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Consumption norms describe an individual’s perception of what or how much most other people typically eat. While gendered consumption norms are well known, consumption norms linked to other demographic variables are yet to be reported. This study aimed to investigate which food consumption norms in relation to gender, age and income are currently held by the UK population. A secondary research objective was to investigate whether these consumption norms were held equally across people in different age groups and genders within the sample population.

A sample of 498 adults participated in an online survey composed of statements on consumption patterns based on gender, age and income for nine foods (e.g. red meat) and five meal patterns (e.g. take-away meals). E.g. “Men tend to eat more red meat than women.” Participants reported their agreement/disagreement with these statements.

The results indicate that participants have perceived consumption norms that are associated with gender, age and income. Lower energy-dense foods and smaller meal patterns were generally associated with females, older persons and individuals with a higher income. In contrast, more energy-dense foods and meal patterns were generally associated with males, younger adults and individuals with a lower income. These consumption norms were held consistently across the population sample.

To the best of our knowledge, this is the first explicit demonstration of food consumption norms based on age and income.

This paper aims to investigate the impact of prolonged work hours and high stress levels on ethical behavior within health-care settings. It evaluates how these factors compromise professional and personal boundaries and examines the efficacy of targeted ethical training programs designed to mitigate these challenges.

This study adopts an integrated conceptual framework combining the interactionist model of ethical decision-making, organizational justice theory and virtue ethics. It uses data from the General Social Survey (GSS) and analyzes trends and insights from existing literature. The study explores theoretical underpinnings and empirical evidence to understand the complex interplay between workplace stress, long hours and ethical behavior in health-care environments, ensuring the validity and reliability of the findings.

The findings highlight a significant correlation between excessive work hours, increased stress levels and ethical lapses in health-care settings. These lapses, including breaches of confidentiality and inappropriate workplace relationships, can have profound implications for patient care and professional satisfaction. The efficacy of ethical training programs in enhancing moral reasoning and ethical judgment among health-care professionals is demonstrated, particularly those programs that mirror real-world complexities. Such training equips health-care workers with the necessary tools to navigate ethical dilemmas effectively, fostering a culture of ethical awareness and integrity.

This paper uniquely contributes to the literature by comprehensively analyzing how stress and work hours influence ethical behavior, specifically in health-care settings. Supported by a robust theoretical framework, it extends previous research by demonstrating the effectiveness of ethical training in improving ethical behavior. The paper provides practical recommendations for health-care organizations to cultivate a culture of ethical awareness and integrity, highlighting the potential for such programs to improve patient care and professional satisfaction significantly.

This study aims to analyse the literature on the digital transformation of family businesses and the impact of artificial intelligence on this process, highlighting key areas of interest and future perspectives.

A bibliometric analysis is performed to explore the interconnection between variables and the relationships between authors, countries and journals in this research area. The Scopus database was used as of March 2024, and the data analysis was carried out with Bibliometrix for result analysis and VOSviewer for scientific mapping.

The analysis confirms the increasing relevance of the topic, with a high number of articles in 2023. Prominent journals are identified, and authors are mainly from China and Europe. Keywords “family business” and “family firms” are strongly linked, showing a connection to artificial intelligence and digital transformation. Family businesses are embracing the digital era, and research must respond accordingly.

This pioneering study offers a novel contribution, as no prior bibliometric analysis has addressed this topic. It lays the groundwork for future research, identifying emerging themes with significant future potential.

This study examines antecedents and impacts of HR competence and effective HR practices in organizations. People are an essential asset in organizations, but their potential is reduced without robust HR practices and competent HR professionals. Few studies have investigated causes of low HR professional competence and poor HRM practices.

This explanatory mixed-method study used survey data (N = 322), interviews and online statements. Data was collected in Vietnam, a country well suited to this study as it has considerable variation in institutional arrangements. It has legacies of Chinese, French and Soviet influence and more recently has adopted international reform models, such as new public management.

Agency accountability, autonomy and servant leadership promote HR competence, and consequently effective HR practices, and employee and employer outcomes (public service motivation, organizational commitment and organizational performance). Interviews triangulate findings from the survey data and explain barriers (rules, incentives, nepotism, corruption) to these quantitatively examined processes occurring. Strategic solutions for improving HR practices and professional competence are identified.

Practical implications of this research include a greater understanding of the importance of individual accountability and autonomy for executives, with the promotion of servant leaders through better screening and leadership development. Selection criteria should hinge on achievement, merit and the desire to serve the public interest. Competent HRM units should be developed and supported. Such units should focus on managing performance through ensuring line managers do basics such as setting clear goals, giving feedback, training and developing staff. Developing succinct appraisal criteria that reward good performers and sanction poor performers needs to be prioritized.

This study provides useful guidance on how to reform public administration systems so that reforms are more effective.

This study identifies both institutional and leadership antecedents to both HR competence and HR practices and their subsequent impacts. Its institutional and developing country orientation complements past studies that have been psychologically oriented and in the global north.

This study delineates the factors impacting the motivation and job satisfaction of humanitarian logisticians. This study aims to explore their motivations for entering the sector and the reasons for persisting despite the challenges.

Using an exploratory research design, data were gathered through online semi-structured questionnaires distributed to international and national non-governmental organisations (NGOs), UN agencies, the International Federation of Red Cross and Red Crescent Societies, the logistics cluster and the Humanitarian Logistics Association.

This study reveals that humanitarian organisations, along with their policies, culture and practices, significantly influence staff well-being. Altruistic motives drive logisticians to support those in need, aligning with their moral standards. However, job satisfaction declines due to issues such as management practices, unfairness, bureaucracy and other factors affecting work-life balance.

These findings offer insights for humanitarian organisations to address the challenges faced by logisticians and enhance their well-being. Understanding the issues before, during and after deployment is crucial for organisational focus. Representatives from some NGOs expressed optimism about the usefulness of this data during the collection process.

This research pioneers an examination of the motivation and satisfaction of humanitarian logisticians, contributing to the existing body of knowledge on human resources in the non-profit sector.

This study aims to assess whether and how non-born-sustainable business incubators (BIs) – that is, BIs whose business model was not originally sustainability-oriented – promote sustainable entrepreneurship development.

The study adopts a qualitative research design based on grounded theory and an interpretive approach. The analysis is developed by collecting interviews with ten Italian BIs, selected by purposive sampling and examining data using the Gioia methodology.

The results show that BIs, using various specific tools, facilitate the creation of a sustainability-oriented ecosystem. In this context, BIs help start-ups develop a purpose, a cultural mindset and business models that enable them to face the challenges of today’s competitive environment, in which sustainability has become (and will increasingly be) an essential requirement for companies.

This study contributes to the literature by highlighting the active role of non-born-sustainable BIs in promoting the development of sustainable entrepreneurship.

This research has practical implications related to the opportunities for embedding sustainability in BIs’ purpose and defining a framework of operations and practices that can boost innovativeness while having a positive impact on the community and on the environment. Finally, findings suggest that BIs can foster cost reduction when implementing sustainability in start-ups.

The study suggests that BIs, as drivers of social change, could be sustained by public assistance and help from well-established firms to promote the spread of sustainable entrepreneurship culture and the success of sustainability-oriented start-ups.

BIs have the potential to promote sustainable entrepreneurship, but this topic is still under-researched. While existing studies have examined the role of born-sustainable BIs in specific business sectors, this research is one of the first attempts to explore the role of non-born-sustainable BIs in fostering sustainable entrepreneurship.

This paper aims to synergize the Job Demands-Resources (JD-R) theory with the Intelligent Career theory (ICT) to identify the potential influence of career competencies (CCs) on individual work performance.

We explore a motivational process within JD-R theory, where CCs such as knowing-why, knowing-how, and knowing-whom serve as personal resources to optimize contextual performance (CP), task performance (TP), and reduce counterproductive work behavior (CWB). The study comprises two phases with samples of human resource (HR) professionals in India. Phase-1 (N = 107) involves adapting measurement instruments through exploratory factor analysis, while phase-2 (N = 396) tests the model using structural equation modeling. We applied the confirmatory factor analysis marker technique, with “conflict avoidance” as the non-ideal marker variable.

Our research indicates that CCs positively influence TP based on statistical and substantive significance. However, their influence on CP and CWB lacks substantive significance.

This study enhances the JD-R theory by highlighting individual performance as a key outcome of personal resources, like CCs, within the theory’s motivational process.

Organizations can structure skill development programs to align with specific CCs and desired outcomes, using them as benchmarks to assess effectiveness.

To our knowledge, this is the first attempt to apply both JD-R theory and ICT in a work context, specifically among Indian HR professionals, which remains an unexplored area. Additionally, we assume that CCs may initiate motivation independently, even in the absence of job resources.

This study tries to free women from the “invisible role” prison and understand the different managerial goals and styles adopted by males and females in family small and medium enterprises (SMEs) in managing employees. In particular, this paper grasps the complexity of the relationship between women’s leadership positions and configurational human resource management (HRM) practices in family SMEs.

The authors use the qualitative fuzzy set comparative analysis (fsQCA) on 623 small and medium Italian family businesses to explore women’s contributions and impacts on adopting HRM practices and business performance.

The findings confirm that gender-specific leadership styles influence the adoption of distinct bundles of HRM practices and ultimately affect organizational performance in family SMEs. Indeed, women in the family SME social context, to meet certain gender expectations, are more likely to implement steward-oriented HRM practices. This reinforces the role of women as key players in improving organizational performance by adopting people-centered HRM practices that promote employee satisfaction and retention.

Using the fsQCA analysis and the gender theory, family business and HRM literature, the paper investigates the role of women in Italian family SMEs as CEOs or HR managers in implementing HR management practices to achieve good organizational performance.

The objective of this research is to examine the association of artificial intelligence (AI) awareness on workers' retention and the boundary conditions in the context of project organizations.

We collected time-lagged data from project organizations in China.

The results showed that AI awareness predicted workers' turnover intention. Moreover, this association was moderated via supervisor support.

This research provides several practical implications aimed at timely communication, training and automation guide for helping firms to foster healthy workplace climate, support and workers’ retention.

The rise of AI and its potential impact on manpower is a popular topic. Yet, the evidence of project workers’ awareness of such potential effects on their retention is scant. Therefore, this study broadens our understanding of the association of AI awareness on turnover intention and boundary conditions in the context of project organizations.

This paper examines the integration of artificial intelligence (AI) within family businesses, focusing on how AI can enhance their competitiveness, resilience and sustainability. The study seeks to provide insights into AI’s application in family business contexts, addressing the unique strengths and challenges these businesses face.

A systematic literature review was conducted to synthesize existing research on the adoption and integration of AI in family businesses. The review involved a comprehensive analysis of relevant academic literature to identify key trends, opportunities, challenges and factors influencing AI adoption in family-owned enterprises.

The review highlights the significant potential of AI for family businesses, particularly in improving operations, decision-making and customer engagement. It identifies opportunities such as analysing customer data, enhancing brand building, streamlining operations and improving customer experiences through technologies like Generative AI, Machine Learning, AI Chatbots and NLP. However, challenges like resource constraints, inadequate infrastructure, low customization and AI knowledge gaps inhibit AI adoption in family firms. The study proposes an AI adoption roadmap tailored for family businesses and outlines future research directions based on emerging themes in AI use within these enterprises.

This paper addresses the underexplored area of AI integration in family businesses, contributing to the academic understanding of the intersection between AI and family-owned enterprises. The study offers a comprehensive synthesis of existing research, providing valuable insights and practical recommendations for enhancing the competitiveness and sustainability of family businesses through AI adoption.