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This study proposes a conceptual model and aims (1) to understand how co-creation experience influences guest engagement, (2) to analyse the effect of satisfaction and affective image between co-creation experience and guest engagement, and (3) to analyse the effect of guest engagement on behavioural intentions.

A questionnaire-based online survey was conducted targeting U.S.-based hotel customers. Developed on Qualtrics and distributed via Mechanical Turk, the survey garnered 465 useable responses from individuals who had visited international chain hotels within the last year. Data analysis was performed using Structural Equation Modelling (SEM) in IBM SPSS Amos.

The findings revealed significant direct effects of co-creation experience on affective image and guest satisfaction, with guest satisfaction notably influencing guest engagement, and guest engagement directly influencing behavioural intention. However, both co-creation experience and affective image showed minimal direct impact on guest engagement. The study also highlighted the importance of indirect effects and total effects in understanding the dynamics between the constructs analysed.

The findings revealed significant direct effects of co-creation experience on affective image, with affective image notably influencing guest engagement, and guest engagement directly influencing behavioural intention. Although satisfaction had direct effects on guest engagement, co-creation experience showed minimal direct impact on guest satisfaction and on guest engagement.

This study advises managers to use co-creation primarily to enrich guest experiences and establish emotional connections rather than as a tool for directly enhancing engagement. It recommends that managers invest in strategies to enhance guest engagement beyond co-creation given the direct link between guest engagement and behavioural intentions, and the minimal direct impact between co-creation, guest engagement and satisfaction.

This study demonstrates that affective image is a pivotal mediator between co-creation experience and guest engagement. The findings provide valuable implications for hospitality practitioners in designing and managing co-creation experiences, emphasizing the importance of fostering a positive affective image in the value co-creation process to attain positive behavioural outcomes.

This study examines the mediating role of organizational engagement in the link between human resources management (HRM) practices and commitment to quality services (CQS). It also investigates the moderating effect of turnover intention on the link between HRM practices and organizational engagement, and the moderating effect of employee adaptability on the link between organizational engagement and CQS.

Customer contact employees (N = 593) in Bangladeshi hotels were recruited using a convenient sampling method. Partial least squares structural equation modeling (PLS-SEM) was applied to test the hypotheses.

Organizational engagement significantly mediates the relationship between HRM practices and CQS. Turnover intention negatively and employee adaptability positively moderates the proposed relationships.

Hospitality managers may use the findings to enhance quality customer services by implementing appropriate HRM practices, reducing turnover, and increasing adaptability and organizational engagement.

The findings contribute to social exchange theory, theory of planned behavior, and job demand-resources theories by explaining the mediating role of organizational engagement and moderating role of turnover intention and employee adaptability which are yet to be discovered.

本研究探討組織參與在人力資源管理實務與提供優質服務的承諾兩者之間的關聯上所扮演的協調角色。研究人員亦探究(一)離職意向在人力資源管理實務與組織參與之間的關聯上所扮演的調節角色,以及(二)員工適應性在組織參與與提供優質服務的承諾兩者之間的關聯上所扮演的調節角色。

研究人員以方便抽樣方法招募於孟加拉的酒店工作的員工 (N = 593) (593人),他們均為第一線服務員工。研究人員繼而使用結構方程模型 (PLS-SEM) 去測試各項假設。

研究結果顯示,組織參與會顯著地調節人力資源管理實務與提供優質服務的承諾兩者之間的關聯。而且,離職意向在人力資源管理實務與組織參與之間的關聯上所起的調節作用是負面的; 相反地,員工適應性在組織參與與提供優質服務的承諾兩者之間的關聯上所起的調節作用則是肯定的。

研究結果闡明了(一)組織參與的調節角色; (二)離職意向的調節角色; 以及(三)員工適應性的調節角色。這些調節角色尚待探索; 就此而言,研究結果對社會交換論、計劃行為理論和工作要求-資源理論三者均具貢獻。

接待業的管理人員可藉著研究結果去提高客戶服務質量,方法是透過實施合適的人力資源管理措施、降低離職意向和增強組織適應性和組織參與。

This study investigates the effect of corporate governance (CG) characteristics on corporate sustainability performance (CSP) and whether the magnitude of CSR expenditure mediates such a relationship in the context of an emerging and developing economy-Bangladesh.

This study collects data from the annual reports of 30 private commercial banks listed with the Dhaka Stock Exchange for the period starting from 2013 to 2022, giving 300 firm-year observations. To test the hypotheses formulated, this study uses Baron and Kenny’s (1986) four-step model. Data have been analyzed using AMOS 23 to examine the direct and indirect effect of CG on sustainability performance.

This study finds that several CG variables (board size, board independence, sustainable finance committee) significantly affect several facets of sustainability performance (environmental, social, and financial performance). However, the mediating role of the magnitude of CSR expenditure in the relationship between CG mechanisms and sustainability performance is found to be limited.

The list of CG and ownership structure variables studied is not exhaustive, and the presence of a wide variation in the measurement of sustainability performance makes its measurement subjective to some extent.

This study uses the magnitude of CSR expenditure as a mediator in the relationship between CG and sustainability performance, which is rarely addressed by the extant literature in this field.

The paper aims to understand the stages of the social innovation process and how it can be used for sustainable development.

This single case study used multiple sources, especially data from extensive field visits and selective in-depth interviews. Direct observation, web content analysis, journals, annual reports and news articles were also used.

The findings show that BRAC institute of skills development (BISD) adopted a unique formula for the social innovation process: problem identification, new idea, design prototype, pilot, perfect and scale up. This study also finds that BISD has a significant socio-economic impact in Bangladesh. The impacts of BISD are associated with several United Nations (UN) Sustainable Development Goals (SDGs), including SDG 1 on poverty, SDG 4 on inclusive learning, SDG 5 on gender equality and women empowerment, SDG 8 on decent work and economic growth and SDG 16 on social inclusion.

The discussions of this study ultimately pave a clear roadmap for policymakers, practitioners and academics to improve mechanisms for sustainable development through social innovations in emerging countries.

This paper provides a practical application of the social inclusive innovation process theory by which vocational training institutes can scale their sustainable impact. More knowledge is needed on how organisations can implement social innovation projects in emerging countries. This paper provides exploratory evidence to fill this gap. It demands a promising area of interest to investigate further research on the compatibility of social innovation in skills development programmes to gear up the status of an underprivileged community.

This study aims to examine how perceived supervisor and organizational support mediate the association between talent management and work engagement in Bangladesh’s manufacturing industry. It also analyzes the association between work engagement and sustainable organizational performance.

A structured survey questionnaire was used to collect data from 385 employees working in the manufacturing industry in the Chattogram division, applying a convenience sampling approach. Data was assessed using SmartPLS software.

The key findings are that perceived supervisor and organizational support mediate the relationship between talent management practices and work engagement. Moreover, work engagement positively influences an organization’s sustainable performance.

This study adds knowledge to the existing literature on talent management, work engagement and sustainable organizational performance. The findings may improve employee work engagement through talent management practices in Bangladesh’s manufacturing industry.

This study is one of the few in the Bangladeshi manufacturing industry that provides an extensive overview of talent management practices and work engagement, using perceived supervisor and organizational support as mediating variables.

This paper aims to explore students’ intention to use and actual use of the artificial intelligence (AI)-based chatbot such as ChatGPT or Google Bird in the field of higher education in an emerging economic context like Bangladesh.

The present study uses convenience sampling techniques to collect data from the respondents. It applies partial least squares structural equation modeling (PLS-SEM) for analyzing a total of 413 responses to examine the study’s measurement and structural model.

The results explore that perceived ease of use (PEOU) negatively affects intention to adopt AI-powered chatbots (IA), whereas university students’ perceived usefulness (PU) influences their IA positively but insignificantly. Furthermore, time-saving feature (TSF), academic self-efficacy (ASE) and electronic word-of-mouth (EWOM) have a positive and direct impact on their IA. The finding also reveals that students' IA positively and significantly affects their actual use of AI-based chatbot (AU). Precisely, out of the five constructs, the TSF has the strongest impact on students’ intentions to use chatbots.

Students who are not aware of the chatbot usage benefits might ignore these AI-powered language models. On the other hand, developers of chatbots may not be conscious of the crucial drawbacks of their product as per the perceptions of their multiple users. However, the findings transmit a clear message about advantages to users and drawbacks to developers. Therefore, the results will enhance the chatbots’ functionality and usage.

The findings of the study alert the teachers, students and policymakers of higher educational institutions to understand the positive outcomes and to accept AI-powered chatbots such as OpenAI’s ChatGPT. Outcomes also notify the AI-product developers to boost the chatbot’s quality in terms of timeliness, user-friendliness, accuracy and trustworthiness.

This research aims to investigate the impact of psychosocial safety climate (PSC) on employee quitting intention (QI) and organizational citizenship behavior (OCB), considering the moderating effects of workload and organizational training.

The research adopts a cross-sectional approach, involving 151 employees from the apparel manufacturing industry in Bangladesh who participated in the survey. Data analysis is conducted using SmartPLS.

The study reveals that PSC contributes to prolonged employee tenure and fosters positive organizational citizenship behavior. Workload and organizational training play significant moderating roles, influencing the negative and positive effects of PSC on QI and OCB, respectively.

While the PSC model has been studied, there are ample opportunities to enhance and validate theoretical models exploring the moderating impact of job demands and resources on PSC-outcome relationships.

This study serves as an exploration of the influence of working conditions on the outcomes of PSC within the context of the manufacturing industry in a non-Western developing country like Bangladesh. Moreover, it looks into the moderating roles of workload and organizational training to extend the PSC model.

The main purpose of the study was to analyse the mediating effects of psychological safety (PS) and psychological availability (PA) on the relationship between leader trustworthiness (LT) and intrapreneurial behaviour (IB) among employees from the manufacturing industry in Ghana.

A sample of 291 who were employees from five manufacturing companies in the industrial hub of Ghana provided data for the study. A closed-ended questionnaire, specifically a seven-point Likert-type scale, was the instrument used for the data collection. The seven hypotheses developed were tested using a structural equation model.

The study established that LT was related to PS and PA but not IB. Like PS, PA was found to be related to IB. Similarly, both PS and PA were related to IB. Again, both PS and PA fully mediated the relationship between LT and IB. Also, gender had a confounding effect on IB.

LT yields direct positive outcomes such as PS and PA as well as indirect IB for employees and organisations. For organisations, especially in the manufacturing sector, to have employees who are psychologically safe, psychologically available and intrapreneurial, there should be a focus on trustworthy leaders. The leaders should be encouraged to be transparent and communicate by way of their actions and inactions and trustworthy values. Leadership training, colleague supervisor support and participation in professional and or management development programmes should be used to acquire trustworthy values.

This study investigated the mediating roles of PS and PA on the relationship between LT and IB among employees of manufacturing firms in Ghana, which has not received the needed attention in the literature despite the challenges manufacturing firms encounter.

This paper investigates the mediating role of organizational prosocial behavior (OPB) in the relationship between spiritual leadership (SL) and knowledge-sharing (KS) from the intrinsic motivation perspective.

A survey was used to gather data from middle and executive management employees at industrial firms in Sahab Industrial City in Jordan. The study applied quantitative exploratory methods. The study used a self-reported questionnaire to gather data, with 268 valid responses being used to conduct the analysis. The analysis of data proceeded with the aid of SEM-PLS using SmartPLS 4.

The results advocate the positive link between SL and KS routing through the mediator (OPB). The mediating role of OPB was found to be partial.

This study offers practical implications for organizations that wish to optimize KS among employees. It emphasizes the crucial role of SL in determining employee OPB and proposes that managers strive to engender organization-wide transcendental values.

This study furthers the understanding of KS by testing the relationship between SL and KS using OPB as a mediator, which has not been investigated theoretically or empirically.

This study examines the impact of perceived human resource management practices on talent turnover intention, with work engagement mediating and self-efficacy moderating the relationship. It examines how employees' perceptions of pay satisfaction, empowerment, participation and communication are related to their turnover intentions.

A total of 283 valid questionnaires from UAE government employees were used for data analysis. Partial least squares structural equation modeling (PLS-SEM) was used to examine the proposed hypothesis.

The results reveal that employees' perceptions of pay satisfaction, empowerment, participation and communication are significant contributors to work engagement. The findings further demonstrate that work engagement significantly negatively affects talent turnover intention and acts as a mediator between employees' perceptions of individual human resource management practices and talent turnover intention. However, the results contradict the hypothesis that self-efficacy moderates the association between work engagement and talent turnover intention.

This study focuses on the impact of perceived human resource management practices on talent turnover intention, an area that has received limited attention in literature. By focusing on perceived human resource management practices, this study illuminates employees' subjective experiences and how they perceive human resource management practices intended to reduce talent turnover intention. The inclusion of the mediating effect of work engagement offers a more profound understanding of how employees' perceptions of human resource management practices influence their turnover intentions. This comprehensive approach to understanding the interplay between these variables provides valuable insights for organizations seeking to improve their human resource management practices and talent turnover intention.