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Research shows peer health education programs on university campuses can support students in pursuing sustainable health-related behavior changes. However, few programs deliver peer health education through a nondiet, weight-inclusive framework. Research shows that health educators who challenge the status quo of diet culture and weight-focused health interventions may face unique challenges when sharing this perspective with others. Thus, the purpose of this study was to examine the experiences of peer educators who provided critical health education by introducing a nondiet, weight-inclusive approach to health.

Five health coaches from a university health coaching program at a mid-sized southwestern university participated in a semi-structured interview. The data were analyzed through interpretative phenomenological analysis.

Peer educators faced numerous challenges when introducing nondiet, weight-inclusive approaches such as lacking credibility as a peer to challenge weight-centric messages, feeling conflicted about honoring clients’ autonomy when clients are resistant to a weight-inclusive approach and feeling uncomfortable when discussing client vulnerabilities. Peer educators also identified several strategies that helped them navigate these challenges such as being intentional with social media, using motivational interviewing to unpack clients’ concerns about weight, and seeking group supervision.

Given the reality that health coaches will face challenges sharing weight-inclusive health approaches, educators and supervisors should explicitly incorporate strategies and training methods to help peer health coaches prepare for and cope with such challenges. More research is also needed to examine effective ways to introduce weight-inclusive approaches to college students.

This study aims to investigate the moderating effect of external financing needs on the relationship between the disclosure level of integrated reporting (IR) and firm value using evidence from Egypt.

This study uses a panel regression analysis for a matched sample of 50 companies listed on the Egyptian Stock Exchange (EGX), specifically from EGX100. The sample covers four years (2017–2020). The current study uses content analysis to measure IR and Tobin’s Q as a proxy for firm value.

The findings reveal a significant positive relationship between the disclosure level of IR and firm value. In addition, the authors find that external financing needs moderate the relationship between IR and firm value. It is concluded that the higher the disclosure level of IR content, the higher the firm’s value, and that this relationship strengthens in firms with high needs for external financing.

Several practical implications can be derived from the results of the current study. Policymakers and regulators can impose mandatory requirements for IR in Egypt. It also opens new insights for board members, managers, analysts and auditors in forming financing decisions based on annual reports.

The present study has a novel insight from a developing country and significant contributions to the extant literature. The study provides empirical evidence from an emerging economy and an insight into how external financing can be used for firms with different levels of IR. It also provides a comprehensive disclosure index to estimate the level of IR.

The purpose of the current innovative practice paper is to introduce a technique to explore leader identity development and meaning-making that builds on the narrative pedagogical tradition. In this paper, we recommend a process for combining turning-point graphing and responsive (semi-structured) interviews to co-explore leadership identity development and meaning-making with college students.

The paper provides student feedback data on the effectiveness of the technique in improving understanding of leader identity and transforming meaning-making.

We hope practitioners can utilize this approach to build leadership identity development and meaning-making capacity in college students.

This paper investigates how individuals' decision-making approach and perceptions of a game's cognitive realism affect the performance of virtual businesses in a web-based simulation game.

Survey data are collected from 274 business simulation game users and is analysed using the fsQCA technique.

The study identifies three alternative pathways to high and low performance in a business simulation game. Results indicate that a flexible decision-making approach exists in all high performance pathway solutions. Where a game is perceived to be realistic, a more focused decision-making approach is associated with high performance. However, where perceived cognitive realism is absent, a less focused experimental decision-making approach is employed, which increases the chances to achieve low performance. Finally, perceived cognitive realism and an experimental decision-making approach are found to be mutually exclusive for achieving high performance.

Whilst the learning benefits of web-based simulation games are widely acknowledged, the complex interplay amongst factors affecting performance in games is under-researched. Limited research exists on how perceptions of a game's cognitive realism interact with user decision-making approaches to affect performance.

This study addresses the remarkable research gap in the existing literature on Chat Generative Pre-training Transformer (ChatGPT), which has primarily explored its functional benefits rather than the psychological states of its users. By integrating the self-concept theory and functional theory of attitudes, this study develops a moderated-mediating model to examine the impact of the bandwagon effect on users’ habit formation and subsequent feelings of pride associated with the ChatGPT application.

This study analyzed self-reported survey data from 568 respondents from mainland China using partial least squares structural equation modeling.

The findings reveal that the bandwagon effect indirectly influences users’ pride through the formation of habits related to ChatGPT applications. This study also identifies the boundary condition of social-adjustive attitude, which strengthens both the direct relationship between the bandwagon effect and habit formation and its indirect relationship with pride.

This study contributes to the field by offering a novel perspective on ChatGPT adoption, highlighting the role of self-concept and attitudinal functions in driving users’ intentions to utilize the technology, with a focus on the desire for pride as a motivating factor.

Contemporary interpretations of mental health recovery emphasize the need to understand better the lived experience of people with mental health conditions and how they define the idea of recovery. While traction for such ideas has been building in many western countries, the recovery movement is still in its early stages within most Asian countries. Hence, this study aims to add to this growing effort by understanding various factors that influence the recovery of people with mental health conditions in Singapore.

Braun and Clarke’s thematic analysis was used on the qualitative data provided by 21 participants.

Four themes were revealed: double-edged nature of social support, challenges accessing mental health support, personalized coping strategies and societal influences. As a result, the authors could better understand various factors that influenced the recovery process of people with mental health conditions in Singapore, such as the high costs and low levels of literacy regarding pathways to mental health services. In addition, the importance of societal influences on mental health recovery was highlighted, and their impact could be seen through the participants’ sharing.

These findings form a foundation from which future research and recovery-oriented interventions can work from to provide more tailored approaches to supporting people with mental health conditions.

This study identified cultural nuances to notions of recovery that are commonly found in personal recovery constructs that need to be considered when working within culturally diverse populations.

As emerging e-course providers after the COVID-19 crisis, universities (UNI) policymakers in the Mekong Delta region (MDR) have faced difficulties owing to limited clues about what factors improve student retention and recruitment. This study aims to determine important factors (IF) for student satisfaction with e-course adoption (e-satisfaction) for student retention and recruitment.

Survey data collected from 850 students of the target UNI were analyzed using the DT-fuzzy DEMATEL method. Input factor dimensions included course design, technical infrastructure, interaction, teacher-related and student-related factors. Decision Trees (DT) confirmed the final factors; fuzzy decision-making trial and evaluation laboratory (DEMATEL) was used to establish the cause-effect relationships among these factors.

DT-fuzzy DEMATEL method can identify satisfied and dissatisfied students (accuracy = 94.95%) and determine IFs successfully. The most IFs included new and useful knowledge/information provided, various effective teaching methods and motivation to read provided learning materials.

Although e-satisfaction has been the focus of theories and practices, e-satisfaction in an emerging region like MDR has been studied here for the first time. Most IFs can be used as predictors for e-satisfaction and serve as a primary reference for UNIs’ policymakers. Several practical suggestions were also provided for the sustainable and long-term development of e-programs.

The research presented in this paper deepens our understanding of the experience of apprentices and employers engaged in degree apprenticeships.

The research is focused upon ten in depth interviews. Data collection and analysis was undertaken following a grounded theory approach.

The data analysis identified broad themes relating to original motivation, experience and outcomes of the degree apprenticeship. Apprentices and their employers highlighted the potential of real-life work-based projects undertaken as part of the degree apprenticeship to be of direct value not only to the apprentice but also to the employer organisation.

The study was exploratory in nature and based upon ten interviews across five different organisations. Although the methodology followed a grounded theory approach to data collection and analysis, it is not claimed that there was the data saturation required as the basis to generate theory. The research provides insight to inform how apprentices, employers and degree apprenticeship providers might effectively work together.

The study is based on authentic first-hand accounts from apprentices and their employers. It identifies key themes of common interest, which suggest how future practice may be improved. The research suggests that work-based projects conducted as part of the degree apprenticeship have the potential to make a wider contribution to the employer organisation by increasing productivity.

Drawing from the theory of reasoned action, this study investigated the moderators of the relationship between turnover intentions and performance at work.

This study employed hierarchical multiple regression to test three proposed hypotheses regarding the above relationship. It used 1,011 dyad data from employees and their supervisors from eight professional organizations in Vietnam from employees and their supervisors to reduce research bias.

Employee attitude toward change and the level of job engagement of the employee affected the nature of the relationship between turnover intentions and job performance. When the attitude toward change was less favorable, the relationship between turnover intentions and job performance was positive. However, when the attitude toward change was more favorable, the relationship between turnover intentions and job performance was non-significant. For the moderating role of job engagement, we found that for employees with a high level of job engagement, the relationship between turnover intentions and job performance was positive. However, for employees with a low level of job engagement, the relationship between turnover intentions and job performance was non-significant.

Unlike the implications from previous research, turnover intentions of employees might not adversely affect their performance. Under two conditions – a high level of job engagement and a less favorable attitude toward change - employees with turnover intentions might actually perform better.

Unlike the vast number of studies that have investigated the relationship between job performance and turnover intentions (as a proxy of turnover), this paper focuses on the relationship between turnover intentions and job performance to show evidence for two important boundary conditions.

The purpose of this study is to explore the increased uptake of Artificial Intelligence (AI) technology by Facility Management (FM) organizations for enhanced operational efficiency and competitive advantage. While AI adoption in FM has been widely reported, limited attempts have been made to assess its impact on the social well-being of FM employees. To contribute towards addressing this gap, this study established the essential employee social well-being factors mostly impacted by the adoption of AI in South African FM organizations.

A four-stage design comprising a comprehensive review of literature, expert interviews, questionnaire census and focus group discussion sessions was used to elicit data from a sample of participants drawn from 22 South African FM organizations. The data was analyzed using a combination of content analysis, relative importance index and interpretative structural modeling for various data sets toward achieving the study’s objectives.

Sixteen employee social well-being factors, classified under job satisfaction, social relationship and knowledge development categories, respectively, were identified as being impacted by AI adoption in FM organizations. Furthermore, it was established that job security, job autonomy and professional status, which belong to the job satisfaction social well-being factor category, were deemed by FM employees as being mostly impacted by AI adoption.

The enhanced understanding of the impact of AI adoption on FM employees’ social well-being factors will contribute to the development of a collaborative intelligence framework for managing AI adoption in FM organizations toward engendering optimal AI–FM employee relationships for improved productivity.

Besides being one of the foremost studies to investigate the impact of AI adoption on FM employees’ social well-being, this study introduces a hierarchical framework of understanding employee social well-being factors based on multi-stakeholder perspectives.