Search results

This paper aims to outline the role of self-transcendent emotions (STEs) such as compassion, gratitude and elevation in the context of sustainable tourism. It proposes a research agenda for further investigation of these emotions as facilitators of value co-creation in sustainable tourism.

Drawing on the literature on the psychology of STEs, sustainable tourist behaviour and value co-creation, this paper pinpoints potential developments and challenges associated with STEs in the domain of sustainable tourism by following a service-dominant logic approach.

STEs are likely to have a profound impact on sustainable tourism leading to value co-creation and mitigating the risk of value co-destruction and value no-creation. They can facilitate value co-creation by shifting the focus of actors from their own selves towards others in the tourism ecosystem, shifting the focus from extrinsic to intrinsic motivations and increasing moral values. Moreover, STEs are expected to be contiguous and reciprocal, fostering value co-creation in sustainable tourism practices. However, extreme levels of STEs can lead to value co-destruction and value no-creation.

This paper highlights the role of STEs as facilitators of value co-creation in sustainable tourism, a facet that has been overlooked in the existing literature. Further investigation is necessary in different contexts such as transformative and regenerative tourism; societal or individual crises and failures and the applications of technologies such as the Metaverse and artificial intelligence.

本文概述了自我超越情感 (STEs）如慈悲、感恩和升华在可持续旅游环境中的作用。它提出了进一步研究这些情感作为可持续旅游中价值共创的促进因素的研究议程。

本文借鉴了有关自我超越情感心理学、可持续旅游行为和价值共创的文献, 通过遵循服务主导（S-D）逻辑方法, 指出了自我超越情感在可持续旅游领域的潜在发展和挑战。

自我超越情感很可能对可持续旅游产生深远影响, 促进价值共创, 减轻价值共毁和价值无创造的风险。它们可以通过将旅游生态系统中的行动者的关注点从自己转移到他人身上来促进价值共创; 将关注点从外在动机转移到内在动机; 增加道德价值观。此外, 自我超越情感预计会是连续和相互的, 促进可持续旅游实践中的价值共创。然而, 自我超越情感的极端水平可能导致价值共毁和价值无创造。

我们的论文突出了自我超越情感作为可持续旅游中价值共创的促进因素的作用, 这是现有文献中被忽视的一个方面。有必要在不同的背景下进行进一步研究, 如变革性和再生性旅游; 社会或个体的危机和失败; 以及元宇宙和人工智能等技术的应用。

Este artículo explica el papel de las emociones autotrascendentes (STEs por sus siglas en inglés), tales como la compasión, la gratitud y la elevación, en el contexto del turismo sostenible. Además, propone una agenda de investigación para profundizar en el rol de estas emociones como facilitadoras de la cocreación de valor en el turismo sostenible.

Basándose en la literatura sobre psicología de las STEs, comportamiento turístico sostenible y cocreación de valor, este artículo señala los posibles avances y retos asociados a las STEs en el ámbito del turismo sostenible, siguiendo el enfoque de la lógica dominante del servicio (S-D).

Es probable que las STEs tengan un profundo impacto en el turismo sostenible, lo que conducirá a la cocreación de valor y atenuara el riesgo de la codestrucción de valor y la no creación de valor. Las STEs pueden facilitar la cocreación de valor desplazando la atención de los agentes desde su propio yo hacia los demás en el ecosistema turístico; desplazando la atención de las motivaciones extrínsecas a las intrínsecas; y aumentando los valores morales. Adicionalmente, se espera que las STEs sean contiguas y recíprocas, fomentando la cocreación de valor en las prácticas de turismo sostenible. Sin embargo, unos niveles extremos de STEs pueden conducir a la codestrucción de valor y a la no creación de valor.

Nuestro artículo destaca el rol de las STEs como facilitadoras de la cocreación de valor en el turismo sostenible, una faceta que no ha sido explorada en la literatura existente. Es necesario seguir investigando en diferentes contextos como el turismo transformativo y regenerativo; las crisis y los fracasos sociales o individuales; y las aplicaciones de tecnologías como el Metaverso y la inteligencia artificial.

This study aims to examine the perceived values of the metaverse when adopting it in the luxury hospitality business. Based on the cost–benefit perspective, this research provides solid theoretical contributions and actionable managerial recommendations.

An exploratory sequential mixed-method design was used. For the qualitative phase, 21 hotel managers and 24 hotel guests (who often stay in four-star and five-star hotels and resorts) were interviewed after showing them a series of videos about using the metaverse in the hotel business. Based on the results of the qualitative phase, the analytic hierarchy process method was used, and 476 valid questionnaires were analyzed.

The results highlight the perceived benefits (personalized services, immersive experience and positive brand image) and costs (lack of human touch, time and effort and security and privacy) of metaverse adoption for hotel managers and their guests. In addition, the study determines the weight of each value attribute of metaverse adoption for each travel stage (pre-travel, during travel and post-travel).

Regarding metaverse adoption, the research offers practical suggestions for luxury hotels. For instance, the cost of equipment and the time and effort required are perceived costs of metaverse adoption. To address these challenges, hotels may offer free equipment (e.g. VR headsets) and training to their guests to stimulate the use of the metaverse.

This study addresses a gap in the literature by presenting a conceptual framework for examining metaverse adoption in the luxury hotel scenario. Unlike using conventional models like the technology acceptance model or the unified theory of acceptance and use of technology to investigate a technology’s adoption, this study stands out by unraveling the topic through the lens of value proposition. The latter often comes from an efficient value co-creation process, which is indeed shaped by an adequate appreciation of the congruence of perceived values (i.e. perceived benefits and costs) of metaverse from hotel manager and guest perspectives.

I aimed to develop a conceptual model of power dynamics focused on an anticipated power consequences in business relationships in a context of high environmental turbulence. I also intended to discuss the theoretical significance of my findings and indicate future research directions.

Conceptual article indicating future research directions.

The proposal of the conceptual model of power dynamics focusing on anticipated power consequences in business relationships.

The limitations of the presented model stem from the critique of the holistic view. My contribution lies in advancing our understanding of power dynamics in business relationships amid significant environmental change. I elucidate how transformative practices relate to power outcomes and value creation in these relationships.

The model highlights the importance of a mindful approach to managing business relationships in a turbulent environment. It emphasizes considering expected power outcomes from activities and their impact on creating value in these relationships.

The proposed concept resonates with systems theory, which emphasizes how different levels of business relationships are interconnected. It enables the analysis of power dynamics at the individual level, such as employees, consumers and local communities. These groups often include the most vulnerable individuals impacted by relational business structures.

The focus on anticipated power consequences of transformative practices triggered by high environmental turbulences, while considering the impact of power distribution of relationship actors on the sharing of benefits and costs.

Resilience has been emphasised by researchers as a probable framework for overcoming challenging circumstances and fostering organisational innovation. Universities have had to shift to a blended learning system which includes online learning. Prior scholars have studied resilience as a reactive aspect which focuses on organisation's ability to bounce back from a downfall. This study aims to establish the antecedent role of resilience capacity which is a proactive ability to preparedly respond to a downfall.

The research adopts an explanatory study design to establish the hypothesised antecedent role of organisational resilience capacity in enhancing organisational innovation. Drawing a sample from Ugandan Universities, hierarchical regression was used to test the role of organisational resilience capacity on organisational innovation. The study also tested the influence of organisational characteristics of ownership, age and size on innovation.

The study findings show that the three dimensions of organisational resilience capacity (cognitive capacity, behavioural preparedness and contextual capacity) significantly enhance organisational innovation. The findings further reveal that ownership has a significant effect on innovation. The results show that organisational size and age do not influence innovation.

The study's conclusions help contemporary managers decide how to set up numerous strategic initiatives to activate organisational resilience towards innovation. To deal with disruption, organisations should use dependable innovation systems and best practices in a robust and adaptable way. Organisational managers ought to integrate the doctrines of resilience into various organisational activities such as training and development and simulation activities, so that organisational managers learn resilience skills to deal with environmental changes.

This research shows how the three dimensions of organisational resilience capacity (cognitive capacity, behavioural preparedness and contextual capacity) influence innovativeness since most studies have been directed to the aspect of resilience (which only focuses on ability to recover from a downfall) as opposed to resilience capacity that relates to the ability of an organisation to successfully absorb disruptive events that may endanger organisation survival, develop situation-specific remedies and eventually evolve in transformative activities. The study further intensively extends the body of knowledge by delving deeper into establishing the influence of the individual dimensions of resilience capacity on innovation.

Firms are the primary producers of innovations, and understanding how these agents acquire, update and manage the knowledge of their employees is central to understanding economic growth. However, in developing economies, technology adaptation plays a critical role in innovation compared to knowledge creation. Thus, this research investigates the role of human capital in innovation at the firm level in the case of a small developing economy, which ranks highly on several human capital dimensions but shows declining levels of investment in advanced human capital development in its manufacturing sector.

This research examines the relationship between innovation and human capital at the firm level in a small peripheral economy. The human capital theory is applied to a firm context to understand variations in innovative behavior depending on the size of manufacturing companies. The effect of several human capital dimensions on product innovation is estimated by applying binomial logistic regression models with firm and time-fixed effects.

This article contributes to innovation economics and public policy by highlighting that not all dimensions of human capital operate similarly for all companies in the context of developing economies. In such settings, technology adaptation plays a critical role in innovation. While employees' human capital endowments significantly impact small firms in that context, firm-level practices such as internal training are crucial for large companies. Consequently, policymakers should consider that firms' human capital endowments impact their innovative behavior differently to avoid one-size-fits-all policy design approaches in this regard.

Prior research on the relationship between human capital and innovation in developing economies was based on a cross-sectional approach. This research's unique panel dataset covering 11-year triennial innovation surveys enabled a modeling strategy that controls for time-invariant unobservable firm characteristics. Three aspects of firms' human capital have been analyzed human capital endowments, internal training and human resource management (HRM) practices for the first time longitudinally in a developing economy, enabling to contrast of empirical findings with policy design.