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The purpose of this paper is to examine the relationship between Managerial Competence Functional Background of Top Management Teams (FBTMT), Management Control Systems (MCS), Contextual Factors of Planning System (CFPSY) and Cashflow Management Behaviour (CFMB) in the tourism sector in Uganda.

This is a correlational and cross-sectional study utilising a sample of 211 tourism firms (tour operator firms and hotels) and using a questionnaire to enlist responses. Data are analysed using SPSS software.

Results show significant relationships between managerial competence, functional background of top management teams, management control systems, contextual factors of planning system and cashflow management behaviour. Among the independent variables, management control systems is the best predictor of cash flow management behaviour in tourism firms. It is also a significant mediator in the link between management competence and cash flow management behaviour and that between the functional background of top management teams and cashflow management behaviour.

Appropriate cashflow management behaviour of actors in operating, investing and financing activities of tourism firms can be improved through highly developed management competence, strong management control systems, utilisation of varied functional background of top management teams and enabling contextual factors of the planning system. The study operationally defined cash flow management behaviour as any management behaviour that is relevant to cash flow management in a firm's operating, investing and financing activities probably for the first time and this speaks to those financial statement analysts and other stakeholders wishing to infer cash flow management behaviours from the statement of cash flows.

As far as we are aware, no research has been done on the relationship between the cash flow management behaviour of tour operator companies and hotels in Uganda's tourism sector and the internal contingencies of managerial competence, functional background of top management teams, management control systems, and contextual factors of the planning system.

This chapter investigates heritage craft entrepreneurship ‘in the wild’, creative start-ups emerging within a rural context in Norway and the UK. The research asks how entrepreneurs accomplish heritage craft entrepreneuring. To answer this question, we apply relational ontology, conceptualising entrepreneurship as the ongoing accomplishment of entrepreneurial activities, labelled entrepreneuring. We compare two rural heritage craft businesses: Running a spinnery located on a farm in a valley in Norway and a tweed-based textile creating organisation, co-located with other artisan entrepreneurs positioning in a community-led craft heritage building in the United Kingdom. Both entrepreneuring settings employ heritage craft in their businesses and engage in various forms of collaborations and placemaking in their creative entrepreneuring. This chapter unpacks three facets of artisan entrepreneuring through the lens of placemaking – connecting, organising, and co-developing in rural settings. We contribute to the entrepreneurship-as-practice and creative entrepreneurship literature and highlight the implications of placemaking for rural development.

Scholars highlight the lack of research that explains the mechanisms leading to knowledge sharing, which appears complex and involves many variables. The primary aim of this study is to investigate the direct effect of organizational support for innovation on job crafting behaviors and knowledge sharing. The second objective is to assess the mediating role of job crafting in the relationship between organizational support for innovation and knowledge sharing. The third aim is to compare the direct effects of organizational support for innovation on job crafting behaviors and knowledge sharing between teleworkers and office workers.

Based on an empirical study involving 193 teleworkers and 191 office workers, the structural equation modeling method was employed to examine the direct and indirect effects of organizational support for innovation on knowledge sharing via job crafting behaviors. The comparison between teleworkers and office workers was investigated using a multigroup approach in AMOS software. This research is grounded in the conservation of resources theory and social exchange theory to elucidate these relationships.

The results indicate that organizational support for innovation has a positive influence on job crafting activities, manifested by the increase in structural and social resources, as well as the amplification of work-related challenges. The results also indicate that organizational support for innovation directly promotes knowledge sharing behavior and indirectly through job crafting. Furthermore, the findings reveal that these effects on job crafting and knowledge sharing are stronger among teleworkers compared to office workers.

The study has limitations. Its cross-sectional design does not establish causality, potentially leading to common method variance. However, after implementing many procedural and performing statistical tests, common method variance was not significant in this research. Replicating the study longitudinally would be valuable. Additionally, considering personality traits and technology characteristics in job crafting behaviors would be beneficial. Lastly, the study focuses only on accountants and predates COVID-19, which may impact its findings and generalizability.

The study’s findings underscore the practical significance of supporting innovation and fostering job crafting to enhance knowledge sharing, particularly for remote workers. It highlights that the extent of employees’ engagement in job crafting depends on the level of innovation support provided in their workplace. To mitigate potential negative outcomes such as increased absenteeism, reduced productivity and retention challenges, organizations could benefit from training supervisors to prioritize and encourage job crafting and knowledge sharing behaviors among employees, especially in telework settings. Ensuring alignment between organizational messaging and managerial attitudes is crucial. Without autonomy or flexibility for job crafting, the positive effects of organizational innovation support may be limited.

This study contributes to the literature by demonstrating that job crafting behaviors serves as mechanisms between organizational support for innovation and knowledge sharing. The findings further advance the literature by revealing three psychological and motivational processes that may explain this relationship, particularly when comparing teleworkers to office workers. Our results reveal that the effect of organizational support for innovation on job crafting and knowledge sharing is stronger among workers who telework compared to office workers. This advances the theory of conservation of resources, especially the significance of resource gains, particularly in contexts where employees need resources, such as in telework.

The purpose of the study was to identify the inter-relationship of certain antecedents of innovative work behaviour (IWB). The antecedents identified for the study were workplace agility (WA), organizational identity (OI) and organizational solidarity (OS).

Data for the study were collected online using four standardized and validated questionnaires from 364 gainfully employed respondents from across Saudi Arabia. The respondents belonged to various forms of organizations like manufacturing, service, hospital and banking. The data collected for the study were analysed using structural equation modelling (SEM).

The study found a significant positive relationship between the identified concepts of WA, workplace identity, OS and IWB.

A detailed review of the literature found that no previous studies had examined the complex relationship between the identified constructs. The results of the study found a significant positive relationship between the constructs. The findings of the study have many theoretical and practical values and implications. It also enriches the literature about the antecedents of IWB. It is expected that the present study will act as a trigger for more empirical examinations in this interesting area.

The global popularity of short video platforms has surged with the rapid development of mobile internet and 5G technology. DOUYIN, among other platforms, has amassed a massive user base in China. This study presents a theoretical framework based on media dependency theory and user stickiness perspectives. It identifies three key factors that affect user stickiness: platform algorithms, content resources and user interaction. An interpretive philosophy and inductive qualitative approach were adopted to conduct an in-depth case study of DOUYIN. Thematic analysis of secondary data from various sources was used. The findings demonstrate DOUYIN’s innovative approach to utilising advanced algorithms, diverse content and social interactions to enhance user engagement. DOUYIN utilises machine learning techniques to create user profiles and comprehend video content. It subsequently provides real-time personalised recommendations and optimises the algorithms based on user feedback. DOUYIN also incorporates PGC-, UGC- and PUGC-generated content, supported by a creator incentive system. Moreover, DOUYIN enables interactions between users, creators and the platform through commenting, sharing and live streaming features.

Society is critically dependent on an adequate supply of hospital doctors to ensure optimal health care. Voluntary turnover amongst hospital doctors is, however, an increasing problem for hospitals. The aim of this study was to systematically review the extant academic literature to obtain a comprehensive understanding of the current knowledge base on hospital doctor turnover and retention. In addition to this, we synthesise the most common methodological approaches used before then offering an agenda to guide future research.

Adopting the PRISMA methodology, we conducted a systematic literature search of four databases, namely CINAHL, MEDLINE, PsycINFO and Web of Science.

We identified 51 papers that empirically examined hospital doctor turnover and retention. Most of these papers were quantitative, cross-sectional studies focussed on meso-level predictors of doctor turnover.

Selection criteria concentrated on doctors who worked in hospitals, which limited knowledge of one area of the healthcare environment. The review could disregard relevant articles, such as those that discuss the turnover and retention of doctors in other specialities, including general practitioners. Additionally, being limited to peer-reviewed published journals eliminates grey literature such as dissertations, reports and case studies, which may bring impactful results.

Globally, hospital doctor turnover is a prevalent issue that is influenced by a variety of factors. However, a lack of focus on doctors who remain in their job hinders a comprehensive understanding of the issue. Conducting “stay interviews” with doctors could provide valuable insight into what motivates them to remain and what could be done to enhance their work conditions. In addition, hospital management and recruiters should consider aspects of job embeddedness that occur outside of the workplace, such as facilitating connections outside of work. By resolving these concerns, hospitals can retain physicians more effectively and enhance their overall retention efforts.

Focussing on the reasons why employees remain with an organisation can have significant social repercussions. When organisations invest in gaining an understanding of what motivates their employees to stay in the job, they are better able to establish a positive work environment that likely to promote employee well-being and job satisfaction. This can result in enhanced job performance, increased productivity and higher employee retention rates, all of which are advantageous to the organisation and its employees.

The review concludes that there has been little consideration of the retention, as opposed to the turnover, of hospital doctors. We argue that more expansive methodological approaches would be useful, with more qualitative approaches likely to be particularly useful. We also call on future researchers to consider focussing further on why doctors remain in posts when so many are leaving.

Climate change continues to be one of the major threats to tourism development, with coastal destinations particularly vulnerable to impacts such as extreme weather events, rising sea levels, hotter temperatures and the loss of ecosystem diversity. While the environmental and economic impacts of climate change are widely acknowledged, less research has identified the impacts on the destination community. This paper explores the concerns about climate change in a small coastal community and how responses to this threat by the destination's local government authority may affect its long-term social sustainability. Semi-structured interviews were conducted with 20 government representatives and community members in the Livingstone Shire, Queensland, Australia. Thematic analysis identified several key themes including infrastructure, collaborative planning, climate impacts, response to climate change, vulnerability and achieving long-term social sustainability. This research makes an important contribution by proposing a theoretical model that demonstrates how achieving long-term social sustainability requires destination planning through stakeholder collaboration and community consultation and takes into account several dynamic factors at the destination level. The model also has practical implications and can be adopted by destination communities to encourage long-term planning that maintains and enhances social sustainability as part of a destination-wide response to climate change.

Following an interpretivist approach, the authors draw on semi-structured interviews with parents of children with autism spectrum disorder (ASD).

Responding to limited academic advancement, particularly in the context of consumers experiencing vulnerability, the aim is to deepen marketing scholars’ understanding of value co-destruction (VCD) and its under-explored relationship with consumer ill-being.

Three forms of systemic VCD mechanisms emerged: obscuring, gaslighting and siloing. Ill-being comprised material, physical, psychological and social harms, which consumers experienced individually, relationally and collectively due to VCD. Family members’ experiences of ill-being and vulnerability were deepened by service systems’ inability to recognise the individuality of their needs and provide appropriate support.

In line with the interpretivist paradigm, the focus on families of children with ASD, while illuminating, delimits the generalisability of the findings. The authors call for further research on consumer ill-being, VCD and vulnerability in other service and marketing contexts.

The findings highlight the need for service system adaptability to recognise and address unstandardised needs.

Several systemic failures of (public) service systems which manifested as VCD mechanisms are identified.

The overall contribution is the development of a contextually driven characterisation of both VCD and ill-being and a deeper understanding of how these are interrelated. First, VCD revealed itself as a systemic failure to access, provide or integrate resources to meet actors’ needs as manifested by the three mechanisms. Second, the authors characterise ill-being as comprising material, physical, psychological and social harms due to VCD, which are experienced individually, relationally and collectively. Finally, the authors illuminate the nature of vulnerability and delineate the entanglements between vulnerability and ill-being in a collective (e.g. family) context.