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This study aims to explain the link between employee psychological ownership (EPO) and work engagement (WE). The authors conceptualize EPO as a combination of various personal resources, i.e. self-efficacy, self-identity, accountability, belongingness and territoriality, and expected it to positively contribute to WE.

The authors analyze survey data from employees of a public service organization in Greece and verify key findings using a two-wave cross-sectional survey design targeting a heterogeneous population of employees in the United States of America.

The findings indicate that EPO is positively related to WE and job satisfaction mediates the relationship between EPO and WE. Furthermore, the authors' results support the discriminant validity between promotive EPO, preventative EPO (territoriality), WE and job satisfaction.

The present study provides a deeper understanding of EPO, as it is explained in the theoretical foundations of the job demands-resources model (JD-R) model and helps us understand how EPO can affect WE.

Social impact research remains in its infancy. The purpose of the paper is to build on Keeling and Marshall’s (2022) “Call for impact” paper and develop a comprehensive social impact pathway (SIP) framework. The aim is to encourage marketing researchers, non-profits and corporations to pursue impactful work that is valued, planned, monitored and evaluated.

The conceptual paper explores the complexities of estimating social impact drawing from a range of illustrative cases.

The paper identifies a lack of clarity in the understanding and application of impact and presents a pathway aimed at increasing focus on social impact across future work to deliver the net-positive changes that are needed to reverse biodiversity decline, climate change and social and health inequalities that continue to be persist and be experienced by so many planet wide.

This paper contributes a pathway forward to encourage and support increased utilisation of the framework in future marketing research.

Mapping and measuring SIPs are concerted efforts directing understanding towards identifying the activities that are contributing to the delivery of outputs that can achieve intended outcomes. The measurement of impact directs investment towards activities that ensure net-positive gains are achieved.

Ever growing social inequities, health disparities, loss of biodiversity and environmental degradation occur when practices are left unchecked. A focus on impact avoids greenwashing practices, ensuring that an understanding of what has changed because of the work is transparently reported.

This paper aims to encourage marketing researchers to engage in social change projects, rather than solely disseminating academic findings. Emphasising the importance of an outside-in approach, this paper highlights the necessity of showcasing accumulated outcomes to demonstrate impact.

The World Heritage Convention has reached a milestone, and this year, in 2022, it is celebrating its 50th anniversary. The aim of this article is to review whether and how the goals of the strategic action plan (SAP) for the Implementation of the World Heritage Convention (2012–2022) have been reached.

This article starts by considering the outcomes for three of the SAP goals, dealing with protection and management; the credibility of the World Heritage List and sustainable development, using additional information from the final implementation report of the SAP (UNESCO, 2021a), which provides key performance indicators and the implementation status for each goal and associated outcomes. This article then compares and contrasts available data, trends and examples to provide more in-depth analyses of the implementation of the three goals. Data have been gathered from my own research and from the work of other academics and practitioners.

The article finds several key positive changes, including the recent revisions of the Operational Guidelines to include provisions from the 2015 UNESCO Policy on World Heritage and Sustainable Development. However, a number of concerning or worsening trends relating to the protection and management of the World Heritage List, its increasing lack of credibility and sustainable development make it difficult to conclude that the implementation of the goals has been positive. The article concludes with suggestions for addressing these issues.

This paper fills a gap, as not much has yet been published on the state of implementation of the Convention at 50 years old.

Online brand is becoming a popular and major gateway for consumers for booking various services specifically when they travel for several purposes. The present study aims to explore whether exposure to two separate yet similar modes of communication intervene consumer's brand trust and their subsequent loyalty intention toward the brand. The study further aims to investigate whether consumer's price consciousness has any influence on association between brand trust and brand loyalty in the process of decision -making.

The present study follows a different approach to data collection. The data have been retrieved from online brand (Oyo) page on Facebook through Google Form application. In all, 289 useable responses were retrieved from the travelers aged between 18 and 30. Structural equation modeling using SPSS 25.0 and Amos 26.0 has been applied to examine the effects of brand communication and online reviews on brand loyalty through brand trust.

Empirical evidence supports that even after having strong brand communication, online reviews play a crucial role in consumer's brand loyalty through brand trust. The study further reveals that price consciousness acts as a significant moderator in the relationship between consumer's brand trust and brand loyalty.

The current research contributes to the online brand and marketing knowledge by empirically showing the pertinence of consumer–brand relationship in an online brand context through a parsimonious model by examining how the two distinct mechanisms of communication influences consumer brand trust and loyalty intention.

The parsimonious framework of consumer–brand relationship adds to explicating the dual marketing challenges of communication and to draw a positive consumer response (i.e. consumer brand loyalty). The study attempts to examine the impact of two distinct yet identical modes of communication which facilitate shaping consumer brand trust that reinforce the strategic value of the circumstance and equips it with solid theoretical structure within an endeavor of the strategic significance of online brand managers.

Sexual harassment is a worldwide and prevalent problem that can have severe consequences. The #MeToo movement has highlighted that sexual harassment is not an isolated event and is linked to misogynistic cognitions and other forms of sexual violence. However, there is a lack of research regarding the relationship between sexual harassment and its nomological network, particularly in the general population. Therefore, the purpose of this paper is to explore the nomological network of harassment.

The aim of this study was to explore the relationship between perception of harassment and rape myths (RMS), with paraphilia (fantasy and behaviour) as mediators. In addition, the prevalence of paraphilia in the general population was explored and gender difference was analysed. Frequencies, Pearson's r correlations, independent sample t-tests and mediation analyses were conducted on a sample of n = 254 participants from the general population.

Analyses revealed that half of the sample have engaged in at least one paraphilia behaviour. Furthermore, correlations between a more lenient perception of harassment, RM acceptance and paraphilia were found, as well as significant gender differences. Finally, mediation models revealed a strong relationship between RM acceptance and a more lenient perception of harassment, with paraphilia mediating this relationship.

This study has several implications, highlighting the role of misogynistic cognitions in predicting a lenient perception of sexual harassment, and thus, proposing a key focus for prevention and intervention models.

This research is mostly conducted on male samples in these areas; thus, this study aimed to collect data from a diverse sample that may provide a better overview of sexual harassment and its nomological network.

This chapter examines three common fintech use cases transforming the financial industry. First, the chapter introduces fintech's role in enhancing financial services and promoting financial inclusion, especially through digital platforms. Second, it investigates various fintech applications that support financial institution management by harnessing the power of artificial intelligence (AI) and machine learning (ML). Finally, the chapter explores fintech use cases related to the regulatory environment, including regulatory technology (regtech), blockchain technology, and cryptocurrencies. The insights presented in this chapter cater to researchers and practitioners keen on better understanding fintech's diverse applications in the ever-evolving financial industry landscape.

As young individuals transition from educational settings to embark on their career paths, their expectations for their future careers become of paramount importance. Ng et al. (2010) examined the expectations of young people in post-secondary education in 2007; those colloquially referred to as “Millennials” or “GenY”. The present study replicates Ng et al.'s (2010) study among a sample of post-secondary students in 2019 (referred to as Generation Z or GenZ) and compares the expectations of young adults in GenY and GenZ.

This study employs a time-lag comparison of GenY and GenZ young career entrants based on data collected in 2007 (n = 23,413) and 2019 (n = 16,146).

Today's youth seem to have realistic expectations for their first jobs and the analyses suggest that young people continue to seek positive, healthy work environments which make room for work–life balance. Further, young people today are prioritizing job security and are not necessarily mobile due to preference, restlessness or disloyalty, but rather leave employers that are not meeting their current needs or expectations.

Understanding the career expectations of young people allows educators, employers and policymakers to provide vocational guidance that aligns those expectations with the realities of the labor market and the contemporary career context.

While GenY was characterized as optimistic with great expectations, GenZ can be described as cautious and pragmatic. The results suggest a shift away from opportunity, towards security, stability, an employer that reflects one's values and a job that is satisfying in the present.

Organizational scholars studying compensation often place an emphasis on certain employee groups (e.g., executives). Missing from this discussion is research on the compensation systems for low-wage jobs. In this review, the authors argue that workers in low-wage jobs represent a unique employment group in their understanding of rent allocation in organizations. The authors address the design of compensation strategies in organizations that lead to different outcomes for workers in low-wage jobs versus other workers. Drawing on and integrating human resource management (HRM), inequality, and worker literatures with compensation literature, the authors describe and explain compensation systems for low-wage work. The authors start by examining workers in low-wage work to identify aspects of these workers’ jobs and lives that can influence their health, performance, and other organizationally relevant outcomes. Next, the authors explore the compensation systems common for this type of work, building on the compensation literature, by identifying the low-wage work compensation designs, proposing the likely explanations for why organizations craft these designs, and describing the worker and organizational outcomes of these designs. The authors conclude with suggestions for future research in this growing field and explore how organizations may benefit by rethinking their approach to compensation for low-wage work. In sum, the authors hope that this review will be a foundational work for those interested in investigating organizational compensation issues at the intersection of inequality and worker and organizational outcomes.

An individual's capacity to manage finances has become critical in today's environment. The availability of various sophisticated financial instruments, combined with the economy's complexity and rising uncertainty, has prompted a significant push to analyse from where the youth learn about managing their money. This study intends to investigate the differences in the selected social predictors (Parents, Friends, School, Books, Job Experiences, Life experiences and Media) that influence the money management behaviour of emerging adults. The data was collected through a structured questionnaire from 230 undergraduates in the age group of 18–22 years. To test the normality of data, Kolmogorov–Smirnov (KS) test was applied and further Kruskal–Wallis test was found to be the appropriate method based on the identification of statistically significant deviations. The results show that parents have been considered as the most influential predictor (X = 3.565) of money management behaviour among emerging adults. followed by Life Experiences (X = 3.526). Whereas School and Job Experience were the least influential social predictors with mean value of 2.278 and 2.130 respectively. The study provides insights to the regulators, academicians and policymakers to initiate innovative strategies and processes for helping emerging adults for effective money management to increase their academic performance in a stress-free environment. Further, this paper contributes towards effective money management advice by recommending implementation of tools, apps and programs relating to Financial Literacy for better Financial Behaviour. Lastly, the paper provides implications that focus on enhancing the financial literacy of the parents as they act as role models for their children by teaching them skills to manage money.

Organizational research on diversity, equity, and inclusion (DEI) is at times siloed; the experience of one minoritized or underrepresented group is treated as completely separate and different from the experience of another group and thus research separately. For example, there are terms that are studied only in the context of one group, and a different term is used to study a very similar (or identical) concept among a different group. Indeed, there are many unique experiences that specific minority groups encounter at work. Because of this end, minority groups should not be fully categorized together, and their individual should not be erased. However, there are shared experiences that many or all minorities experience at work, whether they are a gender minority, racial minority, or a member of any other minoritized group. Recognizing these shared experiences can help scholars develop a deeper understanding of what it's like to be minoritized or underrepresented at work, and therefore help to better serve these communities. To this end, our chapter highlights three such shared but unique minority experiences: three experiences that are common across all minority groups but operationalize slightly differently in different populations. The first experience we discuss is discrimination, as all minorities typically experience some form of negative differential treatment at work. The second experience we discuss is identity management, as many minorities need to actively think about how they present their minority identity to others (regardless of if their identity is “concealable” or not). Finally, we discuss strength through adversity, as many minorities argue that their minority identity is a source of strength and an area that benefits them at work. We conclude the chapter with a call toward intraminority solidarity, suggesting that recognizing shared experiences and working together can help build better workplaces for all minority employees.