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The main aim of the present research is to investigate the role of sense of calling (SOC) in the relationships between human resource practices (HRP), turnover intention (TI) and employee satisfaction (ES) in the hotel industry. Moreover, it also examines whether the relationships between these variables are different for city and resort hotel employees.

Quantitative research was employed to test the proposed hypotheses, and the survey technique was used to collect data. The participants of the research consist of 432 hotel employees who work in Antalya, Turkey. The hypotheses were tested using the partial least squares structural equation modeling (PLS–SEM) analyses.

The results of the analysis have shown that SOC significantly impacts the ES and TI, and HRP could be a new antecedent of SOC. On the other hand, while ES is positively affected by HRP, the SOC has a moderating role in the relationship between these variables.

Hotel authorities' understanding of the SOC’s role in employee attitudes and behavior would be a significant factor not only in retaining them but also in reducing employee turnover. They should consider increasing employees' SOC by focusing on HRP.

Besides being one of the few studies that have discussed SOC in the hospitality literature, the current study also contributes by examining the role of SOC in the relationships between HRP, ES and TI. It also adds value to the calling literature by revealing whether the relationship between these variables differs for city and resort hotel employees.

Smart contracts are written in high-level programming languages, compiled into Ethereum Virtual Machine (EVM) bytecode, deployed onto blockchain systems and called with the corresponding address by transactions. The deployed smart contracts are immutable, even if there are bugs or vulnerabilities. Therefore, it is critical to verify smart contracts before deployment. This paper aims to help developers effectively and efficiently locate potential defects in smart contracts.

GethReplayer, a smart contract testing method based on transaction replay, is proposed. It constructs a parallel transaction execution environment with two virtual machines to compare the execution results. It uses the real existing transaction data on Ethereum and the source code of the tested smart contacts as inputs, conditionally substitutes the bytecode of the tested smart contract input into the testing EVM, and then monitors the environmental information to check the correctness of the contract.

Experiments verified that the proposed method is effective in smart contract testing. Virtual environmental information has a significant effect on the success of transaction replay, which is the basis for the performance of the method. The efficiency of error locating was approximately 14 times faster with the proposed method than without. In addition, the proposed method supports gas consumption analysis.

This paper addresses the difficulty that developers encounter in testing smart contracts before deployment and focuses on helping develop smart contracts with as few defects as possible. GethReplayer is expected to be an alternative solution for smart contract testing and provide inspiration for further research.

The complex world in which we reside is calling for more critical approaches to address the precarity experienced by the most marginalized in social systems. However, human resource development (HRD) lacks empirical data to describe, define and project the objectives and future directions of Critical HRD in today’s turbulent and volatile times. Therefore, the purpose of this study is to examine the historical and contemporary progression of Critical HRD, as described by nine of its most well-known scholars.

Data were collected through semistructured interviews, and a constructivist grounded theory coding approach was applied during analysis to identify themes and patterns.

The findings of this study highlight the persistent scholarship versus practice divide among Critical HRD scholars, suggesting that Critical HRD may merely be an academic undertaking and something not practiced within the public domain. The authors call for an evolution of Critical HRD toward more practice- and action-oriented approaches to scholarship and teaching so that meaningful changes can take place in actual organizations and workplaces.

To the best of the authors’ knowledge, this study was the first to empirically show that there is a real research–practice gap, particularly among Critical HRD scholars. Critical HRD scholars need to take these findings seriously as an opportunity to reflect on how they can take Critical HRD to the next level beyond academic discourse.

Impoverished employee mental health is harmful to employees and organisational performance. There is emerging interest in employee mental health in the human resource management (HRM) field. The majority of these studies mainly focus on the organisational and individual levels from the psychological and managerial perspectives without considering the sectoral characteristics and societal context.

This perspective paper draws on extant literature as well as 10 informal interviews with medical professionals, organisational leaders in the public sector, teachers and HR professionals to shed light on employee mental health research, practice and challenges in the Chinese context.

This paper reveals national, sectoral, occupational and individual factors that shape mental health problems, individual coping mechanisms and organisational interventions. It also shows international influence on employee mental health in the form of institutional pressure and knowledge transfer.

There is limited research on employee mental health and HRM in the Chinese context, which restricts the scope of discussion in this paper, but at the same time presents rich future research opportunities that may be relevant to other national settings.

Managing the mental health of the workforce is part of the mental health management of the population, which means a holistic approach to building a mental health eco-system needs to be adopted. The authors call for more research on employee mental health in the Chinese context to provide evidence to support policy development and organisational efforts to scale up mental health services at the national and organisational levels. The authors also provide practical recommendations for policymakers and employing organisations.

The authors present a multi-level and multi-factor overview related to employee mental health in the Chinese context. The authors argue for a resource-based and multi-stakeholder approach, which will help inform and improve mental health policy and practice. The authors present several avenues for future scholarship and research. The authors extend the research frontiers of employee mental health issues by calling for the inclusion of a broader range of theoretical lenses including institutional theory, cultural and spiritual perspective and critical sociology to understand more fully how employee mental health conditions may be undermined or improved.

This paper argues that Bruno Latour’s work on translation provides an alternative to dominant anthropocentric, individualistic and managerial approaches in career studies by considering careers as precarious effects of networks instead of the implicit assumption of individual strategic career actors in extant career research paradigms.

The article first compares the three main current approaches to studying careers – structural functionalist, interpretivist and critical – illustrated by three exemplary empirical studies. Subsequently, three concepts from the sociology of translation that are relevant for the study of careers are introduced: career making as translating interests, careers as effects of networks and career action as dislocated and overtaken. Taken together, these three concepts allow us to conceive of careers as practices performed by human and nonhuman actors. Finally, an example from an ethnographic case study in the field of contemporary art illustrates how a Latourian approach can be used.

Latour’s work on translation provides conceptual and methodological tools to investigate career processes and practices in an era of unpredictability.

The paper introduces Bruno Latour’s work on translation to the study of careers.

The aim of the text is to reflect on the formation of the so-called digital echo chambers or filter bubbles, which are environments formed around particular topics whose objective is to promote a given political-ideological position. The argument the author puts forward is that echo chambers are social systems of interaction created to deal with the process of informational overload brought about by the consolidation of digital media in people’s daily lives.

The author used Niklas Luhmann’s theory of social systems to explain what the author is calling social systems of interaction. Furthermore, the author made clarifications about: (1) the current debate regarding echo chambers; (2) what is the concept of “information” that the author is using to formulate the proposition and (3) what is the specificity that digital media bring when the author talks about informational overload and about the formation of echo chambers.

The author concluded that echo chambers can be seen as digital interaction systems, but the concept of “interaction” must be adapted. The author also concluded that echo chambers help society to deal with the phenomenon of informational overload.

There are few works which try to make a detailed analysis of echo chambers from a Luhmannian perspective. With the propositions presented in this text, along with other writings of the own, the author gives an important step in that direction by introducing the topic in the social systems researchers community.

This study aims to widen the understanding of how remote work shapes the feedback environment by examining the perceptions of leaders and subordinates of daily, dyadic feedback interactions. The emphasis is on understanding how reciprocity within leader-member exchange (LMX) relationships manifests and how it influences the feedback dynamics.

Template analysis of a qualitative data set consisting of 81 semi-structured interviews with leaders (n = 29) and remote working subordinates (n = 52) was performed.

Drawing on the theoretical frameworks of the feedback environment and the leader-member exchange, the findings demonstrate the imbalance between the efforts of leaders and subordinates in building and maintaining a favourable feedback environment in the remote work context. The results of this study highlight the importance of the dyadic nature of feedback interactions, calling for a more proactive role from subordinates.

Given the estimation that the COVID-19 pandemic has permanently changed the way organizations work, leaders, subordinates and HR practitioners will benefit from advancing their understanding of the characteristics of dyadic, daily feedback interaction in remote work.

Qualitative research on feedback and leader-member exchange interactions in remote work that combines the perceptions of leaders and subordinates is sparse.

The purpose of this article is to critically analyze the existing literature on internal social media (ISM) within the context of internal communication, aiming to provide a more nuanced understanding of the roles of ISM and its potential implications for communicative practices.

Drawing on a problematizing review methodology, the article conducts a critical analysis of a selected body of literature with the aim of problematizing assumptions that form the foundation of existing theories and constructs in the literature on ISM communication.

The article points out two interrelated critical issues that might constrain our understanding, scholarly conversation and theoretical development of the roles of ISM communication in organizations: (1) Philosophical inexplicitness; (2) Ontological inconsistency.

Assuming a communication perspective, the article contributes suggestions for future research on ISM in the context of internal communication, calling for research to: (1) explicitly consider the epistemological implications of philosophical positions, including the view of technology; and (2) foreground meaning creation processes as the analytical point of interest.

The construction industry has struggled to deliver schemes on time to budget and right-first-time (RFT). There have been many studies into nonconformance and rework through quantitative research over the years to understand why the industry continues to see similar issues of failure. Some scholars have reported rework figures as high as 12.6% of total contract value, highlighting major concerns of the sustainability of construction projects. Separately, however, there have been few studies that explore and detail the views of industry professions who are caught in the middle of quality issues, to understand their perceptions of where the industry is failing. As such, this paper interrogates qualitative data (open-ended questions) on the topic of nonconformance and rework in construction to understand what industry professionals believe are the causes and suggested improvement areas.

A qualitative approach is adopted for this research. An industry survey consisting of seven open-ended questions is presented to two professional working groups within a Tier 1 contractor, and outputs are analysed using statistic software (NVivo 12) to identify prominent themes for discussion. Inductive analysis is undertaken to gain further insight into responses to yield recurrent areas for continuous improvement.

Qualitative analysis of the survey reveals a persistent prioritisation of cost and programme over quality management in construction project. Furthermore, feedback from construction professionals present a number of improvement areas that must be addressed to improve quality. These include increased training and competency investment, overhauling quality behaviours, providing greater quality leadership direction and reshaping the way clients govern schemes.

There are limitations to this paper that require noting. Firstly, the survey was conducted within one principal contractor with varying levels of knowledge across multiple sectors. Secondly, the case study was from one major highways scheme; therefore, the generalisability of the findings is limited. It is suggested that a similar exercise is undertaken in other sectors to uncover similar improvement avenues.

The implications of this study calls for quality to be re-evaluated at project, company, sector and government levels to overhaul how quality is delivered. Furthermore, the paper identifies critical learning outcomes for the construction sector to take forward, including the need to reassess projects to ensure they are appropriately equip with competent personnel under a vetted, progressive training programme, share collaborative behaviours that value quality delivery on an equal standing to safety, programme and cost and tackle the inappropriate resource dilemmas projects finding themselves in through clear tendering and accurate planning. In addition, before making erratic decisions, projects must assess the risk profiling of proceed without approved design details and include the client in the decision-making process. Moreover, the findings call for a greater collaborative environment between the construction team and quality management department, rather than being seen as obstructive (i.e. compliance based policing). All of these must be driven by leadership to overhaul the way quality is managed on schemes. The findings demonstrate the importance and impact from open-ended survey response data studies to enhance quantitative outcomes and help provide strengthened proposals of improvement.

This paper addresses the highly sensitive area of quality failure outcomes and interrogates them via an industry survey within a major UK contractor for feedback. Unique insights are gained into how industry professionals perceive quality in construction. From previous research, this has been largely missing and offers a valuable addition in understanding the “quality status quo” from those delivering schemes.

This paper aims to explore the motivations behind women in a developing South Asian country – Sri Lanka – to embark on entrepreneurship in science, technology, engineering and mathematics (STEM) fields, which is a doubly masculine hegemony operating within a culturally nuanced gendered context.

The study employs a qualitative research approach, conducting in-depth semi-structured interviews with 15 STEM women entrepreneurs, following the theoretical lenses of push and pull motivation theory and gender role theory.

Although the motivations of STEM women entrepreneurs cannot be exclusively categorized as either push or pull factors, the pull factors had a greater influence on the participants in motivating them to become entrepreneurs. The primary motivators for starting businesses in STEM were: inspiration from something or someone, inner calling, the identification of business opportunities, the need for flexibility, necessity and/or desire to help society. It was often difficult to identify one dominant motivator in many instances, as many factors were interlinked to motivate women to start a business. The study also revealed that gender ideologies could stifle the participants' motivation, while the inner need to break these gender ideologies implicitly stimulated their motivation.

The study contributes to and expands the knowledge of STEM women entrepreneurs in general and to the limited existing knowledge of STEM women entrepreneurs in developing countries specifically. The paper brings contextual novelty as Sri Lanka produces more female STEM graduates than men, which is unique compared to most other parts of the world.