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This study aims to examine whether the financial market rewards the sustainable companies by investigating the impact of sustainability assurance levels on market capitalization of the CAC 40 firms. This analysis is complemented by examining the role of company characteristics to investors, providing a clearer picture of the functioning of the capital market.

To analyze the effect of sustainability assurance levels on market capitalization for the period 2011–2021, this study used a simplified version of the linear information model which is based on Ohlson model (1995) and Crouse (2007). This model is a multiple linear regression model which will be applied to panel data.

The study found that sustainability assurance levels negatively impact market capitalization. Higher investment decisions occur when sustainability reports have limited assurance, likely due to resource waste and costs exceeding income. In addition, net income, corporate social responsibility (CSR) indexes, leverage and performance significantly influence market capitalization.

This study offers valuable insights for both companies and investors, providing guidance on making investment decisions based on varying levels of sustainability assurance.

The current study sheds light on a relatively unexplored area regarding the connection between sustainability assurance and market reaction. Hence, this research focuses on a novel aspect of sustainability assurance by investigating how firm visibility in terms of sustainability practices impacts market capitalization.

This study aims to identify the updated areas in family business innovation (FBI) and propose a future research agenda for scholars in the domain.

Using VOSviewer and Bibliometrix-R, this study conducts a bibliometric analysis on 699 Scopus-indexed journal articles/reviews to analyse FBI’s performance and intellectual structure.

This study provides up-to-date assessment through performance analysis. Through the co-citation, co-word and thematic evolution analysis, this study unpacks FBI themes/topics to propose possible future avenues.

The findings provide insights into resilient innovation-driven family businesses to enlighten the next generation of family business leaders with essential innovation knowledge for sustainable growth.

This study complements past FBI reviews by offering renewed perspectives that future research can focus on, in turn, enhancing literature on contemporary, relevant topical issues in the FBI post-COVID-19 pandemic.

This study aims to investigate the factors influencing successful and unsuccessful succession in Pakistani family-owned businesses (FOBs), with a focus on the interplay between formal governance practices and socio-cultural dynamics. By examining key elements in succession planning and leadership transition, the study offers insights tailored to the unique challenges faced by FOBs in emerging markets such as Pakistan.

Employing a multiple case study approach, this research examines generational transitions across ten Pakistani FOBs. Data were collected through semi-structured interviews with key family members involved in the succession process, with thematic analysis applied to identify patterns.

The findings indicate that proactive succession planning, formal governance mechanisms and thorough successor training are critical for achieving smooth leadership transitions in Pakistani FOBs. Companies that implement structured governance and clear succession processes experience fewer internal conflicts and greater business continuity. However, socio-cultural factors, such as seniority-based preferences and gender biases, present significant obstacles, often complicating the transition process. Additional challenges include resistance to modernized strategies, and sibling rivalry strongly influence succession outcomes in the Pakistani context and highlight the need for culturally sensitive governance approaches to improve business continuity.

Practical implications for family-owned businesses include early succession planning, structured governance mechanisms and comprehensive training for successors. Establishing family councils can minimize conflicts and align family goals. Addressing cultural biases, such as gender and seniority preferences, encourages merit-based succession, ensuring smoother transitions. These strategies enhance continuity, reduce disruptions and support sustained growth, particularly in culturally influenced contexts like Pakistani family-owned businesses.

By examining succession dynamics within the context of an emerging economy such as Pakistan, this study provides valuable insights into the unique cultural and organizational challenges facing FOBs. The findings enrich the understanding of succession in family enterprises and extend current knowledge on the influence of socio-cultural factors in business continuity.

Student engagement has become increasingly significant in sustainability education for engineers because it enables future engineers to develop competencies, knowledge and values relevant to acting for sustainability. Therefore, this paper aims to examine characteristics of student engineer engagement with sustainability and to discuss the meanings of this concept.

To build a more holistic picture of student engineer engagement with sustainability, this study followed a literature review approach to search, screen and appraise relevant journal articles on this topic. As a result of this research, 30 articles were identified as eligible.

Based on the theoretical framework for student engagement with sustainability, newly synthesized here, and the content analysis of the 30 papers included in this study, four patterns of engagement were identified: intrapersonal engagement, inter-relational engagement, engagement as connection and disconnection and situated engagement.

This review provides practical recommendations about how to support the engagement of student engineers with sustainability at the levels of the individual, staff, educational programmes and associated curricula. Future research directions are also discussed.

This study contributes a theoretical framework synthesizing student engagement theory with sustainability education. It also describes current characteristics of student engineers’ engagement with sustainability.

The primary objective of this chapter is to synthesize and organize prevailing theoretical perspectives on metacognition into a framework that can enhance understanding of metacognitive phenomena, with the aim of stimulating future research in the field of organizational behavior and human resources management (OBHRM). The author starts with a review of the history of metacognition research, distinguishing it from related theoretical constructs such as cognition, executive function, and self-regulation. Following this, the author outlines five constituent elements of metacognition – metacognitive knowledge, metacognitive experiences, metacognitive monitoring, a dynamic mental model, and metacognitive control – with discussions on their interrelationships and respective functions. Two approaches to metacognition, a process approach and an individual-difference approach, are then presented, summarizing key questions and findings from each. Finally, three broad directions for future research in OBHRM are proposed: examining metacognitive processes, considering mechanisms beyond learning to explain the effects of metacognition, and exploring both domain-specific and general metacognitive knowledge and skills. The implications of these research directions for personnel and human resources management practices are discussed.

The interactionist minded self (IMS), the package of cognitive processes, including the internal conversation, that the classic pragmatist philosophers and early interactionist sociologists claimed were important for understanding self and action, has been underinvestigated. These conceptions of the self have tended to be treated as a set of hermeneutical devices rather than as testable propositions about how people think. The authors identify several empirical claims about the IMS, discuss the diversity of minded activity (including the claim that some people don't have internal conversations), summarize some of the findings from our research on internal conversations, provide a set of topics related to the IMS that we believe should be researched, and discuss methods for researching these and other topics related to the IMS.

This chapter aims to outline the ways in which symbolic interactionism shifts the focus of inquiry into sex from being sexual toward becoming sexual, which takes into account doing sexualities, rather than tracing their origins in a static conception of nature. This means that our being sexual varies according to the rituals and performances in which we are involved as part of our daily lives. Such is the case any time we perform a role to communicate our identity to one or more audiences from communicative, expressive, aesthetic, and verbal points of view. This process is particularly manifest in male sex working where social actors are involved in the use of excuses, justifications and, generally, motive talk that are useful to neutralize their own sexual conducts and negotiate the gender appearance and sexual practices. Using the late developments of sexualities' symbolic interactionist studies emphasized by sexual scripts theory, the chapter focuses on the theoretical necessity to understand that there are far more reasons to be sexual than ways to be sexual.

This study aims to examine the relationships among fear of COVID-19, job stress, job commitment and intention to quit. It also investigates the boundary conditions of the impact of fear of COVID-19 on job stress and intention to quit, a research gap that has not been addressed yet.

This research focused on full-time frontline hotel employees who have been working in four- and five-star hotels in Ho Chi Minh City, Vietnam. A pilot test was performed before collecting formal data. The survey was conducted face-to-face on site so that any potential confusion could be clarified right away. 487 valid responses were analyzed using SPSS 28 and SmartPLS 4.

The majority of hypotheses were supported, with the results suggested that supervisor support contributes to reducing the tendency of hotel employees to quit their job and their job stress. Besides, government support is necessary to make staff feel secure during the pandemic.

This study contributes to pointing out central priorities in making decisions by hotel managers when facing crises. Managers need to focus more on measures to help their employees feel secure and should be available for guidance and feedback when nedeed. Additionally, supportive policies from the government, especially financial support, can provide hotel employees with resources they need to maintain a basic level of living in the face of a severe drop in their income. The study provides the hotel industry not only in Vietnam but also in countries with comparable settings with strategies to cope with unexpected events.

Research on intention to quit a job has mainly focused on a complex interplay of internal factors. However, the influence of fear of COVID-19 on intention to quit a job has not been studied in the context of Vietnamese hotel industry yet. During the COVID-19 pandemic, a number of hotels in Vietnam had to close due to a lack of visitors, which had a negative impact on human resources. Accordingly, fear, stress, commitment and intention to quit a job are the issues faced by staff.