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The circular economy business models (CEBMs) provide ways for firms operating in the construction industry to move from a linear to a circular approach. Thus, this study aims to explore CEBM research within the construction sector to show the focus area of studies, highlighting new areas that require attention.

This study adopted a bibliometric approach, using the Scopus database as the data source. The keywords used for paper extraction from the database were “circular economy business” OR “circular business” AND “model” OR “models” AND “construction industry” OR “building industry”. The VOSviewer software was then used to prepare a co-occurrence and co-authorship map based on the bibliographic data gathered.

The study’s findings reveal five research clusters in the construction industry. These clusters include circular construction intelligence, modular business modelling, eco-construction, sustainable construction economics and smart energy-efficient buildings. The two most cited scholars had two publications each, while the top journals are the Journal of Cleaner Production and Sustainable Production and Consumption. This study concludes that there is a need for research within the construction sector to focus on CEBMs’ archetypes and frameworks. This will enable a smooth transition from linear to circular business models in the sector.

The information was gathered from a single database, Scopus; hence, using other databases, including Web of Science, Google Scholar and Dimensions, might produce more articles for examination and, consequently, different findings on the subject under investigation.

These findings would assist researchers in considering the areas mentioned, which are yet to receive attention, and, by extension, enhance economic development while maintaining environmental sustainability.

This paper made a significant contribution to the body of knowledge by identifying scholars and platforms that have been instrumental in advancing CEBM research and highlighting new areas that require attention in the construction sector.

Over the past 50 years, dark tourism has seen exponential growth in terms of both physical and digital contexts. Dark tourism is primarily a concentration around documented accounts of physical violence, and theorizations centered on dark tourism studies have generally fallen within either behavioral or interpretivist perspectives. Such perspectives are indicative of the continually evolving nature of dark tourism and its receptiveness to new definitions, conceptual frameworks, and theorizations. Taking this into consideration, this chapter seeks to develop and broaden the notion of “dark tourism” within the era of late capitalism by presenting fresh theoretical perspectives stemming from critical criminological frameworks. Specifically, in drawing upon critical notions of violence and the emerging deviant leisure framework, this chapter will aim to instigate fresh academic enquiry into the nature of dark tourism, expand its theoretical underpinnings, and subsequently provide a means in which to examine how banal forms of tourism play an integral part in the proliferation of some of the most serious harms that populate the contemporary neoliberal landscape.

The purpose of this study is to investigate the complexity of how demands and stress are mitigated to enhance employee performance in remote working arrangements.

A time-lagged snowball sample of 223 full-time remote working adults in the United States participated in an online survey. Data were analyzed using R 4.0.2 and structural equation modeling.

Results suggest remote job resources involving organizational trust and work flexibility increase performance via serial mediation when considering information communication technology (ICT) demands and work–life interference (WLI). The findings provide insights into counterbalancing the negative aspects of specific demands and stress in remote work arrangements.

This study provides insights for managers to understand how basic job resources may shape perspectives on demands and WLI to impact performance. Specific to remote working arrangements, establishing trust with the employees and promoting accountability with their work flexibility can play an important part in people and their performance.

This study contributes theoretically to the literature by evidencing how components of the E-Work Life (EWL) scale can be used with greater versatility beyond the original composite measurement because of the job-demand resource (JD-R) framework and conservation of resources theory (COR). This study answers several calls by research to investigate how ICT demands and WLI play a complex role in work performance.

After summarizing what has been learned so far, the purpose of this review is to suggest several promising avenues for future research on work-to-family enrichment (WFE) and family-to-work enrichment (FWE).

This is a literature review. After reviewing the existing research and searching for gaps in the literature, new areas of research will be proposed to fill these gaps.

While much has been learned about the antecedents and consequences of work–family enrichment in both directions, WFE and FWE, much remains to be learned.

Three important outcomes – job performance, organizational citizenship behavior, and counterproductive work behavior – need to be studied regarding WFE and FWE. Although supervisor support has been studied, the field needs to incorporate leadership theories and models to understand this phenomenon. Additional predictors of work outcomes – including emotional intelligence, leadership, emotional labor, social support, gender, and cross-cultural variables – need to be examined. Experience sampling methods and advanced research methodologies should also be used.

Although prior research has demonstrated the important effects of WFE and FWE, the practical effects on organizations in terms of job performance still need to be investigated.

The literature review conclusively demonstrates that WFE and FWE are both related to job satisfaction and family satisfaction.

This is the first review to summarize the existing meta-analytical research in this area and to propose the particular avenues of research advocated in this article.

This study aims to evaluate the mediating role of work engagement (WE) in the relationship between four independent variables, such as procedural justice (PJ), distributive justice (DJ), interactional justice (INTJ) and informational justice (INFJ), along with an outcome variable, i.e. proactive customer service performance (PCSP) within the hospitality industry.

We used 432 frontline supervisor–subordinate dyads. Using partial least squares structural equation modeling, we obtained data for 47 supervisors and 432 subordinates from the hotel industry. Notably, we used two distinct questionnaires to capture data from each pair in order to avoid common method bias.

Broadly, the findings show that there is a significant and positive relationship between DJ, PJ, INTJ and INFJ vis-à-vis WE. Besides, WE is also significantly and positively associated with PCSP. Additionally, the results indicate that WE acts as a mediator between the four independent variables (DJ, PJ, INTJ and INFJ) and one outcome variable, PCSP.

Based on our findings, whereby different forms of justice (DJ, PJ, INTJ and INFJ) have a positive impact on WE, and PCSP has practical ramifications, organizations would need to set priorities and implement OJ strategies within the work environment. In turn, this would enable the employees to be more engaged in their work, resulting in improved performance and greater job satisfaction.

This study offers unique theoretical and practical learnings for the hospitality industry with the usage of supervisor–subordinate dyads.

This study aims to investigate the formation and characteristics of Taylor bubbles resulting from short-time gas injection in liquid-conveying pipelines. Understanding these characteristics is crucial for optimizing pipeline efficiency and enhancing production safety.

The authors conducted short-time gas injection experiments in a vertical rectangular pipe, focusing on Taylor bubble formation time and stable length. Computational fluid dynamics simulations using large eddy simulation and volume of fluid models were used to complement the experiments.

Results reveal that the stable length of Taylor bubbles is significantly influenced by gas injection velocity and duration. Specifically, high injection velocity and duration lead to increased bubble aggregation and recirculation region capture, extending the stable length. Additionally, a higher injection velocity accelerates reaching the critical local gas volume fraction, thereby reducing formation time. The developed fitting formulas for stable length and formation time show good agreement with experimental data, with average errors of 6.5% and 7.39%, respectively. The predicted values of the formulas in glycerol-water and ethanol solutions are also in good agreement with the simulation results.

This research provides new insights into Taylor bubble dynamics under short-time gas injection, offering predictive formulas for bubble formation time and stable length. These findings are valuable for optimizing industrial pipeline designs and mitigating potential safety issues.

This systematic review aims to examine integrating innovative work behavior through transformational leadership in the Saudi healthcare sector. A thorough literature research was carried out to address this problem.

A total of 50 papers reporting research on innovative work behavior, healthcare organizational performance and transformational leadership were included in the review.

As employees are motivated and developed, their innovative work behaviors are boosted, which improves organizational performance. It can be concluded that innovative work behavior and transformational leadership are correlated. The capacity of a healthcare company to create and execute benefits to the employees may assure service delivery efficiency in employees' performance.

This systematic review will allow contemporary advancements, efficient health status monitoring and reliable solutions that aid optimal, equal and effective treatment in Saudi’s healthcare industry.

In an innovative workplace, workers may pitch fresh ideas to their management. Hence, employees see their employer as more transformational.

In the evolving digital work landscape, where cyberloafing has become a notable challenge, this study aims to investigate the mechanisms through which organizations can effectively reduce such behaviors. Specifically, the research explores the role of employee adaptability in mitigating cyberloafing, taking into account the influences of temporal leadership, teamwork attitudes, and competitive work environments.

Utilizing the broaden-and-build theory and the job demands-resources (JD-R) model, we analyzed data from 245 employees through structural equation modeling (SEM) to investigate how various factors influence cyberloafing.

The results indicate that employee adaptability significantly mitigates cyberloafing and serves as a mediating factor between temporal leadership, teamwork attitudes, and the impact of competitive work environments on cyberloafing. Temporal leadership and teamwork attitudes positively correlate with increased adaptability, thereby reducing cyberloafing. Conversely, competitive work environments, while slightly enhancing adaptability, substantially increase cyberloafing.

The study contributes new insights into the dynamics of cyberloafing, emphasizing the critical roles of adaptability, teamwork attitudes, and temporal leadership in reducing such behaviors. It underscores the need for organizations to foster a supportive culture that minimizes competitive pressures and promotes teamwork and leadership strategies conducive to high productivity and minimal cyberloafing. This research offers practical implications for designing workplace strategies aimed at boosting productivity and curbing undesirable online behaviors during work hours.

This qualitative study aims to explore the concept of organisational leadership in the context of Quality Management deployments across a variety of business organisations, particularly focusing on the possible relationships between leadership approaches during the implementation and sustaining phases of Quality Management.

The study is based on one-to-one semi-structured virtual interviews with leaders in the quality field.

Four themes (Customers, Leadership, Quality Culture and Sustainability of Quality) emerged from the post-interview data analysis, illustrating the critical role of Leadership in the successful deployment and sustainment of Quality Management and identifying the leadership traits that are most conducive to successful organisational deployments.

Although some of these leadership traits are described in the wider leadership literature as belonging to one or more different leadership styles, there is no existing style of leadership that comprehends all the characteristics; thus, the need for a new leadership paradigm is this paper's theoretical contribution to the literature.

Drawing on the job demands-resources (JD-R) model, the authors examine how working in the hybrid workplace model (telework and flexible work) affects job performance via the intervening role of work engagement.

The authors adopted a quantitative approach and collected data from 277 employees working in universities in Nigeria. Partial least square structural equation modelling was used to analyse the data and test the hypotheses.

The findings reveal that flexible work, not telework, has a significant and positive effect on job performance. It also emerges that flexible work positively affects work engagement, and work engagement significantly mediates the relationship between flexible work and job performance. However, the findings do not support the effect of telework on work engagement and the mediating role of work engagement in the proposed relation between telework and job performance.

The paper provides fresh insights by linking the components of the hybrid workplace model with job performance and employee work engagement and extending the JD-R model to the hybrid workplace setting. The practitioners can benefit from the findings of this study by factoring in the importance of the hybrid workplace model in designing policies and procedures to promote job performance.