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Sustainable employability has emerged as a multifaceted construct that measures individuals' abilities to function in the labour market throughout their working lives. Therefore, it is no longer just about analysing how to achieve a successful transition from school/university to employment, but also about identifying the conditions that will allow people to continue to be capable and motivated in the long term. The aim of this work was to identify and rank the personal factors of an individual that contribute to his or her perceived sustainable employability.

The authors used a quantitative methodology to estimate the structural model proposed. A stratified random procedure was used to administer an online questionnaire to 202 university master’s degree students. Before testing the structural model, the validation of each scale was performed, both at the exploratory and confirmatory levels.

The results indicate that four groups were key to improve individual sustainable employability: (1) Health Status; (2) Career Competencies; (3) Core Self-Evaluations and (4) Overcoming Competencies.

The results are of interest to any individual, employed or not, insofar as they can reflect on the relevance of each category and how to improve them at the individual level.

This study contributes to research on sustainable employability focus on the analysis of young people by providing empirical evidence on its relationship with other key variables, in an area where the literature remains mainly conceptual and centred in workers.

During everyday work, individuals often engage in unplanned conversations that help them develop relationships, share information and coordinate tasks. Unfortunately, the work-from-home mandates issued due to the pandemic have reduced the frequency of unplanned conversations among employees. So, as businesses reopen, organizations are considering post-pandemic workplace solutions that can facilitate unplanned conversations. To aid these efforts and move research and theory on unplanned conversations forward, this study proposes and tests a multi-factor model of the antecedents of unplanned conversations.

This study adopted a multi-methodological approach and collected data using automated sensing technology, structured observations and cross-sectional survey methods. A total of 5,297 unplanned conversations among 61 employees were recorded using the custom mobile application and structured observations. Cross-sectional survey data about these employees' work contexts were also collected.

The study results showed that the model significantly predicted the frequency of unplanned conversations. Notably, technical expertise, perceived time pressure and team psychological safety significantly predicted the frequency of unplanned conversations. The study findings have both theoretical and practical significance.

Previous research studies have primarily focused on the influence of workplace designs on unplanned conversations. However, this study demonstrates that several other factors facilitate unplanned conversations. This research theorizes and empirically tests the relationship between unplanned conversations and several individual, team and organizational factors.

This study investigates the impact of internal expectations, such as fantasy of success and fear of failure and external factors, such as social environment and past experiences, on entrepreneurial choice.

Based on achievement motivation and social cognitive theories, the authors construct hypotheses and use secondary data from the Global Entrepreneurship Monitor (GEM) database and Economic Freedom Index report to empirically test the hypotheses. The authors also use propensity score matching to solve the endogeneity issue and test the robustness.

Internal expectations (fantasy of success and fear of failure) on business outcomes inversely affect entrepreneurial choices, with a vibrant business environment amplifying and past failure experience mitigating these effects.

Due to the economic recession, governments encourage small businesses. Thus, the complexity of individual entrepreneurial motivations and influencing factors necessitate deeper exploration. This study is one of the first research offering insights into entrepreneurial motivations from combined dimensions and providing theoretical support for strategies promoting public entrepreneurship.

This paper aims to examine primarily the readiness for change at an individual level. Additionally, this study examines the impact of internal change factors on individual readiness for change as well as their effect across nations.

The research relies on a quantitative research approach. A survey was conducted among 241 managers across 33 countries. Covariance-based structural equation modeling (CB-SEM) approach and multigroup analyses have been applied for hypothesis testing.

Our research contributes a novel perspective on individual readiness for change and unveils how employees' perceptions of context, process and intensity as internal change factors influence their readiness for change. The findings give support to the assertion that employees' attitudes toward change are altered by individual perceptions.

Our research explores the moderating effect of nationality used through a grouped variable and finds significant impacts of clusters of nationalities. Thus, nationality may serve as a proxy for culture that might be examined in future research studies in a more deeply focused way to include beliefs, values and societal norms.

The new understanding of the topic “individual readiness for change” opens up new research directions and enriches ongoing discussions about societal change and sustainable project management. This topic creates a link to situational leadership principles, considers cultural factors and, therefore, advocates for a people-centric approach to modern stakeholder management in order to achieve commitment toward change initiatives and consequent project success.

Considering that the path toward the successful implementation of any change project is highly contingent on personal dispositions to change, our research uncovers the potential impact of individual perceptions on employees' readiness for change.

Our major contribution is to highlight the importance of considering individual perceptual drivers of readiness for change and to acknowledge the moderating effect of nationality as a contextual factor altering the relationship between perception of change and individual readiness for change.

This paper aims to build upon the accountability pyramid model by presenting two studies that examine the dimensionality of individual accountability among Amazon Mechanical Turk (MTurk) gig workers.

For the first study, aimed at investigating the dimensionality of individual accountability of gig workers, the authors collected data from MTurkers by administering two surveys in the English and Mandarin Chinese languages with 185 respondents. The authors implemented principal component analysis and confirmatory factor analysis to analyse the data. For the second study, aimed at establishing validation of the dimensionality found in the first study, the authors collected data from an additional 148 respondents.

The results indicated that the intensity and salience dimensions merged into one factor that the authors labelled Accountability Significance, while the process and outcome dimensions merged into one factor labelled Accountability Focus. Additionally, the authors found that individual accountability is a second-order construct encompassing Accountability Significance and Accountability Focus as first-order factors. The authors validated the findings in the second study.

To the best of the authors’ knowledge, this research is the first quantitative study investigating the individual accountability of gig workers. The validation of individual accountability in MTurkers offers valuable insights into MTurkers’s Hybrid Accountability Focus and Accountability Significance.

This study aims to understand the reasons for individuals switching from traditional banks to Internet-only banks and examine how switching intentions differ between Generation X and Generation Z. Notably, Generation Z, being digital natives, exhibits distinct characteristics compared to Generation X, who often referred to as digital immigrants. Given the technology-driven nature of Internet-only banks, a multi-group analysis between these two generations was conducted.

This study utilizes Bansal’s push–pull–mooring model as a framework to analyze switching intention. The study collected survey data from 383 Korean participants, consisting of 198 participants from Generation Z and 185 participants from Generation X.

The findings indicate that low satisfaction and discomfort are factors that push people to leave traditional banks. Specifically, Generation Z shows a significantly higher inclination to leave traditional banks due to discomfort. On the other hand, relative advantage, compatibility, observability and trialability are factors that pull people to switch to Internet-only banks. Generation X is more likely to consider adopting Internet-only banks when compatibility is high and complexity is low.

This study is the first to explore unique motivators for Generation Z, such as their discomfort with interpersonal interactions in the retail banking sector. These findings challenge earlier research emphasizing human interaction’s importance in technology adoption, offering insights into their future adoption of contactless services.

The field of supply chain management (SCM) needs to attract and retain workers to solve the current talent shortage. The purpose of this research is to identify and evaluate factors that influence career advancement in SCM and compare male and female supply chain experts' perceptions of the importance of those factors.

First, 32 factors perceived as affecting career advancement in SCM were identified by conducting a literature review and consulting 36 experts. Those factors were grouped into four categories: “environmental and structural”, “human capital”, “individual” and “interpersonal”. Those factors were validated via the Delphi method, and ten factors were retained for further study. Second, the voting analytical hierarchy process was used to determine the priority weights experts assigned to these factors. The weights assigned by male and female experts were compared to determine if there were differences between the women's and men's perceptions of the factors' importance.

The findings reveal that the category of human capital factors is the most important, followed by individual factors and the least important is interpersonal factors. The experts consulted for this research emphasized “skills”, “a good fit between an individual and an organization” and “self-confidence” as important factors for career advancement. There were two unexpected results. First, the experts rejected all the environmental and structural factors. Second, no significant difference was found between the male and female groups' evaluations.

Prior to this study, no integrated approach to identify and evaluate the factors perceived which affect career advancement in SCM had been developed. This research is a single empirical and integrative study in France that provides valuable insights for academics and practitioners.

The purpose of the present study was to develop a measurement model to identify sources of resistance to change (RC) based on a previous systematic review.

The sample comprised 121 participants (faculty, students, graduates, and employees). Twenty-three items were assessed in four distinct stages: observation, exploration, confirmation, and communication. Exploratory and confirmatory factor analysis ensured the validity and reliability of the measurement process.

The final 14-item model consisted of four groups: “Personalities averse to change”; “Limited participation in the change process”; “Dominant sociocultural predisposition”; and “Weak managerial commitment to change.”

It is hoped that the study will encourage further diagnostic examinations and assessments of the structural relationships associated with RC.

The present study expands our understanding of RC source typologies, the majority of which have focused on the individual and the organization. Higher education institutions bear a responsibility to initiate change to align with evolving environmental demands, but their endeavors are often subject to obstacles and delays stemming from individual and collective influences. To manage efficiently the conceptualization, planning, implementation, and management of change initiatives, we must comprehend and assess the primary sources of RC within such institutions.

India has witnessed a significant surge in internet users in recent years, creating an ideal environment for E-entrepreneurship. With the rise of E-commerce and the growth of the digital economy, there is tremendous potential for online businesses in developing nations. Our study outlines the behavioral, cognitive, and environmental aspects shaping students' E-entrepreneurial intentions (EEI).

Our study incorporated structural equation modeling (SEM), social cognitive theory (SCT), and entrepreneurial event model (EEM) to evaluate the EEI of 460 students from India's top five engineering institutes. The direct and indirect linkages in the model were examined by employing mediation and moderation analysis.

Our findings reveal that behavioral, environmental, and cognitive factors facilitate evaluating feasibility, further igniting students' EEI. The cognitive factors and E-entrepreneurial feasibility (EEF) mediate the relationship between the underlying constructs. Furthermore, financial resource availability (FRA) strengthens, and loss aversion bias(LAB) weakens the linkage between EEF and EEM.

The study's findings may benefit online innovation communities, potential technopreneurs, financial institutions, and policymakers in improving the entrepreneurial ecosystem.

The study integrates psychological and sociological perspectives to understand the key facilitators of EEF and EEI. The study combines SCT and the EEM by appending crucial constructs such as FRA and LAB to broaden the horizons of EEI.

This study aims to examine the mediating effect of self-efficacy on the knowledge sharing and management accountant performance relationship. In addition, it also investigates the moderating effect of initiating structure leadership (IS-leadership style) on the relationship between self-efficacy and management accountant performance. In the literature, there is a reciprocal relationship between environmental, cognitive and personal factors, making self-efficacy unable to be maintained without environmental support, which in this research is captured through the construct of leadership style.

This study uses a quantitative methodology with a self-administration survey. This research involved 100 management accountants in Indonesia. Regression Macro Process carried out data analysis.

The findings of this study indicate that knowledge sharing in cognitive psychology encourages increased self-efficacy, which has an impact on improving management accountant performance. Self-efficacy mediates the effect of knowledge sharing on management accountant performance. The existence of induced environmental factors in the form of IS-leadership style has the potential to weaken the impact of self-efficacy on management accountant performance.

This study provides recommendations to companies, especially the human resources division, to consider individual psychological factors in the recruitment process. Thus, companies can carry out preventive control to manage management accountant performance behavior.

This study provides new empirical evidence for reducing the overlap between knowledge sharing and performance by applying personal, organizational and environmental factors simultaneously. This study also enriches knowledge-sharing literature on performance from a social cognitive perspective.