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Given that existing retail brand research tends to treat each level of a retail brand as a separate concept, this paper aims to unveil the holistic nature of a multi-level retail brand, considering the distinctiveness of each level and the interrelationships between the images of different levels.

This study uses a scoping review approach that includes 478 retail brand articles. Subsequently, a thematic analysis method is applied.

The brand attributes that shape the distinct image of each retail brand level encompass diverse intrinsic and extrinsic attributes. Moreover, the holistic nature of a multi-level retail brand is formed by the interrelationships between the images of different levels, which are reflected in the presence of common extrinsic attributes and their interplay at attribute, benefit and attitude levels.

Theoretically, this review provides conceptual clarity by unveiling the multi-level yet holistic nature of a retail brand, helping researchers refine and extend existing theories in retail branding, while also providing new research opportunities in this field. Practically, the findings could guide retailers in implementing differentiated branding strategies at each level while achieving synergy across all levels.

This paper investigates how individuals' decision-making approach and perceptions of a game's cognitive realism affect the performance of virtual businesses in a web-based simulation game.

Survey data are collected from 274 business simulation game users and is analysed using the fsQCA technique.

The study identifies three alternative pathways to high and low performance in a business simulation game. Results indicate that a flexible decision-making approach exists in all high performance pathway solutions. Where a game is perceived to be realistic, a more focused decision-making approach is associated with high performance. However, where perceived cognitive realism is absent, a less focused experimental decision-making approach is employed, which increases the chances to achieve low performance. Finally, perceived cognitive realism and an experimental decision-making approach are found to be mutually exclusive for achieving high performance.

Whilst the learning benefits of web-based simulation games are widely acknowledged, the complex interplay amongst factors affecting performance in games is under-researched. Limited research exists on how perceptions of a game's cognitive realism interact with user decision-making approaches to affect performance.

This study aims to cluster psychographic activities, interests and opinions of alcohol quitters in behaviour change maintenance mode to form segmentation bases for social policy and alcohol policy formulation that sustain the behaviour change.

A two-step cluster analysis was used to segment a cross-sectional sample of n = 501 former alcohol consumers based on their activity interest and opinion (AIO) framework through a multiple-response survey design.

Five clusters were found across five AIO themes of “people socialised with”, “relationship interest”, “ingredients of a good relationship”, “party activities” and “outing dressing”. The clusters were honesty-based relationship seekers, spiritual- and intellectual-based relationship seekers, attention seekers in a healthy relationship, self-conscious seeking a healthy relationship, and sincere, spiritual and intellectual-based relationship seekers.

The findings present an opportunity for social policy design that encourages alcohol-free social space creation, strong family ties, community and spiritual growth and incentives for long-term relationships as means of sustaining alcohol quitters’ behaviour. Equally, alcohol policies that match the themes of the clusters can be designed to aid sobriety sustenance.

This study advances knowledge of behaviour change maintenance and provides lifestyle segments of alcohol quitters as bases for further social and alcohol policy design to sustain gains in behaviour change.

This paper aims to explore the strategic and evolving role of human resource management (HRM) directors within the context of underdeveloped institutional arrangements. The study focuses on India and conducts a comparative analysis of the roles of HRM directors in both multinational enterprises (MNEs) and domestic firms.

Survey-based data from the HRM directors of 252 enterprises were gathered for the comparative analysis, including both multinational and domestic enterprises.

HRM directors in MNEs lack the proficiency required to effectively fulfil their strategic role. In addition, there has been a notable shift in the responsibilities of HRM directors in MNEs, with increased emphasis on labour movements and trade union negotiations, as opposed to traditional human resource (HR) activities. This shift suggests that the role of HRM in MNEs operating in India has been influenced by local isomorphic forces, rather than following a “pendulum swing” between home and host country institutional pressures. The prevalence of informality in the Indian institutional arrangements may act as a strong counterforce to integrating the strategic agency of MNEs' home country HRM directors into the organizational structure. Despite facing resistance from the local institutional context, HRM directors in MNEs are responding with a pushback, prioritizing labour movements and trade union negotiations over core HRM activities.

The study highlights the broader implications for theory and practice, shedding light on the challenges faced by HRM directors in navigating incoherent institutional arrangements. It emphasizes the need for a deeper understanding of local forces in shaping HRM practices within multinational settings.

We contribute to the comparative HRM literature by elaborating on power struggles that HRM directors face amid the dichotomies of formal power and authority that are encoded in the organizational structure versus culturally contingent power that can be accrued from engaging in informality. We also highlight their engagement in prolonged institutional mediation and change, which serves as a compensatory mechanism for the institutional shortfalls they encounter within the context of emerging markets.

This study aims investigate the effects of electronic human resource management (e-HRM) on communication pace and processing time reduction through the mediation of organizational agility. The study also investigates the moderating role of technological attitude (TA) on the relationship between e-HRM and organizational agility.

The data was collected from 331 information and communication technology (ICT) companies – one respondent from each company working in the Human Resource Management (HRM) department. The data was analyzed through the partial least square structural equational model (PLS-SEM) using WarpPLS7.0 software to test the study’s hypotheses.

We found that e-HRM has positive significant effects on communication pace and processing time reduction through the mediation of organizational agility. Furthermore, TA is found to be positively moderating the relationship between e-HRM and organizational agility.

The study adds significant value to the existing knowledge base on e-HRM by providing empirical insights about the role of e-HRM in optimizing the communication pace and processing time of today’s businesses.

The study also provides invaluable insights to practitioners to replace conventional HR systems with e-HRM to better perform HR functions by optimizing communication pace and processing time in the current fast-paced era.

E-HRM has become an issue of great significance in the contemporary corporate landscape to improve operational efficiency. Despite its widespread adoption in the corporate world, empirical evidence on e-HRM, particularly on its consequences, is still inconclusive.

Additive manufacturing became the most popular method as it enables the production of light-weight and high-density parts in effective way. Selective laser melting (SLM) is preferred by means of producing a component with good surface quality and near-net shape even if it has complex form. Titanium alloys have been extensively used in engineering covering a variety of sectors such as aeronautical, chemical, automotive and defense industry with its unique material properties. Therefore, the purpose of this review is to study the tribological behavior and surface integrity that reflects the thermal and mechanical performances of the fabricated parts.

This paper is focused on the tribological and surface integrity aspects of SLM-produced titanium alloy components. It is aimed to outline the effect of SLM process parameters on tribology and surface integrity first. Then, thermal, thermal heat, thermomechanical and postprocessing surface treatments such as peening, surface modification and coatings are highlighted in the light of literature review.

This work studied the effects of particle characteristics (e.g. size, shape, distributions, flowability and morphology) on tribological performance according to an extensive literature survey.

This study addresses this blind spot in existing industrial-academic knowledge and goals to determine the impact of SLM process parameters, posttreatments (especially peening operations) and particle characteristics on the SLMed Ti-based alloys, which are increasingly used in biomedical applications as well as other many applications ranging from automobile, aero, aviation, maritime, etc. This review paper is created with the intention of providing deep investigation on the important material characteristics of titanium alloy-based components, which can be useful for the several engineering sectors.

Technologies are dramatically reshaping various aspects of the store space, modifying design, services and usage. Accordingly, several studies tackled technology impact on each of these aspects, investigating design, service and usage singularly, but lacking a holistic viewpoint. Thus, this paper aims to identify the different dimensions of the store space (levels) and assess the impact of technology introduction on store space dimensions (levels).

The research employs a qualitative approach based on direct observations of apparel brand stores located in London between March and April 2023. Data collection followed a structured observation protocol covering store information, adopted technologies and their effects across various store space levels, i.e. consumption activities, service environment and customer experience.

Results show that the store space can be defined as the sum of different dimensions consisting of consumption activities, service environment and customer experience. Accordingly, technology introduction holistically influences each of the three store space levels as follows: (1) first, technologies redefine how activities are performed or alters the location where certain activities are consumed; (2) within the service environment, technologies replace traditional elements, fill empty spaces and enhance the atmospherics; finally, (3) customer experience is enhanced in hedonic and/or utilitarian terms due to technology adoption.

This paper defines the space as a dynamic entity, providing a deeper understanding of how the store space is produced, from a holistic point of view and the role of retail technology in this process.

This study aims to explore supervisors’ conceptions of successful and ideal doctoral students’ attributes and their implications for integrating equity and diversity considerations into the doctoral selection process.

This study uses a qualitative approach and analyses data from extensive interviews with senior academics and a member of the professional staff in England on their perspectives of the attributes of ideal and successful doctoral candidates. The study is conceptually framed by the Research Development Framework (RDF) and an adapted ecosystem model of the factors influencing PhD completion (Lovitts, 2005).

The findings reveal that supervisors value both cognitive and non-cognitive attributes, with the majority of the non-cognitive attributes categorised in the RDF sub-domains of personal qualities, self-management, working with others and communication and dissemination. Non-cognitive attributes were, moreover, valued not just for their contribution to doctoral success but also to the doctoral experience.

In contrast to the typically narrow criteria emphasised in UK doctoral selection, the authors argue that a wider, more holistic, range of attributes better represents what supervisors actually value, while offering greater opportunities for equitable selection of diverse doctoral cohorts. Two key macroenvironmental challenges are discussed: the difficulty of selecting for highly valued non-cognitive attributes and the importance of institutional support for the creation and sustainability of more equitable selection processes.

This paper deepens the literature on supervisors’ perceptions of the qualities or attributes of doctoral success and links this to the use of criteria that avoid reinforcing structural racial inequities in higher education.

This research investigates the personal experiences of hybrid workers, exploring their perspectives on their health and well-being when undertaking hybrid working arrangements. The research further explores how organisations can proactively support the health and wellbeing of hybrid workers, mitigating any potential health risks.

A cross-sectional, qualitative online survey was used to collect data from 412 hybrid workers. The data were analysed thematically. This approach allows for nuanced insights into the personal experiences of hybrid workers to be understood.

Findings indicate that employees who undertake hybrid work experience both positive and negative effects on their subjective well-being; hybrid work arrangement has the potential to act as a job resource or job demand. The study further identifies actions that can support healthy hybrid work that will be of value to organisations offering these working arrangements.

Although empirical research has previously examined the relationship between remote work and employee well-being, there is a lack of in-depth understanding about employees’ experiences of well-being whilst undertaking hybrid work – an emerging and relatively unexplored working arrangement. This research therefore addresses a significant gap in the literature by providing a deep understanding of how hybrid work influences employee well-being. Furthermore, previous research has not yet explored how hybrid worker health can be enabled and supported by organisations and individuals themselves.