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The number of construction dispute cases has surged in recent years. The effective exploration and management of risks associated with construction contracts helps to directly enhance the overall project performance. The existing approaches to identify the risks associated with construction project contracts have a heavy reliance on manual review techniques, which are inefficient and highly restricted by personnel experience. The existing intelligent approaches only work for the contract query and storage. Hence, it is necessary to improve the intelligence level for contract risk management. This study aims to propose a novel method for the intelligent identification of risks in construction contract clauses based on natural language processing.

This proposed method can formalize the linguistic logic and semantic information of contract clauses into multiple triples and transform the structural processing results of general clauses in a construction contract into rights and interests rules for risk review. In addition, the core semantic information of special clauses in a construction contract, rights and interests rules are used for semantic conflict detection. Finally, this study achieves the intelligent risk identification of construction contract clauses.

The method is verified by selecting several construction contracts that had been applied in engineering contracting as a corpus. The results showed a high level of accuracy and applicability of the proposed method.

This novel method can identify the risks in contract clauses with complex syntactic structures and realize rule extension according to the semantic relation network of the ontology. It can support efficient contract review and assist the decision-making process in contract risk management.

This study aims to examine the causal factors of customer motivation, trust and loyalty, influencing the level of repurchase intentions of local tourists travelling during pandemic COVID-19 crisis in Thailand.

The population of this study comprised all Thai local tourists travelling in Thailand. Using simple random sampling of local tourists on travel in Thailand, quantitative data were collected from 500 tourists as the sampling, representing Northern Thailand, North-Eastern Thailand, Central Thailand, Southern Thailand and Bangkok. Path analysis, including correlation matrix and factor confirmation, was used to test the causal factors influencing the level of repurchase intentions.

Motivation trust, customer trust, customer loyalty and repurchase intentions of Thai domestic tourism were on a high level. In addition, there were positive influences of customer motivation, trust and loyalty on the level of repurchase intentions by local tourists travelling in Thailand.

The study results demonstrate that the social exchange theory can be used to explain the influences of customer motivation, customer trust and loyalty on repurchase intentions of domestic Thai tourism.

The purpose of this paper is to explore the influential mechanism of consumer behaviour and identity towards Neo-Chinese fashion from the perspectives of cultural identity and emotional self-regulation mechanism.

Through empirical methods such as questionnaire surveys and regression analysis, nine hypotheses were proposed and tested based on 253 valid samples.

The results indicate that perceived value has a significant positive impact on pride emotion, anxiety emotion and cultural identity, respectively. Cultural pride (anxiety) emotion also has a significant positive (negative) impact on identity. The study also finds that anxiety emotion plays a significant mediating effect in the relationship between perceived value and cultural identity, which of country-of-origin plays a significant negative moderating role.

This paper reveals the psychological mechanisms and implementation paths through which fashion consumption and Neo-Chinese design drive cultural identity. It provides a theoretical basis for optimizing and innovating strategies to guide the evolution of Neo-Chinese cultural identity in the new context.

The purpose of this study is to examine the relationship between positive emotion, self-efficacy, job satisfaction and turnover intention in the context of resource building during the socialization process of new faculty members, particularly in the context of the coronavirus disease 2019 (COVID-19) pandemic.

The study utilizes a quantitative research design and employs purposive sampling to obtain 554 valid questionnaires. The study analyzes the relationship between positive emotion, self-efficacy, job satisfaction and turnover intention and examines the influence of strategic human resource management (SHRM) on these variables.

The results of the study reveal that SHRM positively influences positive emotion and self-efficacy, which, in turn, positively impact job satisfaction. However, positive emotion is negatively related to turnover intention.

This study contributes to the existing literature on human resource management (HRM) by examining the impact of strategic HRM on the socialization process of new faculty members. The findings of the study have significant practical implications for the implementation of HRM in research-oriented universities.

Peer-to-peer accommodation (P2PA) has witnessed remarkable growth across the globe recently. However, acceptance of P2PA among residents in developing economies is still fraught with several challenges. The paper aims to extend the constraint–negotiation framework to examine the motivations, perceived constraints, negotiation strategies and the role of learned helplessness of local residents to host tourists.

The data was collected through a self-administered questionnaire by using cluster random sampling technique. In total, 454 usable questionnaires were collected through on-site research. The structural model was tested by using survey data by applying PLS-SEM 4.0.

The results suggest that while perceived constraints can inhibit residents from hosting, negotiation strategies can reduce helplessness and encourage residents to host tourists.

Theoretically, this study advances P2PA literature by integrating learned helplessness in the constraint–negotiation framework and it offers insights for the P2PA providers as well as policymakers.

This is a pioneering study to examine the role of learned helplessness using constraint–negotiation framework in the context of P2PA, thus paving the way to advance P2PA-related research from the residents’ perspective.

The investigation of pro-environmental behaviors (PEB) among college students is essential for future sustainability endeavors. Existing research seldomly concentrated on college students and their PEB. This study aims to address the gap in understanding PEB among college students.

This study constructed an integrated model combining the theory of planned behavior (TPB) and the value-belief-norm (VBN) theory, with the novel addition of environmental risk perception. Through an empirical study involving 844 college students, this research analyzed the data with the structural model.

The authors identified that environmental values, attitudes, perceived behavioral control, subjective norms and risk perception play crucial roles in shaping PEB. This study also revealed age-related differences, highlighting that older students might be less influenced by attitudes and subjective norms due to more established habits. Findings underscore the importance of fostering PEB through environmental education, promotion of low-carbon lifestyle choices and incentives. This investigation not only enriches the theoretical framework for PEB but also offers practical insights for policymakers and educators to enhance sustainable practices among the youth.

Though the authors offer valuable findings, this research has two key limitations: the use of observational data for hypothesis testing, which weakens causal inference, and the collection of data through questionnaires, which may be biased by social desirability. Respondents of self-report tend to behave in the socially desired ways. Consequently, they usually exaggerate their pro-environmental intention or PEB. To comprehend the influencing aspects more thoroughly, future research should consider incorporating experimental methods and objective data, such as digitalized data.

The findings provide valuable evidence for guiding college students’ PEB, including strengthening environmental education, promoting of low-carbon fashion and providing incentives for PEBs.

First, the authors examine the internal factors influencing PEB among Chinese university students within the “dual-carbon” initiative framework. Second, this research pioneers the use of structural equation modeling to merge TPB and VBN theories, offering a predictive model for university students’ PEB. Third, the authors introduce “environmental risk perception” as a novel variable derived from both TPB and VBN, enhancing the model’s explanatory power.

This research seeks to reveal the mediating role of work engagement and affective commitment as individual aspects that have the potential to bridge the effect of empowering leadership on the task performance of Correctional Service counselors in Indonesia, especially due to the limited literature on these two aspects in the context of public organizations.

Quantitative research was conducted on 350 counselors throughout Indonesia. The data was collected by distributing questionnaires online. The collected data were then analyzed using Structural Equation Modeling to test the seven research hypotheses.

Empowering leadership significantly strengthens task performance, work engagement and affective commitment. For indirect effects, this study found that affective commitment partially mediates the effect of empowering leadership on task performance. Meanwhile, work engagement failed to act as a mediator because it did not significantly impact strengthening task performance.

Notably, the unexpected result of work engagement's inability to significantly boost task performance deviates from the prevailing trends observed in previous empirical research, thereby adding a novel dimension to the findings of this study.

Leaders’ capacity to execute innovative and inspiring activities significantly impacts whether educational institutions succeed or fail. This paper aims to explore the gap in how digital leadership (DL) affects employee cynicism (EMPC) and emotional intelligence (EI). In addition, the moderating impact of EI on the association between DL and EMPC is examined in this study.

The researchers have used a quantitative approach based on cross-sectional data technique. This study examines the effects of DL at Pakistani private universities. All the teaching faculty of Pakistan’s private higher educational institutes like universities were the population of the study. While using random sampling, data were gathered from teaching faculty members of such universities. Hence, 366 usable cases were found usable for final data analysis. This study performed the path analysis through the Analysis of Moment Structures in structural equation modeling (SEM).

Results confirmed that the positive impact of DL among teaching faculty in private universities in Pakistan depends on the EMPC and EI. Overall, the findings are according to the estimates. SEM evaluates that DL significantly correlates with EMPC and EI. On the contrary, EI also significantly impacts EMPC. Furthermore, findings describe that EI significantly mediates the relationship between DL and EMPC.

Based on the research findings, the current issues about how DL can enhance the EMPC and EI in the private educational sector are addressed. It has been explored that academic leaders must demonstrate the techniques that build up strong EI among the teaching faculty to maintain a positive EMPC. The study results offer policymakers and academic authorities significant guidance who embrace technology and will effectively lead their educational institute to acquire educational resources to enhance student engagement and learning. It has also been found that the institutes are significantly impacted by DL, by the behavior and attitude of employees, managers and representatives, eventually. The employees’ attitude is majorly known as one reason that affects their productivity. Hence, this study can be found beneficial in establishing a supportive environment and identifying the leaders’ EI, which can reduce the issues of EMPC.

The findings of the study indicate that private educational institutes need to focus on enhancing the EI of their teaching faculty and give importance to faculty members’ abilities to deal with the new digital techniques to improve their effectiveness in terms of teaching methodology and maintaining the teacher-student relationship. According to the researchers’ knowledge, very few studies have examined the connection between DL, EMPC and EI. However, the association between DL and EMPC is examined for the first time in a specific Asian context, namely in Pakistan, with the mediating effect of EI. Therefore, understanding the effects of cynicisms will be a valuable addition to existing literature.

This study aims to explore the associations between leadership styles (i.e. transformational and ethical) and innovative work behavior within higher education institutions (HEIs), additionally investigating the mediating role of work engagement and the moderating role of psychological empowerment.

The basis of this study rested upon adopting a cross-sectional research framework. The data were acquired from a sample comprising 825 academic staff and 275 leaders across 226 HEIs in China. Employing a quantitative methodology, the researchers used AMOS version 26.0 and SPSS version 22.0 for statistical analysis.

The results indicated that leadership styles (i.e. transformational and ethical) positively affected innovative work behavior, both directly and indirectly (via work engagement). Also, psychological empowerment moderated the linkage between leadership styles and innovative work behavior but not the association between work engagement and innovative work behavior.

Despite some existing literature having discussed the correlation between leadership styles and innovative work behavior, there appears to be a conspicuous dearth of research endeavoring to explore the mediator (i.e. work engagement) and the moderator (i.e. psychological empowerment) within the above nexus, especially in the context of HEIs. Thus, this study can be considered original, introducing novel perspectives and substantial contributions to the management literature on HEIs. In addition, it offers insights for organizational managers.

This study explores how emotional intelligence, customer orientation, deep acting and surface acting influence job satisfaction among middle managers in their interactions with customers, colleagues and business partners. By examining these factors, we aim to provide insights into their collective impact on job satisfaction and interpersonal dynamics within organizational contexts.

By involving 95 middle managers at Indonesian Internet service providers as respondents, this research used a questionnaire to collect data. Next, the data were analyzed using the partial least square-structural equation modeling (PLS-SEM) technique, which evaluated measurement models and structural models. A total of twelve hypotheses were tested in this study.

This study found that customer orientation does not have a significant effect on deep acting, thereby nullifying its indirect effect on job satisfaction. Conversely, it's demonstrated that both deep acting and surface acting serve as partial mediators in the relationship between emotional intelligence and job satisfaction. Furthermore, surface acting emerges as a partial mediator in the connection between customer orientation and job satisfaction.

By exploring the relationship between customer orientation, emotional intelligence and job satisfaction among employees, this study seeks to reveal novel insights. The study examines the impact of these critical elements, which are necessary for middle managers to effectively manage their emotions and cultivate significant connections, on their overall job satisfaction and interpersonal dynamics in their diverse responsibilities.