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Understanding young adults’ organic food purchasing behavior in the fresh food e-commerce platforms (FFEP) is crucial for expanding the global environmental product market. The study aims to investigate how specific characteristics of platforms and organic food information impact young adults’ perceived value, leading to their subsequent purchase intention.

Around 535 valid responses were collected through an online survey and then analyzed applying a two-stage structural equation model (SEM) and artificial neural network (ANN) approach.

Results of this research show that platform characteristics (including system quality and evaluation system) and product information characteristics (including organic label, ingredient information and traceability information) significantly affect young adults’ perceived utilitarian and hedonic value. The platform’s service quality has a strong effect on their perceptions of hedonic value, while the delivery system strongly influences their utilitarian value. Moreover, the perceived value, as a crucial mediator, plays a significant role in moderating the influence of platform and product information characteristics on the purchase intentions of young consumers regarding organic food.

Previous research has overlooked the credence attributes of organic food and particularities of online purchasing, focusing instead on general platform and product characteristics. This study addresses this gap by proposing a more appropriate model that integrates the characteristics of both the platform and product information. This offers theoretical and managerial implications for effectively stimulating organic food consumption among young adults in online environments.

This study aims to utilize Relational Job Design (RJD) theory and Conservation of Resources (COR) theory to explore the impact of RJD, particularly its key components – job impact (JI) and job contact (JC) – on employees’ quiet quitting (QQ) behavior. It also investigates the role of work alienation (WA) as a mediator and examines whether inclusive leadership (IL) has a moderating effect on these proposed relationships.

This paper used paired dyadic surveys to gather data from 166 full-time employees and their immediate supervisors used in service organisations across the United Arab Emirates (UAE). The study’s moderated mediation model was tested using hierarchical regression and the PROCESS Macro in statistical package for the social sciences (SPSS) v.26.

The results empirically support our hypotheses: RJD (JI and JC) significantly reduces employees’ feelings of WA, thereby decreasing the likelihood of engaging in QQ behaviours. As expected, the study also revealed that IL acts as a moderator by amplifying the detrimental effects of RJD (JI and JC) on feelings of alienation from one’s work, which in turn decreases the likelihood of engaging in QQ behaviour.

This study fills a gap in understanding how relational work design and IL jointly influence unfavourable workplace attitudes and behaviours. It offers a foundation for future studies on QQ in diverse cultural and organisational contexts.

This study provides practical insights for organisations aiming to tackle employee quitting behaviours. Human resource (HR) professionals and leaders should focus on enhancing both JC and JI, while actively fostering IL. These actions are critical for significantly boosting employee engagement, fostering a more motivated and connected workforce and reduce QQ behaviours in the workplace.

Although the data in this study were collected from an organisation with multiple branches across the country, the findings may still have limited generalisability to other organisations or industries. While this paper acknowledges this as a limitation, it also presents an opportunity for future research to explore QQ across diverse cultural and organisational contexts. Larger and more varied samples in future studies could provide deeper insights into the prevalence and drivers of QQ in different workplace environments.

This study explores the under-researched phenomenon of QQ, revealing how RJD can mitigate these behaviours. It uncovers new psychological mechanisms, offering actionable insights for management strategies to enhance employee commitment and reduce negative behaviours.

The rise of interactive fitness games in the post-epidemic era has resulted in the need to establish a quality evaluation index system. This study aims to develop such a system and provide a reference for enhancing the quality of interactive fitness games.

To achieve this, interviews and questionnaires were conducted to identify the factors that influence the quality of interactive fitness games. The Kano model and SII (Satisfaction Increment Index)-Dissatisfaction Decrement Index (DDI) two-dimensional quadrant analysis were then used to explore differences in quality judgment between males and females, as well as their priorities for improving interactive fitness games.

The study revealed that males and females have different quality judgments for “rich and diverse content,” “motivational value,” “sensitive motion recognition detection” and “portability.” However, both genders share similar views on the other quality factors. In addition, the study identified differences in the priority of improvement between men and women. “Very interesting,” “effective fitness achievement,” “motivating fitness maintenance,” “sensitive motion recognition detection,” “portability” and “educational value” were found to be of higher priority for men than women.

These findings provide a valuable theoretical reference for developers and designers of interactive fitness games seeking to enhance the user experience.