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The main objective of this study is to assess kinship employee engagement as a mediating variable in the relationship between person–organization–fit (P-O Fit) and person–job–fit with turnover intention.

This research was conducted at creative industry micro, small and medium enterprises (MSME) in Yogyakarta, Indonesia. The number of respondents was 331 MSME employees. The distribution of questionnaires was carried out using offline and online systems through direct questions and Google forms. The data analysis tool used was structural equation modelling.

The findings of this study revealed that kinship employee engagement is proven to mediate the relationship between P-O-fit and P-J-fit on turnover intention.

This research provides a new perspective on social exchanges, namely, exchanges that are intangible based on the relationship between employees, leaders and owners of micro and small medium enterprises (MSMEs) in the form of kinship employee engagement. Employees who feel P-O Fit and P-J fit with their organizations will exhibit positive behavior in the form of kinship employee engagement.

The first practical implication is that MSME superiors/owners must pay more attention to P-O fit; one way to do this is to assess P-O fit at the recruitment and selection stage. This may be useful for organizations that hire and retain employees whose goals and values closely match those of the organization. With regard to the P-J fit relationship, and turnover intention, which turns out to have a negative relationship, this finding has implications for the formulation of policies that should not only focus on increasing the knowledge, skills and abilities of employees but also on fulfilling their wishes. For example, providing employees with training, self-development opportunities, flexible working hours and competitive salaries will strengthen their level of compatibility with their jobs, which in turn will reduce the willingness of employees to leave their jobs.

In social practice, kinship employee engagement can be applied to MSMEs. When MSME owners have limited funds, facilities, etc., to bind employees, they can apply kinship to employees so that they are more attached to MSMEs.

This study is among the first to introduce a new construct (kinship employee engagement) which is an extension of the engagement construct that is more specific and follows the MSME context, and is the first study to propose kinship employee engagement as a mediating variable in the relationship between P-O-fit and P-J-fit on turnover intention.

The present study examines the features and services of four research data repositories (RDRs): Dataverse, Dryad, Zenodo and Figshare. The study explores whether these RDRs adhere to the FAIR principles and suggests the features and services that need to be added to enhance their functionality.

An online survey was conducted to identify the features of four popular RDRs. The study evaluates the features of four popular RDRs using the specially designed checklist method based on FAIR principles. The checklist is based on 11 construct progressions used to evaluate the features and services of four popular RDRs. The final checklist contains 11 constructs with 199 check spots.

Figshare has attained the highest features for findability, accessibility, interoperability and reusability. It is identified that Figshare, with 116 (58.3%) scored the highest points and ranked no 1. It has also been found that Figshare recorded the highest features in 6 constructs out of the 11. Dataverse, with 90 (45.2%) features, ranked 2nd; Zenodo, with 86 (43.2%), ranked 3rd. The lowest features are found in Dryad, with 85 (42.7%). Furthermore, the study found that all four popular RDRs have poor features relating to “research data access metrics” features 23.3%, “output, data license and other advanced features” 22.6%. The very less features recorded in the category “services in RDRs” are 15.9%. Therefore, the features of these three constructs framed under FAIR need to be upgraded to improve the functionalities of the four popular RDRs.

The findings of the study are useful for researchers in choosing the appropriate RDR for accessing and sharing data and can be used by data scientists, librarians and policymakers in starting the research data management services in academic and research institutions. Furthermore, the study can also help impart research data literacy instructions to researchers and faculty members.

This study has prepared a special checklist based on FAIR principles to evaluate the features and services of RDRs. No prior study has been conducted to explore the features of popular RDRs and their compliance with FAIR principles based on the checklist method.

This paper systematically reviewed research on accounting fraud in the non-profit organisation (NPO) sector during 2004–2024 to identify gaps in theory and practice with the aim of producing a new parsimonious global fraud model.

This paper utilised a structured literature review methodology.

We propose a new holistic approach for the NPO sector worldwide, with two foci of “what may contribute to fraud” and “what may prevent fraud”.

The future research agenda for the new holistic approach is provided.

The approach helps donors promote accountability and transparency in the NPO sector worldwide, thereby sustaining the development of this sector.

To the best of the authors’ knowledge, this paper is the first comprehensive worldwide fraud research review, making distinct contributions. Globally, the approach is the first dedicated to the NPO sector, including different stages of fraud occurrence (undetected, suspected, actual/detected and future), and using a multi-disciplinary approach to prevent these stages. The approach is also the first to incorporate individual-level, organisational-level, industry-level and country-level factors into predicting future fraud.