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We investigate how information about the refusal and acceptance of offered resources affects the distribution of benefits to self and others in reciprocal exchanges. We distinguish contexts that allow individuals to know whether offered benefits were accepted or refused from contexts that do not. In the process, we also examine how the perceived probability of possible refusal and the actual experience of refusal affect the distribution of benefits.

We conducted a controlled laboratory experiment.

Results show people give more when the context allows them to discern whether offers were accepted or refused, but having information about the structure of the network, which may increase the perceived probability of overt rejection, erases this effect. Results also show that in contrast to contexts that inform individuals about the acceptance or refusal of offers, the actual experience of being refused depresses giving.

This study examines giving behaviors in one specific network arrangement, leaving unanswered whether the findings reported here hold for larger, more complex networks. Future work should also examine how gender may affect giving behaviors in these contexts, with a particular focus on how it might affect responses to experiencing refusal.

Refusal in reciprocity has been undertheorized and methodologically excluded from exchange studies. We acknowledge that offering a resource does not mean one will accept it and investigate how uncertainty about whether an offered resource will be accepted or refused affects how people distribute resources. We also consider and experimentally test how the perceived probability and the actual experience of being overtly refused affect the distribution of resources.

This study aims to identify the location of regional growth poles in Vietnam.

A potential gravity model is constructed to estimate how attractive a location is in relation to other locations within a specifically defined region using spatial interpolation tools.

We present the calculated and visualized potential gravitational energy (or attractiveness) for every province showcasing regional growth poles in Vietnam.

Graphical evidence need to be supported by statistical analysis to establish causal effects of driving factors on growth measures.

This is the first study to use a potential gravity model to study growth poles in Vietnam.

As ecommerce becomes more prevalent, traditional brick-and-mortar retailers such as warehouse clubs (WCs) face the challenging task of maintaining and growing their customer base. This study aims to unravel the combined impact of retail agglomeration and ecommerce activities on consumer foot traffic (also referred to as “footprint”) at WC stores, placing an emphasis on the locational strategies adopted by WCs in this evolving retail landscape.

Mobile-based customer foot traffic data for Costco, a major U.S. WC chain, is sourced for our analysis. We use Principal Component Analysis (PCA) to identify dimensions of general merchandise (GM) and narrow-range merchandise (NM) retail agglomeration. Two-stage least squares (2SLS) regressions are used to explore how the intensity of ecommerce activities and WC locational choices within retail agglomerations impact WC foot traffic.

Our analysis highlights a notable decline in WC store visits attributable to both GM and NM ecommerce activities, with GM ecommerce presenting a more significant competitive challenge to WCs. Regarding retail agglomerations, proximity to GM clusters that include a diverse range of supercenters, department stores, and club stores, is associated with an increase in WC customer visits within their vicinity. In contrast, the influence of NM agglomerations is mixed; clusters adjacent to grocery stores lead to higher WC customer traffic compared to those focused on other specialized stores. These findings underscore the strategic importance of location in mitigating the adverse effects of ecommerce competition. Additionally, our study uncovers intricate dynamics between GM and NM retail clusters and ecommerce activities, demonstrating varied impacts on WC customer footprint.

Access to customer footprint data illustrates the potential of this data source for retail decision making and researchers. Our analysis is limited to one chain, notably Costco.

Our findings underscore the need for retailers to adeptly navigate the evolving retail landscape, including the confluence between physical and digital retail environments, to secure future success. In particular, our results emphasize the benefits of locating stores within mixed retail agglomerations and underline the need to consider the broader retail landscape in location decisions.

The rise of ecommerce in the U.S. has reshaped consumer behavior and altered local shopping districts’ communal dynamics. This change may spur policy interventions to help physical stores compete with online retailers, emphasizing the importance of retail diversity and community-centric environments to sustain communal retail interactions amidst digital advancements.

The paper makes use of a unique dataset to provide a first assessment of the combined effects of retail agglomeration and ecommerce activities on consumer foot traffic for WC retailers. Thus, this paper provides insights into the impacts on consumer shopping behavior from the dynamic interactions between physical retail clusters and online shopping behaviors.

To reconceptualize the organizational environment in a comprehensive manner, it is important to specify not just the velocity but also other aspects of turbulent environments. Concurrently, the purpose of this paper is to also propose that organizational adaptability and, particularly, the speed of adaptations are critical to moderate the impact of turbulence in the environment on organizational performance.

This paper uses a conceptual methodology to fully specify turbulent environments and commensurate managerial response appropriate for such environments. Based on a perspective borrowed from the field of fluid dynamics used to specify the phenomenon of turbulence, the authors develop a conceptual model with research propositions. Four dimensions that describe turbulence in fluid flow when applied metaphorically offer a comprehensive view of the organizational environment.

An extreme, unanticipated, sudden onslaught resulting in a prolonged disrupted environment such as during the recent coronavirus crisis is best characterized as having caused turbulent environmental conditions. Management theories have addressed disruptions as high-velocity environments in the context of rapid changes in information technology. With a broadened conceptualization of the organizational environment to better capture extreme disruptions, the authors provide a comprehensive model appropriate for turbulent environmental conditions and offer research directions for scholarly pursuit.

This paper provides a new perspective from the physical sciences to better conceptualize organizational environments during extreme disruptions such as in turbulent environmental conditions.

The personalities of leaders have been shown to impact the culture of their organizations and are also expected to have a more distal impact on the firm’s financial performance. However, the authors also expect that leader gender is an important intervening variable such that exhibiting various personality dimensions may result in unique cultural and performance-based outcomes for women and men leaders. Thus, the authors seek to examine first the impact of leader personality on organizational performance, as driven through organizational culture as a mediating mechanism. In doing so, the authors propose the expected impact of specific personality dimensions on certain types of organizational cultures, and those cultures’ subsequent impact on the organization’s performance. The authors then extend to consider the moderating effects of leader gender on the relationship between leader personality and organization. To support their propositions, the authors draw from upper echelons and implicit leadership theories. The authors encourage researchers to consider the proposition within a sample of the largest publicly traded US companies (i.e., Fortune 500) at an important era in history such that for the first time, 10% of these companies are led by women. In doing so, the authors hope to understand the leadership dynamics at the highest echelons of corporate governance and provide actionable insights for companies aiming to optimize their leadership composition and drive sustainable performance.

Purpose of This Chapter: This research aims to study the need for more age of qualified talent. The evolving corporate needs, education, and curriculum require urgent reform. Current university methods do not align with corporate demands due to outdated content and ineffective pedagogy.

Design / Methodology / Approach: Drawing on established research, this study delves into 7 prominent training strategies across 14 sectors. A survey of 53 HR professionals and managers forms the basis for employing the non-linear best–worst method (BWM) and the Fuzzy BWM to discern the most effective training and development (T&D) modules. This comprehensive methodology ensures a nuanced analysis of T&D practices and insights for businesses seeking to align with Industry 5.0 demands.

Findings: On-the-job training emerges as the most impactful method, followed by case studies, interactive group learning, and more. These methods enhance employee skills in Industry 5.0.

Research Limitations: Limited by a small sample, future research should expand participant diversity for robustness.

Practical Implications: The study holds significance for bridging the skill gap between academic institutions and Industry 5.0. Aligning strategies with industry needs reduces skill disparities, fuels growth, and addresses employability. The study’s impact extends to society, lowering unemployment and shaping a resilient, adaptable workforce for Industry 5.0.

Originality: This innovative research examines decision-making for implementing T&D strategies in the emergence of Industry 5.0, aligning with a human-centric approach to business transformation.

Although many scholars have investigated different aspects of the notion of innovation ambidexterity, the conceptualization of examining this concept in a technological setting remained unclear, as no serious attempts have been made to figure out the core concept of innovation ambidexterity in a technological context, which is a critical concept for high-tech firms.

The cruise sector's workforce is highly diverse in terms of nationalities, age, and gender. However, diversity in the workforce does not guarantee business success.

Decades of research on the effects of diversity indicate that it can negatively or positively affect an organization's performance. A more diverse workforce does not automatically perform better financially, feels more committed to their companies, nor experiences higher levels of satisfaction. Indeed, data suggest diversity may produce more conflict, employee turnover, but if well managed can lead to greater creativity and innovation.

This chapter explores the cruise industry's diversity and inclusion challenges and management practices. To examine what cruise companies are doing in this field, we reviewed the public data of the four largest cruise companies. We analyzed how these companies define diversity, their commitment to inclusion, their practices, their metrics, and their primary objectives.

Firstly, there is no theoretical model that includes all variables that affect the management of diversity in the cruise sector. Secondly, companies communicate a commitment to inclusion in their corporate social responsibility (CSR) reports and refer to similar policies implemented by the hospitality industry. Thirdly, the main challenges are the multicultural environment and the limited female representation.

The major limitation of this study is the data source. We recommend further studies supported by nonpublic company data. We encourage cruise industry leaders to support the research to develop an empirically tested model that captures the specific variables that affect diversity management in the industry.