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Paramedics have played a critical role in the health care system response to the COVID-19 pandemic as frontline responders. However, in comparison to other health care workers (i.e. nurses), less research has been conducted on how paramedic work has been undertaken and how they manage their resources in the context of high workloads. This study examines several factors that deplete paramedic resources as well as the importance of family support in buffering the effects of low levels of resilience that can impact paramedic intention to leave and promotive voice.

Data were collected from 648 paramedics employed by Ambulance Victoria, Australia, during the COVID-19 pandemic. We examine five hypotheses: (1) resilience mediates the relationship between role overload and intention to leave; (2) resilience mediates the relationship between role overload and promotive voice; (3) family support moderates the relationship between role overload and resilience; (4) family support moderates the indirect effect of role overload on intention to leave via resilience and (5) family support moderates the indirect effect of role overload on promotive voice via resilience.

We found that when family support was low, the impact of role overload on turnover intention via resilience was significant. When family support was low, the negative impact of role overload on promotive voice via resilience was significant. When family support was high, such a negative indirect effect was not significant in predicting employee promotive voice via resilience.

We suggest that organisations should focus human resource management (HRM) policies and practices on family-friendly initiatives to further enhance family support resources to benefit individuals, families and organisations.

Our findings demonstrate the importance of family support as a buffer to the negative effects of role overload on employee resilience and promotive voice. There is clear importance of the contextual elements of family support as a resource, and its absence may result in resource depletion and can act as a catalyst in a resource depletion spiral. This demonstrates the importance of organisations understanding and learning to utilise external resources to complement organisational and individual resources to reduce intention to leave and support promotive employee voice. We suggest that organisations should focus HRM policies and practices on family-friendly initiatives to further enhance family support resources to benefit individuals, families and organisations.

The purpose of this paper is to clarify the impact mechanisms and weighting factors of environmental, social and governance (ESG) practices on corporate value through bibliometric analysis and core interpretation of existing literature, further explore whether and under what conditions ESG practices contribute to the corporate value creation, and provide an outlook on future research directions.

Bibliometric method is used to analyze literature co-citation, burst detection and keyword co-occurrence, and literature review method is used to condense important ideas from the existing literature.

Through the review, analysis and summary of the existing literature, this paper finds that the perspectives of risk, information and strategy reflect the key pathways through which ESG practices play a role in avoiding harm and creating value for companies directly or indirectly. Macro, meso and micro factors moderate the direction and extent of the impact. Moreover, considering the relationship between ESG performance and ESG disclosure is key to understanding some contradictory findings.

The search terms limit the articles considered, and therefore, the research framework may be incomplete. Moreover, this article is primarily aimed at the research field and lacks guidance at the practical level.

This paper helps the academic community to deepen its understanding of ESG, moving beyond the question of whether ESG is linked to corporate value to further understand why and under what conditions ESG practices create value for firms.

This paper has great practical significance in motivating companies to actively participate in ESG practices.

The theoretical framework in this paper reveals the black box between enterprise ESG practices and value creation, and clarifies the research boundary of “the relationship between ESG practices and value creation,” contributing to the future research in this field.

By integrating stimulus-organism-response theory and uses and gratifications theory, this study explored the salient gamification factors that satisfy the gratifications of conference attendees in the context of an event gamification mobile app and their relationships with conference engagement, continuance intention and word-of-mouth.

The questionnaire was developed in Qualtrics and administered on a gamification application called Goosechase during an annual hospitality conference. The proposed hypotheses were tested using the partial least square-structural equation modeling (PLS-SEM).

The gratifications of social presence, education and entertainment through a gamification mobile app influences attendees’ engagement during the conference while achievement gratification does not. Positive effects of conference engagement on their continuous intention and WOM have been also validated.

By adopting a unique integrated approach that utilizes UGT and S-O-R framework, while considering conference engagement as work-related engagement, this study offers a fresh perspective on gamification apps and discusses its theoretical and practical implications in depth.