in 2020 after the outbreak of Covid-19.

No significant difference was observed between mean scores from respondents in the first and second surveys on job equity, pay equity, perceived organizational support and job satisfaction (p > 0.05). However, significant changes were found in mean scores for three organizational commitment items (negative changes; p < 0.05) and three counterproductive work behavior items (positive changes; p < 0.05). Results of structural equation modeling indicated that job equity and pay equity affected perceived organizational support and job satisfaction while perceived organizational support impacted organizational commitment directly and indirectly through job satisfaction, all with R² values greater than 0.6. Organizational commitment negatively influenced counterproductive work behavior.

The Covid-19 impact on casino employees' perceptions and behaviors was contingent upon the duration of pandemic.

The study is one of the first empirical studies to integrate social exchange theory and equity theory to organizational commitment in Macao's gaming industry. Job equity and pay equity were found to influence organizational commitment through perceived organizational support and job satisfaction. Additionally, the Covid-19 did not have significant effects on employees' equity, perceived organizational support and job satisfaction perceptions.