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This study aims to reveal residents’ individual perceptions of nature-based destination development and preferences for infrastructure and tourism superstructure development among communities that rely heavily on wildlife tourism.

A discrete choice experiment (DCE) was used among the Maasai community based in the villages and towns near the Maasai Mara National Reserve in Kenya. The attributes included type of tourism accommodation, location of tourism accommodations, types of access roads (tarmac or marram), tourist numbers and desired land-use options (between tourism development, livestock grazing and agriculture). A DCE analysis with hierarchical Bayes estimation was performed.

It revealed that the introduction to land-use restrictions and the location of tourism accommodations were the most important attributes for the respondents, with average importance values of 30.36% and 24.02%, respectively. A significant less important attribute was the types of access roads with an average importance of just 8.38%. Cluster analysis revealed widespread heterogeneity in preferences.

The survey-based DCE was conducted in the Maasai Mara National Reserve, Kenya, and therefore may not be relevant in other contexts. The focus was also only on the residents’ preferences. The findings broaden the knowledge on tourism developments and residents’ support for development and management of protected areas.

For policymakers, conservation practitioners and tourism businesses, this study provides a source of reference for understanding the development preferences of the Maasai community. In general, the study contributes to a better understanding of local communities in relations to tourism development and residents’ support for developments and management of protected areas (PAs).

This study fills the gap in the literature on tourism development and residents’ support for developments in PAs by presenting some limits of acceptable and desirable use of PAs among a community that has a complex coexistence with a wildlife tourism destination. It provides an alternative perspective for future research by examining residents’ choice towards destination development and preferences for infrastructure and tourism superstructure development using an experimental approach.

Human Resource Practices (HRPs) have undergone a revolutionary change, with their practices being more strategic for facilitating the change process. Extant literature studies the impact of Lean Thinking Practices (LTPs) on Organizational Performance (OP). However, the role of HRP as a strategic partner in the inculcation of LTP appears to have been explored sparingly. Hence, this paper aims to identify the specific HRPs that enhance the impact of Lean Thinking on OP.

A cross-sectional survey method was adopted. A total of 528 responses from IT organizations across various levels and processes were collected. The proposed conceptual framework was tested and validated SPSS-Process Macro.

Findings revealed that the presence of HRPs as moderators is significantly impacting the relationship between LTP and OP. LTP when moderated by HRPs significantly impacts employee well-being when compared to other performance variables.

This study is a maiden attempt to study the role of HRP in the inculcation of LTP in IT organizations. Earlier studies, which have mainly concentrated on the need for Human Resource (people) involvement, have spoken and researched less about the specific HRPs in the inculcation of LTP. An empirically validated specific HRP for inculcating LTP in IT organizations is a significant contribution.

This study aims to draw on social exchange theory and reciprocity norm to examine the direct effects and mechanisms through which developmental human resources (HR) practices influence employee knowledge hiding behaviors. Additionally, the authors investigate the mediating role of psychological collectivism and the moderating role of affective organizational commitment.

To test the research model, the authors employed a three-stage time-lagged study design and surveyed a sample of 302 employees in China. The authors utilized confirmatory factor analysis, hierarchical regression analysis and the bootstrapping method using statistical product and service solutions (SPSS) and analysis of moment structures (AMOS) to test the hypotheses.

The findings indicate the following: (1) Developmental HR practices are negatively associated with playing dumb and evasive hiding, but positively linked with rationalized hiding; (2) Psychological collectivism serves as a mediating factor in the relationship between developmental HR practices and knowledge hiding; (3) Affective organizational commitment not only moderates the relationship between developmental HR practices and psychological collectivism, but also reinforces the indirect impact of developmental HR practices on knowledge hiding.

This study offers a fresh perspective on previous research regarding the impact of developmental HR practices on employee behavior. Furthermore, it provides practical recommendations for organizations to enhance knowledge management by fostering stronger emotional connections between employees and the organization.

Cyberloafing is an organization-directed counterproductive work behavior (CWB). One stream of literature deems cyberloafing to be bad for organizations and their employees, while another suggests cyberloafing is a coping response to stressful work events. Our work contributes to the latter stream of literature. The key objective of our study is to examine whether cyberloafing could be a means to cope with a stressful work event-abusive supervision, and if yes, what mediating and boundary conditions are involved. For this investigation, the authors leveraged the Stressor-Emotion-CWB theory which posits that individuals engage in CWB to cope with the negative affect generated by the stressors and that this relationship is moderated at the first stage by personality traits.

Using a multi-wave survey design, the authors collected data from 357 employees working in an Indian IT firm. Results revealed support for three out of the four hypotheses.

Based on the Stressor-Emotion-CWB theory, the authors found that work-related negative affect fully mediated the positive relationship between abusive supervision and cyberloafing, and work locus of control (WLOC) moderated the positive relationship between abusive supervision and work-related negative affect. The authors did not find any evidence of a direct relationship between abusive supervision and cyberloafing. Also, the positive indirect relationship between abusive supervision and cyberloafing through work-related negative affect was moderated at the first stage by the WLOC such that the indirect effect was stronger (weaker) at high (low) levels of WLOC.

This work demonstrates that cyberloafing could be a way for employees to cope with their abusive supervisors.