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With the advance of Web 3.0 and the range of sensory experiences offered by virtual reality (VR) to sport fans, this study examines how VR spectators’ sensory experiences affect their intentions to consume VR products and services. For this purpose, the study puts forth an expanded stimulus-organism-response (S-O-R) model. In this framework, the stimuli are the sensory imagery and stimuli, the organism factors are presence and arousal and the response is the consumption intention. This model adeptly encapsulates the comprehensive process of stimuli while spectating a sporting event in a virtual environment.

For a VR stimulus, researchers developed a 3-min collegiate women’s volleyball game. Watching the game in VR were 131 collegiate students, who were then questioned about their visual and aural imagination of the game stimuli, perceived visual and aural stimuli, sense of presence, arousal and VR consumption intentions. To ensure the validity and reliability of the measurement model, confirmatory factor analysis was first conducted. Subsequently, the model was subjected to path analysis.

The measurement model demonstrated both validity and reliability. The subsequent path analysis yielded the model’s satisfactory fit. In particular, the mental visualization of VR spectators significantly influenced their perception of visual stimuli, while their imaginative engagement with auditory aspects impacted their perception of aural stimuli. The observed visual stimuli positively impacted the degree of presence experienced and the level of arousal induced. Similarly, the auditory stimuli exerted comparable effects on presence and arousal. The sense of arousal exhibited a considerable influence on the sense of presence. Furthermore, arousal emerged as a substantial determinant of individuals' VR consumption intentions.

The study highlights that the affective status of VR sport spectators is dominant in determining their consumption intentions. Also, the study finds the decisive role of presence in processing sensory stimuli in virtual sport spectating. It also provides managerial insight into designing and customizing VR sport experiences to be more enjoyable and impactful.

The purpose of this study was to examine the factors that influence the information seeking behaviors of ChatGPT users. Specifically, we investigated how ChatGPT self-efficacy, ChatGPT characteristics and ChatGPT utility affect the frequency and duration of information seeking via ChatGPT. We also tested the mediating roles of ChatGPT characteristics and utility in the relationship between ChatGPT self-efficacy and information-seeking behaviors.

This study adopts a quantitative approach and collects data from 403 ChatGPT users using an online questionnaire. The data are analyzed using linear regression and structural equation modeling (SEM).

The linear regression analyses revealed that ChatGPT self-efficacy is positively and significantly related to the information seeking behaviors in ChatGPT. Second, mediation analyses also showed that ChatGPT characteristics and utility significantly mediate the relationship between ChatGPT self-efficacy and information-seeking behaviors in ChatGPT independently and sequentially.

This study is the first to investigate the factors and mechanisms that influence information-seeking behaviors in ChatGPT, a new phenomenon in the media landscape. The findings in this study suggest that ChatGPT self-efficacy acts as an important motivator for information-seeking behaviors in ChatGPT and that ChatGPT characteristics and utility provide information regarding potential mechanisms in the relationship between ChatGPT self-efficacy and information-seeking behaviors in ChatGPT. The study contributes to the literature on information seeking, self-efficacy and generative AI.

This study aims to investigate the relation between corporate social responsibility (CSR) and disclosure transparency by examining over 12,000 disclosures of financial statements extending over 20 years. The purpose is to understand how CSR ratings relate to the level of disaggregation in financial statement line items. The study considers additional factors, such as firm size and governance, that can accentuate or moderate this relation.

This study applies regression analysis, including interactions, to test the magnitude of the relation between CSR ratings and disclosure transparency. CSR is measured as a composite score that ranks firms on their reputation over numerous indicators compiled by Morgan Stanley Capital International. Disclosure transparency is measured as the level of disaggregation in financial statement line items.

The study reveals evidence consistent with the notion that firms which are more CSR conscious are also more transparent with financial statements. Evidence shows that the level of transparency is more sensitive to changes in CSR for firms less CSR conscious. Firm size is found to moderate this relation, whereas enhanced governance accentuates it.

There is limited research on the relation between CSR ratings and disclosure transparency. To the best of the authors’ knowledge, this is the first empirical evidence on the relation between CSR ratings and the disaggregation of financial statement line items. Results from this study help us understand the drivers of disclosure transparency, which can aid regulators, investors and other stakeholders in knowing how such drivers impact managerial decisions on the disaggregation of financial statements. Accountants play a central role in producing transparent and disaggregated accounting disclosures, and their role is pivotal in effectively integrating CSR into accounting and reporting models.

Scholars have underscored the importance of organizational authenticity, but it is unclear how it influences the links among market strategy, and nonmarket strategy (NMS) and firm performance. This study addresses this gap in the literature.

A survey of 294 managers in firms based in the United States investigates configurations among competitive strategy (e.g. cost leadership or differentiation), political and social nonmarket strategy (NMS), authenticity, and firm performance.

Cost leaders tend to engage in political nonmarket strategy (PNMS), but the interaction does not necessarily improve firm performance. Differentiators are more likely to pursue social nonmarket strategy (SNMS) and perform better, but neither market-nonmarket strategy configuration is inherently optimal.

The results support market-nonmarket strategy configurations but do not prescribe optimal combinations. However, the sample is cross-sector and employs self-reports for firm performance.

Political and social authenticity can enhance firm performance, but nonmarket activity can compromise a firm’s ability to be politically and socially authentic. Authenticity can drive performance, but a firm’s nonmarket activity can compromise its ability to be politically and socially authentic. Firms should view a prospective loss in authenticity as a potential cost of nonmarket activity.

This paper investigates how a firm’s emphasis on market (competitive) strategies, political and social nonmarket strategies, and political and social authenticity impact financial and non-financial performance. It also tests the veracity of two market-nonmarket configurations, cost leadership with political NMS and differentiation with social NMS.

This research seeks to understand whether employer branding (EB) and internal marketing (IM) are fundamental to the challenge of attracting and retaining talent and how these strategies can help companies to overcome the difficulties related to the talent shortage, from the perspective of a SME Portuguese metallurgical industry.

The research resorts to a case study of a qualitative nature, through a semi-structured interview with the head of the human resources (HR) training and development area of the Navarra Group, and quantitative, through surveys to its employees. Based on the literature, a conceptual model was constructed, whose application allowed us to perceive the relationships between the practices of EB and IM; satisfaction, motivation and commitment; attraction and retention.

The exploratory interview concluded that organizations consider EB and IM essential for an effective talent management strategy. The quantitative results demonstrate that IM and EB practices implemented in the organization contribute to the satisfaction, motivation and involvement of employees, which results in a decrease in the intention to leave. It is also noted that these practices promote an increase in the perception of organizational attractiveness, which represents a positive impact on its ability to attract.

From a theoretical perspective, the research contributes to the development of knowledge about IM, EB and talent management, providing relevant data that can help define the best strategies for attraction and retention, from the point of view of IM and EB.

The research presents preliminary insights that can be an auxiliary tool for HR managers and professionals in the context of industrial SMEs.

Diversity policies have become widespread in modern organizations. Such policies often have the goal of improving the workplace experiences of marginalized groups, and understanding dominant group reactions to such policies is vital to their effectiveness. This paper investigated the dominant group (i.e. White individuals) response to diversity policies, specifically how White individuals’ modern racism beliefs influence their organizational citizenship behavior (OCB) intentions when exposed to a diversity policy.

Using experimental methodology and a combination of social exchange theory and literature on modern racism, the two studies explore how exposure to a diversity (versus neutral) policy influences White individuals’ OCB intentions in two different settings (lab and field).

The results of these studies make clear that certain people respond negatively to diversity policies. In Study 1, White participants with relatively high modern racism beliefs showed lower OCB intentions directed at their organization when exposed to a diversity versus neutral policy. No differences emerged for White participants with relatively low modern racism beliefs. In Study 2, the results were replicated using a field sample of working adults in which they indicated their likelihood of OCB toward their employing organization.

The findings suggest that diversity policies can have unintended, adverse consequences for organizations, but are dependent upon employees’ modern racism beliefs. The results of the two studies provide a richer understanding of dominant group reactions to diversity policies by examining a downstream consequence of great organizational importance, i.e. OCB.

This study assesses the relationship between job satisfaction, perceived organizational support and workplace factors on officer turnover intention within an urban, municipal police organization.

Using data from an online survey of New York City Police Officers (n = 1,823), both bivariate analysis and logistic regression models were utilized to assess the salience of police officer job satisfaction, perceived organizational support and perception of six workplace domains, including financial compensation, environmental factors, professional fulfillment, work/quality of life balance, treatment from management and occupational risk, on predicting turnover intention.

The cross-sectional study finds that job satisfaction, financial factors (salary, benefits and retirement benefits) and fulfillment predict lower levels of turnover intention (i.e. higher levels of organizational commitment). Work–life balance and environmental factors (cleanliness of work environment and condition of equipment) predict higher levels of turnover intention. Both perceptions of organizational support and occupational risk, while significant in the bivariate models, were not significantly associated after accounting for other factors. There is no evidence that officer perception of public support or the risk of being injured/killed at work were related to officer turnover intention.

The current study is limited by its focus on only one police department and its use of cross-sectional data, which may limit the generalizability of the results to agencies that differ in size and type and do not allow for assessment of causality.

Officer turnover intention may be reduced by increasing financial compensation, improving the work environment and promoting a healthy work–life balance.

The study contributes to a growing body of research on police officer voluntary turnover by evaluating established predictors along with workplace factors in an urban police department: the setting where officer turnover intention is hypothesized to be the greatest.

While current research is reporting on a crisis in school leadership aspirations and appointments, this research sheds light on the mediating factors that school middle leaders (MLs) attribute to their appointment as a leader and their aspirations to senior leadership positions.

Qualitative data from a larger, mixed-method, research project were collected using an online survey completed by 2,608 MLs in a large public school system in Australia and is analysed using an inductive thematic process.

The findings suggest that MLs experience varying and non-linear career progressions and that a range of personal and professional factors impact their career aspirations. The support of an “experienced other” such as a principal, mentor or coach and strategic career planning are all important in the identification, support, development and advancement of MLs.

This paper contributes to the scarce body of research on middle leadership identification and aspirations. The study recommends a system approach drawn from the empirical data and associated literature that may be useful to inform policymakers, school systems and school leaders in efforts towards middle leadership identification, development and advancement.

The purpose of this study is to understand the nature of children’s consumer competence and the role that parents play in its development.

A total of 15 parent/children dyads provided a novel and participatory approach. Children were accompanied to their local supermarket to conduct a grocery shop for their families and asked to explain the reasons for each consumption choice. Parents were interviewed separately to discuss their role in the development of their children’s consumer competence. Both sets of responses were analysed thematically to identify commonalities.

The research identified four themes comprising children’s consumer competence: decision-making; advertising, brands and promotion; financial awareness and shopping knowledge. The themes are the result of an intentional process of parental socialization that enable children to move from simple to complex and contingent shopping scripts as an essential stage in the development of their consumer competence.

Although the study comprised a mixed sample of participants, its small size prevents extrapolation of the results to inform wider conclusions. It should also be noted that the influence of social desirability bias needs to be acknowledged.

Results show that children are highly aware of the competing demands of individual and family needs and able to make the consumption decisions necessary to meet them. These decisions are underpinned by parental values and attitudes that are explicit in the socialization of their children’s consumption. The authors define children’s consumption competence as the ability to make informed, independent, contingent, complex and values-based consumption decisions.

The purpose of this study is to investigate the usage of digital technologies (DTs) in improving the mental health of workers on construction sites.

A mixed research approach was used in the study, which comprised a questionnaire survey and two phases of semi-structured interviews. Purposive sampling was used to determine the interviewees and respondents of the questionnaire survey. Weighted mean rating (WMR) and manual content analysis were used to rank and evaluate the collected data.

The findings of this study revealed bipolar disorder, anxiety disorders, attention-deficit/hyperactivity disorder, obsessive-compulsive disorder, work-related stress and depression as the six most significant mental disorders (MDs) among the construction workforce and 30 causes for them. Moreover, 27 symptoms were related to the six most significant MDs, and sweating was the most significant symptom among them. Despite that, 16 DTs were found to be suitable in mitigating the causes for the most significant MDs.

There are numerous studies conducted on the application of DTs to construction operations. However, insufficient studies have been conducted focusing on the application of DTs in improving the mental health of workers at construction sites. This study can thus influence the use of DTs for tackling the common causes for MDs by bringing a new paradigm to the construction industry.