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Tourism motivation is a prerequisite in understanding tourist behavior. Push and pull factors have provided a simple framework for comprehending tourism motivation in various contexts. Nevertheless, many of the propositions related to the push–pull framework have rarely been empirically examined. One of these suggests that pull factors both respond to and reinforce push factors. The current study, consequently, examines this twofold proposition empirically through partial least-squares path modeling. The findings indicate that push factors influence the tourism-demand variable (length of vacation) via pull factors and vice versa. Further, the findings indicate that the total effects of push and pull factors on the tourism-demand variable of the study are nearly equal. Theoretical and practical implications are also provided.

The purpose of this paper is to explore the push-pull factors and motivations of African and Asian international students in Chinese universities.

Concurrent mixed methods (qualitative and quantitative) design was used. The quantitative component included 537 Africans and Asians from five notable universities, while the qualitative aspect consisted of 30 participants in Wuhan and few other cities in China.

Findings revealed availability of scholarship opportunities, China’s flexibility (visa and program entry) and perception of better education quality as important push-pull factors. It also discovered several new pull factors, including citizens’ attitude and good report, development potential and hospitality and receptiveness, while career development and entertainment were found to be the most and least significant motivational factors, respectively. The study also found a significant relationship between push-pull factors and study abroad motivation (SAM) as well as cross-cultural differences between African and Asian students.

Most of the participants were drawn from Wuhan city. Hence, the findings cannot be outrightly generalized to other contexts.

This research provides valuable knowledge for policy makers, higher education institutions, international students and other stakeholders in China to inform better student experience.

There was no study found that combines push-pull factors and SAM or comparatively investigates African and international students in China. Knowledge about sojourners push-pull factors and motivations, their relationship and cross-cultural differences is essential for evidence-based interventions.

Drawing on organismic integration theory, we aim to examine whether the reasons independent contractors choose contract work are related to their on-the-job motivation and job satisfaction and whether their perceived support enhances positive (or buffers negative) effects.

We collected data at three separate time points from 241 adjunct instructors to test a moderated mediation model using bootstrapping analyses.

The positive relationship between pull factors (e.g. autonomy) and job satisfaction is fully mediated by the autonomous motivation contractors experienced at work. The inverse relationship between push factors (e.g. inability to secure desired work role) and job satisfaction is not mediated by autonomous nor controlled motivation experienced at work. Contractors' perceived organizational support does not moderate the relationship between either push or pull factors and autonomous motivation. Post hoc analysis shows a moderating effect of perceived supervisor support on the nonlinear relationship between push factors and autonomous motivation.

Recruiting individuals drawn to the benefits of contract work may have important implications for worker motivation, job satisfaction and potentially beyond. Moreover, organizations may consider whether existing support resources and infrastructure are appropriate for contractors.

Despite the abundance of evidence demonstrating the benefits of organizational and supervisor support among traditional employee populations, such support may be of limited value to those drawn to contract work.

The purpose of this paper is to reassess whether individuals choose to become self‐employed for “pull” or “push” reasons, to discuss and describe ambiguities in this distinction, with focus on differences between men and women, and draw conclusions for further conceptual work.

The paper reviews current literature, from which specific hypotheses are developed. For illustration and evaluation secondary analysis is undertaken of an existing large‐scale data source available in UK Quarterly Labour Force Surveys over the period 1999‐2001.

It was found that 86 per cent state only a single reason for self‐employment. Response patterns differ significantly between men and women. Independence is the most commonly cited motivation but 22 per cent of women cite family commitments. “Push” motivations may account for as much as 48 per cent depending on interpretation. Men who report two or more factors tend to combine “pull” factors, but women tend to combine “push” with “pull”.

Respondents may display recall bias. Potential ambiguity in the way in which respondents may interpret particular motivations points to the need for future detailed qualitative research, and questionnaire item development. Further work is recommended to assess whether conclusions hold in recent recessionary economic conditions.

Clarity between “push” and “pull” factors is important in the design of entrepreneurship policy, especially during a recession. Further work is needed to provide this clarity to inform policy design.

Few previous studies investigate reasons for choosing entrepreneurship using large, population‐generalisable data, and do not consider the conceptual ambiguities inherent in categorising motivations as either “pull” or “push”.

The purpose of this paper is to identify push and pull factors that motivate decision makers to choose wedding banquet venues, and to explore the relationships between the motivational factors and demographic information.

The initial questionnaire was pre-tested involving a sample of six graduate students in a hospitality management program of a major university in the Midwestern USA. The wordings were changed based on their feedback. The final survey was consisted of three sections: push motivations, pull motivations, and demographic information. In the first section, 13 push motivation statements were employed to investigate decision makers' reasons for selecting a wedding banquet venue.

The four push factors identified included “seeking relaxation and knowledge,” “fulfilling prestige,” “escaping from daily routine,” and “social networking.” The six pull factors were composed of “budget,” “atmosphere,” “facilities,” “wedding services,” “transportation,” and “service and quality.”

The study helps event industry practitioners understand consumers’ motivations of choosing wedding venues and predict consumers’ behavior. It further suggests marketing strategies to effectively communicate with existing and potential consumers.

Entrepreneurial motivations are often defined as fitting into “push” or “pull” categories. To date, research has focused on the factors motivating men and women separately. What is missing from this research is an analysis of the comparative differences in these motivators of men and women, and an exploration of what this means in terms of push‐pull theory. This paper aims to contribute by applying the existing theory on push and pull factors; and using a gender comparative approach to explore the nature of potential gender differences within entrepreneurial motivations.

This exploratory study uses a gender comparative approach in semi‐structured, face‐to‐face interviews with 75 entrepreneurs (28 women and 47 men).

Findings suggest that both women and men appeared similarly motivated by a combination of push and pull factors. Three gender differences were found in the incidence of motivations: women were more influenced by a desire for independence; women considered their children as motivators more so than did men; men were influenced more by job dissatisfaction than were women. The discussion focuses on analysing the nature of gender differences rather than merely their incidence.

A number of further research directions and questions are posed as a way of extending the knowledge in this area. Implications for managers and entrepreneurs are also presented.

Contributes to push‐pull theory by offering a gender comparative approach to advance theory.

This study explores how entrepreneurs modify their financial path(s) and go beyond job security to attain greater financial freedom. The present work examines the cash-flow quadrant (CFQ) attributes and demonstrates the importance of the push-pull factors for an individual's quadrant transition in achieving financial freedom.

A hypothetical model and an abductive approach were used through regression models in a population sample of 260 Bahraini entrepreneurs. Fuzzy participatory cognitive mapping was also used to develop a conceptual model of financial path transition's decision making among entrepreneurs and study the impact of certain push-pull factors on the entrepreneurs' decisions.

The triangulated study identifies six categories of variables: financial freedom, workplace condition, independence, salary level, family life-building and retirement savings as key pull-push factors that significantly impact financial path transition's decision. Fuzzy cognitive mapping (FCM) extends our knowledge of the dynamics of CFQ transitions from a push-pull factor perspective. The results indicate no significant differences between the variables listed in the regression model and the fuzzy cognitive map model. Four categories of pull-push factors appeared as the entrepreneurs' top rankings when ordered by complexity, centrality scores and impact weight. These categories were workplace conditions, financial freedom, independence and salary level. The findings widen the scope of knowledge of each quadrant and rationalize how and why such factors impact quadrant decisions among Bahraini entrepreneurs.

Many studies discuss the CFQ model and consider its quadrants a specific method for identifying a unique financial path to generate income. A shifting quadrant occurs when individuals want to change their financial path and move beyond job security to achieve more financial freedom. Although this transition is well-established in the literature, the factors accounting for the individual's transition across quadrants have not received enough attention. This study fills this gap and calls for more in-depth investigations of this area to better understand the dynamics of CFQ transitions from a push-pull factor perspective.

The purpose of this paper is to adopt the Multi-Theme Decision-Making Trial and Evaluation Laboratory to explore the push and pull factors for the usage of E-learning.

The framework was developed from a review and synthesis of the literature. More specifically, gaps in the literature were identified and a push/pull factor for E-learning in hotel industry was investigated.

This paper clarify the pull or push factors with the help of research conclusions and have a more direct and effective influence on the usage of E-learning for the employees of the hotel industry.

This study can serve as a foundation for future research in E-learning for the employees of the hotel industry. More specifically, expects to distinguish whether or not it is the push factor or the pull factor that has a more direct and effective influence on the utilization, which is an important contribution.

The study evaluate pull or push factors affect learners and what is the degree of mutual influence regarding the interaction between each pull or push factor. Considerations and guidelines for hotel industry to improve E-learning applications are provided.

To clarify the pull or push factors with the help of research conclusions and have a more direct and effective influence on the usage of E-learning for the employees of the hotel industry. Meanwhile, verify the process of E-learning whether or not self-regulated learning (SRL) will affect learners or how SRL affects learners.

How to improve continuance commitment for platform workers is still unclear to platforms' managers and academic scholars. This study develops a configurational framework based on the push-pull theory and proposes that continuance commitment for platform workers does not depend on a single condition but on interactions between push and pull factors.

The data from the sample of 431 full-time and 184 part-time platform workers in China were analyzed using fuzzy-set qualitative comparative analysis (FsQCA).

The results found that combining family motivation with the two kinds of pull factors (worker's reputation and algorithmic transparency) can achieve high continuance commitment for full-time platform workers; combining job alternatives with the two kinds of pull factors (worker's reputation and job autonomy) can promote high continuance commitment for part-time platform workers. Particularly, workers' reputations were found to be a core condition reinforcing continuance commitment for both part-time and full-time platform workers.

The findings suggest that platforms should avoid the “one size fits all” strategy. Emphasizing the importance of family and improving worker's reputation and algorithmic transparency are smart retention strategies for full-time platform workers, whereas for part-time platform workers it is equally important to reinforce continuance commitment by enhancing workers' reputations and doing their best to maintain and enhance their job autonomy.

This study expands the analytical context of commitment research and provides new insights for understanding the complex causality between antecedent conditions and continuance commitment for platform workers.

This study aims to examine the interactive effect of the push factor from the conventional bank, the pull factor from the Islamic bank and the internal mooring factor of the customers in influencing the switching behavior of two types of customer account holders, the conventional only and the mixed (conventional and Islamic bank) account holders, from the services marketing mix perspective.

This study applied an explanatory research design. The data were collected via an online survey from 1,171 Muslim participants; participants consisted of conventional only account holders, Islamic bank only account holders and mixed (conventional and Islamic bank) account holders. The data were mainly analyzed using structural equation modeling.

Based on the account, the results showed that the three types of customers differ significantly in terms of the effect of the push, pull and mooring factors. The study also showed that the mooring factor, which is internal to the customer, is the most significant factor that inhibits customers from migrating to Islamic banks. The effect was observed for both conventional customers and those who hold mixed accounts.

The study was conducted via an online survey, which reduces the representativeness of the sample. In addition, most respondents were urban dwellers and well educated, which might not represent the banking behaviour of Indonesian Muslim customers in general.

The study implies that to attract the conventional only account holder, Islamic banks should first weaken the mooring factors (the internal characteristics of the customers) that inhibit customers from switching to an Islamic bank.

The main contribution of the study is that it simultaneously identifies the push, pull and mooring factors that have the most significant impacts on Muslim customers' switching behavior from a conventional to an Islamic bank.