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Intellectual capital (IC) is an increasingly important strategic asset for sustainable value creation in organisations. This paper aims to provide a conceptual perspective on the university’s role as a catalyst for IC creation and development within the dynamic landscape of organisations, exploring the nexus to capture its essence.

Adopting a conceptual framework development approach, key concepts were cohesively and coherently synthesised from various theoretical underpinnings, namely, the multiple capitals approach to maximising corporate value creation, the evolved triple bottom line approach to corporate sustainability, the triple helix innovation model and its subsequent extensions, the upper echelons theory and the social licence construct linked to stakeholder, legitimacy and institutional theories.

A comprehensive conceptual framework was developed that outlines universities’ role in catalysing four corporate IC forms crucial to sustainable organisational value creation: human capital, governance capital, social/relational capital and structural/organisational capital. The framework interprets this role of universities as dynamic IC reservoirs serving regional ecosystems for sustainable development. It highlights the synergistic sustainable value creation between universities and organisations in host communities and broader society, with university governance acting as a key driver.

This paper offers a theoretically grounded interpretation of universities’ pivotal role in catalysing essential forms of IC to support contemporary organisations’ sustainable value-creation processes. The proposed framework has the potential to ignite conversations on the crucial connection between universities and corporate IC development relevant to sustainable organisations, inspiring future empirical research, reflection and discussion.

The paper aims to develop and validate an instrument to measure users’ perceptions of online personalized advertising.

First, we identified 12 different aspects of online personalized advertisement and formulated candidate items through a literature review. A card sorting study and expert review were conducted to generate the initial scale items. We then conducted one survey (n = 308) to create a reliable measurement instrument and another (n = 296) to validate the instrument. Finally, we tested how the dimensions of the OPAD-Perception Framework can be used to differentiate between different levels of ad sensitivity, control/no control over the ad personalization process, and different levels of granularity of ad explanation.

The resulting OPAD-Perception Framework contains 49 Likert-formatted questions measuring ten distinct dimensions of online personalized advertising: reliability, usefulness, transparency, interactivity, targeting accuracy, accountability, creepiness, willingness to rely on, self-actualization, and persuasion.

The OPAD-Perception Framework can serve as a powerful tool to measure users’ attitudes toward online personalized advertising. This will enable advertisers and social media platforms to better support users’ privacy expectations and provide user-friendly interfaces for controlling the ad personalization process.

Since public and private spaces are generally considered to be the fundamental building blocks for residential settings, this study draws attention to the need to consider and detail threshold spaces as one of the key aspects for accomplishing sociocultural needs, restoration and well-being in the residential environment. Understanding the function and uses of these spaces allows us to appreciate their benefits which are often neglected. This research particularly focuses on the social dimension of one fundamental threshold pattern; the Cairene balcony.

A qualitative anthropological approach was adopted in this research where in-depth interviews with female residents (n = 46) were conducted in three local contexts in Cairo, Egypt in parallel with non-participatory observation. The present piece focuses on the results elicited from the female residents’ interviews.

Irrespective of the income group, sociocultural background and context, dominating factors influencing women’s perception of the role of the Cairene balcony were commonly present. These included issues of; well-being and restoration, the phenomenon of personalization and identity, functional and communicative purposes, safety and security and privacy and control. Overall, the majority of interviewees stressed the significance of the balcony as a prominent source of prospect and an impermissible part of the residential environment.

The fact that little research has been conducted to examine the everyday use of the balcony and the role it plays in Cairene homes makes this “dedicated” research piece a valuable addition.

This paper aims to explore the implications of algorithmic management on careers and employment relationships in the Nigerian gig economy. Specifically, drawing on labour process theory (LPT), this study provides an understanding of the production relations beyond the “traditional standard” to “nonstandard” forms of employment in a gig economy mediated by digital platforms or digital forms of work, especially on ride-hailing platforms (Uber and Bolt).

This study adopted the interpretive qualitative approach and a semi-structured interview of 49 participants, including 46 platform drivers and 3 platform managers from Uber and Bolt.

This study addresses the theoretical underpinnings of the LPT as it relates to algorithmic management and control in the digital platform economy. The study revealed that, despite the ultra-precarious working conditions and persistent uncertainty in employment relations under algorithmic management, the underlying key factors that motivate workers to engage in digital platform work include higher job flexibility and autonomy, as well as having a source of income. This study captured the human-digital interface and labour processes related to digital platform work in Nigeria. Findings of this study also revealed that algorithmic management enables a transactional exchange between platform providers and drivers, while relational exchanges occur between drivers and customers/passengers. Finally, this study highlighted the perceived impact of algorithmic management on the attitude and performance of workers.

The research presents an interesting case study to investigate the influence of algorithmic management and labour processes on employment relationships in the largest emerging economy in Africa.

The GreenComp framework identifies 12 competences for sustainability as common ground for higher-education curricula. The framework can be used for self-assessment and the review of curricula. However, a step-by-step method to conduct such a self-assessment is not yet available for the GreenComp framework specifically. Therefore, the authors present the GreenComp Evaluation Roadmap allowing to evaluate the extent to which the frameworks’ competences for sustainability are integrated in higher-education curricula. The application of the GreenComp Evaluation Roadmap to a curriculum taught at the University of Aruba, allows to report on the benefits, limitations and future potential of the approach.

The proposed mixed-method approach combines hybrid qualitative and quantitative data collection on the integration of the 12 competences for sustainability of the GreenComp framework in higher-education curricula. The authors showcase its potential through application of the GreenComp framework as an evaluation tool to a science, technology, engineering and mathematics-based bachelor program taught at the University of Aruba.

The GreenComp Evaluation Roadmap not only allows for an evaluation of the curriculum and identification of competence gaps. It also supports educators to conduct a self-reflection on individual course(s) and the program as a whole. The paper shows promising results that the roadmap developed could be a reproducible approach. Moreover, it provides guidance to other higher education institutes for self-evaluation and self-reflection on how the competences for sustainability are integrated in their curricula and how this can be enhanced in the future.

The need to integrate sustainability throughout higher-education curricula is broadly recognized. The GreenComp Evaluation Roadmap contributes to the literature by offering a methodological approach to evaluate the integration of the 12 competences for sustainability throughout a curriculum.

The increasing conviction rates of stalking in the UK have prompted efforts to identify factors that may influence individuals to engage in such behaviour. Over two million people in England and Wales experience stalking every year, with estimated reoffending rates for stalking being between 25 and 55% (ONS, 2022; McEwan et al., 2017). Research has identified risk factors that may contribute towards stalking behaviours, which has included obsessive relational pursuit and online impulsivity (Post et al., 2014a; Rocheleau, 2019). This has resulted in researchers postulating a link between facets of neurodiversity and stalking behaviour (Freckelton, 2013). The purpose of this study was to examine the evidence base for any link between neurodiversity and stalking.

The Systematic Review was performed according to the recommendations of the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA). Papers were screened for quality appraisal and risk of bias. The initial search yielded 3,880 articles. A total of 10 papers were deemed as meeting the inclusion criteria.

There is insufficient research quality regarding neurodiversity and stalking perpetration due to poor diagnostic reliability of neurodiversity and a lack of reliable tools being used in the research which do not meet the definitions of stalking. As such, the existing research about neurodiversity and stalking perpetration is inconclusive and predominantly unreliable. Tentative evidence indicated that people with neurodiversity were at greater risk of being victims of stalking and that for the minority of people with neurodiversity who engage in stalking the factors that contribute towards this mirror those of neurotypical individuals.

Overall, the factors contributing to stalking highlighted by the included studies, such as difficulties with communication, empathy, insight into social functioning, interpersonal competence and ways of forming relationships with others, seem to map onto the deficits of neurotypical stalking perpetrators (Canter and Youngs, 2012; Lewis et al., 2001; Mullen et al., 2006). However, tools that contextualise neurodiversity in the context of risk assessments for stalking may be helpful (Al-Attar, 2019, 2021).

Recommendations for further research are made to gain a robust understanding of any potential relationship between neurodiversity and stalking and in particular a risk of stalking victimisation.

The purpose of the study was to describe faculty women’s perspectives of the workplace environment in hospitality higher education.

Female faculty members in hospitality (n = ∼50) completed an online survey about their beliefs about women’s experiences, advancement characteristics the glass ceiling and gender equity.

Respondents concurred that being self-directed, assertive and a risk-taker were essential; leadership is the most important characteristic for advancement and the glass ceiling is prevalent and prominent. It may be assumed that the milieu of academia would be free or freer of the glass ceiling, but research, including this study, suggests otherwise. Glass ceilings persist even in organizations with explicit policies promoting equality in advancement. Research participants identified raising awareness about the glass ceiling and its presence within academic institutions as crucial. However, for initiatives to be effective, they must be supported authentically and unwaveringly by top administrators, including both male and female leaders.

The findings underscore both progress and persisting disparities, shedding light on the need for targeted efforts to improve inclusivity and gender equity within academia in hospitality management. These findings contribute to the ongoing discourse on fostering a more diverse and equitable landscape in higher education, particularly within the field of hospitality.

The widespread use of mobile devices raises concerns about their negative effects on users’ well-being but also presents business opportunities. To harness this phenomenon effectively, understanding various aspects of user engagement is essential. This study aims to develop and empirically evaluate a conceptual framework for examining user engagement in mobile technology.

This study explores user engagement with mobile technology. The authors developed a conceptual model and collected data through an online survey, focusing on engagement with mobile apps, services and devices. The authors analyzed the data to identify factors influencing each aspect of the mobile engagement.

The findings suggest that engaging mobile apps should be visually appealing, novel, reliable and enjoyable. Mobile services engage users when they are easily accessible and adaptable to diverse needs. These results emphasize the importance of dissecting mobile technology engagement into app, service and device engagement for a deeper understanding of their impacts.

This study underscores the significance of comprehensively understanding user engagement in mobile technology. By delineating engagement dimensions and their determinants, it offers insights for businesses to optimize strategies in leveraging mobile user behavior. This structured approach enhances theoretical understanding and has practical implications for designing user-centric mobile technology solutions.

This study aims to identify and review research articles to understand the conceptualization of employee engagement (EE) in a remote working environment. Specifically, the aim is to explore the antecedents impacting remote workers’ engagement.

A systematic literature review was conducted, encompassing empirical studies sourced from EBSCO, Emerald and Gale databases. Studies published in peer-reviewed journals between 2013 and 2023 covering countries in the Organization for Economic Co-operation and Development (OECD) were included. Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines were followed to capture the review process.

A total of 25 empirical studies published across 18 journals were synthesized, with the results being reported in terms of three research objectives. The researchers identified that individual, organizational/job resources and organizational/job demands are the three main antecedents affecting EE in remote working environments.

This study can serve as an important source of information for academics and practitioners as well as postulate new avenues for the future research. While the Job Demands-Resources model remains relevant in specifying demands and resources as antecedents of workforce engagement, technological antecedents gain prominence as additional factors contribute to the engagement of remote workforce.

This article studies the shifting landscape of EE with the rise of remote working and the need to gain a better understanding of how to keep remote workers engaged.

Promoting a safe workplace for everyone is a key tenet of Sustainable Development Goal 8 (SDG-8), which focuses on promoting inclusive and sustainable economic growth, employment and decent work for all. Therefore, this study explores how responsible leadership ensures a psychologically safe workplace for everyone, leveraging employee-oriented human resource management. Specifically, drawing on signalling theory, this study aims to examine the impact of responsible leadership on employee-oriented HRM and the subsequent effect of employee-oriented HRM on employees' psychological safety. Furthermore, it investigates the mediating role of employee-oriented HRM in the relationship between responsible leadership and psychological safety.

Data was collected from banking professionals through a survey questionnaire. A total of 270 samples were collected using both online and face-to-face data collection strategies. The data was analysed using the Partial Least Squares Structural Equation Modelling (PLS-SEM) approach.

The findings reveal that responsible leadership ensures employee-oriented HRM, which subsequently enhances employees' psychological safety. Further, the results suggest that employee-oriented HRM acts as a mediator between responsible leadership and psychological safety.

Past studies have often emphasized HRM practices as antecedents of various attitudes and behaviours. The present study offers a novel contribution by conceptualizing and empirically validating employee-oriented HRM as a mechanism that links responsible leadership and psychological safety. It stands as the first of its kind to establish this significant relationship, shedding new light on the dynamics between responsible leadership, HRM practices and employees' sense of psychological safety.