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Business analytics (BA) is a new frontier of technology development and has enormous potential for value creation. Information systems research shows ample evidence of its positive business impacts and organizational performance. However, there is limited understanding of how decision-makers or users of BA outcomes actually engage with data analysts in the process of data-driven insight generation and how they improve their understanding of business environments using BA outcomes. To aid this engagement and understanding, this study investigates the interaction between decision-makers and data analysts when they attempt to uncover data capacities and business needs and acquire business insights from BA tools.

This study employs an interpretive field study with thematic analysis. The authors conducted interviews with 31 participants who all relied on BA in their daily decisions. The study participants were engaged in different BA roles, including data analysts and decision-makers. They validated the applicability and usefulness of our findings through a focus group with eight practitioners, including decision-makers and data analysts from the same companies.

This study proposes a process model of data-driven sensemaking and sensegiving based on Weick’s sensemaking framework. The findings exhibit that decision-makers are engaged in sensemaking by identifying areas of focus, determining BA scope, evaluating generated insights and turning BA into action. The findings also show that data analysts engage in sensemaking by consolidating data, data understanding, preparing preliminary outcomes and generating actionable reports. This study shows how sensemaking processes and sensegiving activities work together over time through immediate enactment, selection and decision cycles.

This study is a first attempt to understand interactions in the context of BA using the perspective of sensemaking and sensegiving.

In the present times, volunteers constitute a critical element of the human resources (HR) of non-profit organizations. All over the world, non-profit organizations work in complex environments, which are why non-profit organizations are facing increasing pressures to adopt contemporary HR management practices, not just in terms of their paid employees, but also with respect to managing their volunteers. It is frequently believed that volunteers are central to the functioning of non-profit organizations. Volunteers perform their responsibilities for the non-profit organization only because they care about its beneficiaries; however, a vital part is played by HR in facilitating their involvement, dedication and efficiency. Previously, non-profit organizations concentrated on developing and executing their objectives for the future; however, they are now starting to accept the significance of adopting a more professional approach regarding managing the volunteers so as to accomplish those objectives. In this regard, the purpose of the chapter is to: (1) analyze the factors that encourage volunteering in non-profit organizations; (2) offer theoretical anchoring through which it can be comprehended how HR practices draw, involve and sustain volunteers; (3) describe the HR practices that are most appropriate for volunteers and (4) offer the pathway for subsequent research regarding how HR and volunteering are related to each other.

The purpose of this paper is to analyse what constitutes trust for residents in the infill development context, who are the targets of trust, and does residents’ trust predict their attitudes towards infill development.

Two studies were carried out. A qualitative study in three housing developments was followed by a quantitative study with 906 respondents in the Helsinki area, Finland.

Four stakeholders relevant to the residents’ trust were identified: the board of housing development, the housing manager, city planners, and construction companies. Three dimensions were found to constitute residents’ trust in these stakeholders (competence, benevolence and integrity). Furthermore, analyses revealed that trust in city planners and construction companies significantly predicted residents’ attitudes towards infill development.

The findings of this study have implications on the management of the infill development process. More attention should be paid to how residents’ perceptions of trust towards the other stakeholders are formed in order to facilitate successful infill projects. The quantitative study was carried out in different residential areas. Based on this study, the authors were not able to analyse whether and how the characteristics of the residential areas might influence the results, which represents a limitation of this study.

This paper provides in-depth insights into the role of trust in explaining residents’ attitudes towards infill development. Previous research devoted to the topic is scarce, neglects residents’ perspectives and lacks empirical evidence. The discussions are mainly contemplation based on case examples. No previous studies have explicitly studied the significance of trust with large samples.

This paper explores attractiveness of stocks on Karachi Stock Exchange using event study methodology. The main findings of this paper are KSE 100 has included small share capital base manufacturing companies during 2000‐2002. There is no significant difference in pre tax profitability of companies included (excluded) except for their capital structures. The results from event study seem to suggest that KSE100 stocks would be more attractive to passive investors. The passive investors tracking moderate beta stocks on KSE100 index are better off until beta of the stocks climbs up.

Drawing on expectancy theory, this research explores how and when volunteers’ motivational drives for volunteering relate to organizational policies and practices. The paper analyses four areas of motivational association – affiliation, beliefs, career development and egoistic motives – together with organizational human resource (HR) policies and practices.

The study used a qualitative approach and through 17 interviews of the volunteer managers associated with 13 non-profit organizations (NPOs) examined that how through HR policies and practices, an NPO efficiently taps motivational drives of volunteers and maintains their spirit of volunteering.

The findings of the study indicated that the same behaviour may serve different functions for different individuals. Most of the motivational drives need to be tapped with specific tasks and events to become a source of fulfilment for volunteers, this plays a vital role in their decisions to continue volunteering. NPOs’ HR practices without volunteers’ motivation cannot serve any purpose. In the same vein, volunteers’ motivation cannot sustain for a longer period if it is not properly linked with organizational HR practices.

The research findings may lack generalizability because of the selected research approach.

A great part of existing research, not previously captured in literature, is focussed on the assessment of the motivational underpinnings with respect to HR policies and practices.

Drawing on a motivational model of proactive behavior, this study theorizes that employment status, reflective moral attentiveness (RMA), and organization-based self-esteem (OBSE) constitute the can-do, reason-to, and energized-to motivational states, which interact to induce organizational citizenship behavior toward the environment (OCB-E).

The authors conducted random coefficient modeling (RCM) analysis with a multisource, time-lagged data set collected from 235 employees in Chinese firms.

This RCM analysis found that more OCB-E resulted from standard employees with higher levels of RMA and OBSE.

The value of this research lies in understanding of the antecedents of green behavior at the individual level by identifying specific motivational states and highlighting the coexistence of motivational states in predicting OCB-E. These findings provide new insight into the theory of developing and managing green OCB performers in today's workplace characterized by workforce mixing.

The purpose of this paper is to identify some of the critical organizational support factors and efforts that facilitate better employee participation in corporate volunteering (CV) programs. There is a growing interest to understand the role of organization in enhancing better employee participation in volunteering programs.

The authors conducted an empirical investigation with (n = 461) employee volunteers, who participated in company sponsored volunteering programs. The authors tested the hypothesized relationship using structural equation modelling (SEM).

The SEM results indicate that cultural fit, organizational CV communication and implementation of CV programmes facilitate better employee participation.

This study provides insights for organizations in terms of increased internal communication and alignment of organizational values with CV programmes to attract better employee participation in volunteering programmes.

This study contributes to the literature on the phenomenon of employee volunteering by examining various organizational efforts that facilitate better employee participation in volunteering programmes.

This study assesses the relevance of both individual and contextual factors as an antecedent to employee participation in corporate volunteering (CV) activities and affective organizational commitment and inter-role conflict as an outcome of employee volunteering. This study draws from the functional theory of motivation, social exchange theory and role strain perspective to explain hypothesized relationship of the study constructs.

A questionnaire survey was administered with 461 employee volunteers who had participated in company-sponsored volunteering programs. The authors adopted structural equation modeling (SEM) to test the study hypotheses.

The findings from the survey suggest that altruistic motives and organization CV capability will impact employee's participation in CV. The results highlight that employee participation in CV enhances affective organizational commitment, indicating that employee volunteering creates inter-role conflict.

Though the study has identified inter-role conflict as a potentially unfavorable outcome, exploring when and how employee volunteering will create a negative effect will add significant value to organizations to protect the interest of their employees.

This study provides insights to understand the relative effects of self- and other-oriented motives. The results suggest that organizations have more directed and carefully designed employee volunteering activities to enable more favorable benefits to employees.

This study contributes to expanding the knowledge on the phenomenon of employee volunteering by introducing and empirically validating an integrated framework of antecedents and consequences of employee volunteering.

Considers the factors which influence Taiwanese decisions to buy Japanese or US refrigerators, basing the conclusions on the results of a survey of 586 respondents drawn from Taiwan’s four largest cities – Taipei, Kaoshiung, Taichung and Tainan. Describes how the questionnaires were constructed and pretested, and explains how the data was recorded (using a 5‐point Likert‐type scale) and analysed (using factor analysis and t‐tests). Tests particularly for cultural values of the Chinese, consumer ethnocentrism, openness to foreign culture, country image, and consumer sophistication. Finds that, despite the longer presence of Japanese goods in Taiwan, Japan’s proximity to Taiwan, and more cultural similarities between the Japanese and Taiwanese, Taiwanese consumers rate the USA’s country image factor higher than Japan’s, with consequent implications regarding intention to buy US goods. Recommends that US marketers build on their advantageous country image when they promote US appliances in foreign markets. Cautions against making too much of this snapshot data but concedes that further research into different foreign markets, different appliances, and with a longitudinal approach, would ascertain if findings are consistent with this survey, which has obvious benefits as new markets, such as China and India, open up to western goods and appliances.

The study aims to investigate how hotel booking attributes (i.e. perceived privacy, perceived certification and perceived assurance) engender consumers’ untrust and consequent behavioral intentions (i.e. altruistic behavior and trusting intentions). It also unveils the role of hotel attributes performance as a moderator between hotel booking attributes and consumers’ untrust.

Data were collected through an online platform by engaging 454 Chinese respondents. SPSS 25.0 and AMOS 24.0 (structural equation modeling) were used for data analysis and interpretation.

Results demonstrate that hotel booking attributes positively substantiate consumers’ untrust which, in turn, develops altruistic behavior and negative trusting intentions. Moreover, hotel attribute experience significantly moderates the relationships between perceived privacy, perceived certification and consumers’ untrust. Notably, hotel attribute performance insignificantly influences the association between perceived assurance and untrust.

This study used the Chinese context and examined Chinese domestic travelers and the nonbranded hotel industry. Notwithstanding its limitations, the findings help hospitality and tourism firms, en bloc, to manage their review websites by explicitly disclosing policies regarding customers’ privacy and assurance, winning their trust through third-party certification and employing data scientists to develop algorithms to sieve fake information proactively.

This study develops an original conceptual framework by using the untrust model in this research. Our findings add to the research on consumer behavior, information processing, service management and trust and suggest practical implications for hospitality firms.