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This study provides a critical review of the literature on information literacy in the workplace and its relevant issues. The purpose of this study is to examine two elements: how the predominantly academic information literacy is experienced in the workplace; and review how academically based information literacy frameworks can be used to increase performance in the workplace.

A critical approach to information literacy was implemented for the introduction and background information by searching for scholarly publications referring to information literacy and information literacy in the workplace. Overall, 65 published articles in English were selected and found suitable.

According to the existing literature, very few frameworks tailored to specific workplaces have been discovered and were all found to be pertinent to academic settings that included researchers. The review revealed the perceived positive role of information literacy in raising work performance. The paper concludes that the benefit for information literate employees and employers is apparent, but those differences in academic information literacy and workplace information literacy are significant.

Information literacy frameworks for the workplace, when used, are still heavily reliant on the educational sector and need to be further researched in order for them to adequately address specific workplace contexts and their socially collaborative information literacy activities.

Video game streaming (VGS) is emerging as an extremely popular, highly interactive, inordinately subscribed and very dynamic form of digital media. Incorporated environmental elements, gratifications and user pre-existing attitudes in VGS, this paper presents the development of an extended model of uses and gratification theory (EUGT) for predicting users' behavior in novel technological context.

The proposed model was empirically tested in VGS context due to its popularity, interactivity and relevance. Data collected from 308 VGS users and structural equation modeling (SEM) was employed to assess the hypotheses. Multi-model comparison technique was used to assess the explanatory power of EUGT.

The findings confirmed three significant types elements in determining VGS viewers' engagement, including gratifications (e.g. involvement), environmental cues (e.g. medium appeal) and user predispositions (e.g. pre-existing attitudes). The results revealed that emerging technologies provide potential opportunities for new motives and gratifications, and highlighted the significant of pre-existing attitudes as a mediator in the gratification-uses link.

This study is one of its kind in tackling the criticism on UGT of considering media users too rational or active. The study achieved this objective by considering environmental impacts on user behavior which is largely ignored in recent UGT studies. Also, by incorporating users pre-existing attitudes into UGT framework, this study conceptualized and empirically verified the higher explanatory power of EUGT through a novel multi-modal approach in VGS. Compared to other rival models, EUGS provides a more robust explanation of users' behavior. The findings contribute to the literature of UGT, VGS and users' engagement.

This study aims to examine the impact of organizational culture of medical institutions on employee motivation and professional burnout, with occupation (i.e. doctor, nurse and administration employee) being a moderator.

A quantitative method (survey) was used for this study in Lithuania (EU), with a sum of 235 fulfilled questionnaires being obtained online. IBM SPSS software was used for statistical analysis and testing hypotheses.

The research results reveal that organizational culture is significantly related to both employee motivation and professional burnout in Lithuanian medical institutions. Moreover, theoretical and executive implications highlight the requisite role of and manner in which organizational culture and employee motivation can reduce employee turnover, retain talent, limit employee burnout and overall strengthen the design and implementation of long-term human resource management planning.

This research delineates, explicates and directs crucial aspects of medical institutions’ effective functioning, a concern of even the most developed nations, as health sector performance, individually, organizationally and collectively, is a natural principal factor of social well-being and health.

Further and unique to the extant research, the authors analyzed specific organizational interactions, which revealed different statistical relationships between organizational culture and doctors’, nurses’ and administration employees’ overload, lack of development and neglect. The authors, thus, identified that organizational culture does not have a statistically significant impact on neglect of doctors, nurses and administration employees; however, it does significantly influence overload and lack of development in all respondents’ groups.

This study aims to delve into the mechanisms through which managers can enhance employee participation effectively.

This study adopts the Motivation-Opportunity-Ability (MOA) framework to identify the interrelationships among various drivers. Different levels of Continuous Improvement (CI) maturity were also considered to assess the effectiveness of these drivers on employee participation. An in-depth case study was conducted, involving the selection of four business units from a multinational manufacturer in Germany to represent varying levels of CI maturity.

This study uncovered intermediary variables that mediate the impact of drivers on the high-level MOA variables. It also revealed how the effectiveness of these drivers varies across different levels of CI maturity.

While different facets of CI have been scrutinized, the importance of employee participation stands out as pivotal for achieving enduring and meaningful progress. Despite this recognition, many business organizations continue to grasp with the challenge of motivating their employees to actively engage in CI initiatives. This study extends the applicability of the MOA framework and enriches the CI literature by offering deeper insights into the behavioural perspectives of employees. In practical terms, the findings of this study provide valuable guidance to decision-makers and HR department on staff training and development, enabling them to formulate more effective strategies aimed at fostering and augmenting employee participation in CI endeavours.

This study identified the determinants of improved rice variety adoption and measured their impact on farm productivity and the income of smallholder farmers in Indonesia.

We used a multistage sampling procedure and data from household surveys in four districts in the Banten region of Indonesia. An endogenous switching regression (ESR) model was used to estimate the impact of adoption, and the propensity score matching (PSM) non-parametric method tested the strength of the ESR findings.

The farm productivity of adoption increased by 11.45% and the income of smallholder farmers increased by 12.10% when compared to that of traditional methods.

The positive and significant effects of improved rice variety adoption indicated that research programs that develop improved rice varieties can optimize the productivity and income of smallholder farmers.

Adopting improved rice varieties increases the productivity and income of smallholder farmers, and the level of education, rice farming experience, access to extension workers, off-farm work, and mobile phone ownership have positive and significant effects on the adoption of improved rice varieties.

Based on the resource orchestration perspective, this paper aims to examine whether family firms are more efficient in their collaboration for innovation process than non-family firms, considering different types of collaboration for innovation depending on the kind of partner.

This study empirically develops and tests the hypotheses based on a panel data sample of 14,937 firm-year observations from 1,867 Spanish manufacturing firms over the period 2007–2014, performing a Propensity Score Matching (Propensity score matching)-based analysis.

Results reveal that family firms outperform non-family firms, despite less collaboration and innovation inputs, thereby extending the ongoing debate surrounding the innovation efficiency of family firms. Family firms obtained better results through vertical collaborations for innovation, both in terms of product and process innovations. For horizontal collaborations, family firms only outperform their non-family counterparts in process innovation. When collaborating with universities and other research centers, there are no significant differences in the innovation outcomes between the two groups.

Recent literature points out that more research is needed to know when, how and under what circumstances family firms show superior innovative efficiency. This work empirically proves that family firms outperform non-family firms in collaboration for innovation. However, not all collaboration partners help family firms to reach this superior innovative efficiency. Family firms obtained better results just through vertical and horizontal collaborations.