Seyed Hadi Arabi, Mohammad Hasan Maleki and Hamed Ansari
The purpose of this study is to identify the drivers and future scenarios of Iran’s Social Security Organization.
Abstract
Purpose
The purpose of this study is to identify the drivers and future scenarios of Iran’s Social Security Organization.
Design/methodology/approach
The research is applied in terms of orientation and mixed in terms of methodology. In this research, the methods of theme analysis, root definitions, fuzzy Delphi and Cocoso were used. The theoretical population is the managers and senior experts of the social security organization, and the sampling method was done in a judgmental way. The tools of data collection were interviews and questionnaires. The interview tool was used to extract the main and subdrivers of the research and develop the scenarios.
Findings
Through theme analysis, 35 subdrivers were extracted in the form of economic, sociocultural, financial and investment, policy, marketing, environmental and legal themes. Due to the large number of subdrivers, these factors were screened with fuzzy Delphi. Eleven drivers had defuzzied coefficient higher than 0.7 and were selected for final prioritization. The final drivers were prioritized with the CoCoSo technique, and the two drivers of social security holdings governance and state of government revenues had the highest priority. Based on these two drivers, four scenarios of prosperity, resilient social security, unstable development and collapse have been developed.
Originality/value
Some of the suggestions of the research are: using the capacity of FinTechs and financial startups to invest the government revenues of the organization, using digital technologies such as business intelligence for more efficient decisions and developing corporate governance in the organization.
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Golnaz Darban, Osman M. Karatepe and Hamed Rezapouraghdam
This paper tests a research model that examines work engagement (WENG) as a mediator between green human resource management (GHRM) and absenteeism and green recovery performance.
Abstract
Purpose
This paper tests a research model that examines work engagement (WENG) as a mediator between green human resource management (GHRM) and absenteeism and green recovery performance.
Design/methodology/approach
To gauge the aforesaid linkages, the authors used data collected from employees and their supervisors in the international five-star chain hotels in Istanbul, Turkey. One-hundred and eighty-two respondents completed the surveys.
Findings
GHRM fosters WENG. As predicted, WENG alleviates absenteeism and triggers green recovery performance. Employees' favorable perceptions of GHRM (cognitive evaluation) give rise to higher WENG (emotional response), which in turn directs their behaviors such as reduced absenteeism and higher green recovery performance (behavioral response).
Originality/value
No empirical study has gauged the linkage between GHRM and WENG and nonattendance behavior or absenteeism so far. Moreover, there are few empirical pieces in the current literature that have tested the mechanism through which GHRM is associated with green and/or nongreen outcomes.
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Hamed Nouri, Majid Safehian and Seyed Majdeddin Mir Mohammad Hosseini
Although the use of diverse types of bricks as the primary construction materials has been considered for many years, vernacular earthen materials are also widely used for…
Abstract
Purpose
Although the use of diverse types of bricks as the primary construction materials has been considered for many years, vernacular earthen materials are also widely used for construction with low potential environmental impacts in developing countries. In this study, the life cycle of two types of building materials for wall building is investigated.
Design/methodology/approach
For this purpose, life cycle carbon emissions (LCCO2) are compared and embodied energy calculation for rammed earth and fired clay bricks as two construction materials. The complete construction chain using rammed earth, as a modern norm, and fired clay bricks, as the most common construction materials in buildings, is investigated in this research.
Findings
Studies on the constructions in Kashan city in the north of Isfahan province, Iran, as a case study, showed that replacing the fired bricks with rammed earth would reduce the CO2 emissions up to 1,245 kg/ton and 4,646 MJ/ton (i.e. more than 95%) of the embodied energy. It also shows that the choice of building materials should be important for building practitioners to consider the environmental impact.
Originality/value
This paper provide life cycle assessment of building materials. The findings of this study help builders and owner to choose sustainable building materials.
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Sumbul Zaman, Amirul Hasan Ansari and Shakti Chaturvedi
This paper aims to examine how the quality of work-life (QWL) factors influence job satisfaction and tests if organization type moderates this relationship.
Abstract
Purpose
This paper aims to examine how the quality of work-life (QWL) factors influence job satisfaction and tests if organization type moderates this relationship.
Design/methodology/approach
The study adopts a quantitative cross-sectional research design using survey administration among resident doctors used in the Indian health-care sector. Drawing on the person-environment fit theory, leader-member exchange theory and action learning theory, the authors discuss the results.
Findings
Results depicted that in addition to the direct relationship between QWL and job satisfaction, this association is moderated by organization type.
Practical implications
The study provides critical information for health-care managers to prioritize three QWL attributes, namely, meaningful development, supervision, working conditions to enhance job satisfaction among resident doctors.
Originality/value
The study contributes to the limited empirical scholarly research adding a deeper understanding of pertinent factors influencing resident doctor’s QWL-job satisfaction relationship.
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Mohammad Reza Jalilvand and Hamed Ghasemi
Augmented reality (AR) is revolutionizing the tourism and hospitality industry by offering immersive experiences as well as creating more engaging, informative and accessible…
Abstract
Purpose
Augmented reality (AR) is revolutionizing the tourism and hospitality industry by offering immersive experiences as well as creating more engaging, informative and accessible travel experiences that attract tourists from around the globe. From virtual tours and immersive historical site recreations to navigation assistance and cultural education, AR technology is transforming the way we explore and interact with the destinations. This study aims to identify benefits, risks, tools and techniques of AR in the tourism and hospitality literature.
Design/methodology/approach
The authors conducted a systematic literature review to answer six research questions. The authors also identified 33 primary studies, dated from January 2010 to February 2024 and coded them via a thematic analysis. Related studies were obtained through searching in Web of Science and Scopus.
Findings
The results identified nine themes for benefits, eight themes for risks/disadvantages and four tools and applications-related themes. Through the thematic analysis, the major benefits of AR in the tourism and hospitality were found to be differentiated travel experiences, improved performance of tourism value chain, more effective marketing efforts of tourism businesses, enhanced tourists’ engagement, enhanced performance of tourism destinations, stimulated behavioral intentions, tourist empowerment and providing more value, interactivity and integrity. Furthermore, eight risks were identified: physical, privacy and security, social, service failure, technical, psychological, managerial, information and knowledge gaps. The authors also recognized four tools and applications-related themes, namely, AR-enabled tools, AR applications, AR-enabled apps and AR-based techniques.
Originality/value
To the best of the authors’ knowledge, this review provides the first systematic exploration of the existing literature on usage of AR in the context of tourism and hospitality value chain.
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Reza Sharbaf Tabrizi, Osman M. Karatepe, Hamed Rezapouraghdam, Elisa Rescalvo-Martin and Constanta Enea
The purpose of this study is to test the interrelationships of green human resource management (GHRM), job embeddedness (JEM), green promotive voice behavior and green prohibitive…
Abstract
Purpose
The purpose of this study is to test the interrelationships of green human resource management (GHRM), job embeddedness (JEM), green promotive voice behavior and green prohibitive voice behavior. It assesses JEM as a mediator of the link between GHRM and the aforesaid green voice behavioral consequences.
Design/methodology/approach
Data obtained from the employees of 11 restaurants in Northern Cyprus were used to gauge the said relationships via the partial least squares structural equation modeling.
Findings
GHRM boosts employees’ JEM. Employees high on JEM exhibit green promotive and prohibitive behaviors at elevated levels. JEM is the psychological mechanism relating GHRM to green work outcomes.
Practical implications
Restaurateurs should create an environment that enables employees to speak up and share their opinions on the problems and challenges concerning the environmental sustainability and green initiatives of the restaurant. In addition, they should develop and maintain good relations with employees via GHRM practices. These are important implications that would promote eco-friendly behaviors among employees.
Originality/value
This paper focuses on JEM, green promotive voice behavior and green prohibitive voice behavior as the neglected outcomes of GHRM. That is, there is no empirical evidence reporting that GHRM fosters employees’ JEM. This is also true for JEM as a mediator linking GHRM to the aforementioned dimensions of green voice behavior. With this stated in mind, this study fills in these gaps.
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Abd Al-Aziz Hamed Al-Refaei, Hairuddin Mohd Ali, Abdulmajid Mohammed Aldaba and Abdul Rahim Zumrah
This study aims to examine the constructs of job satisfaction and organizational commitment (OC) as the determinants of customer-perceived service quality in higher education…
Abstract
Purpose
This study aims to examine the constructs of job satisfaction and organizational commitment (OC) as the determinants of customer-perceived service quality in higher education context. It also explores the role of OC in mediating the dynamics of the relationship.
Design/methodology/approach
It applied the cross-sectional, ex post facto survey method to acquire data from 1,776 respondents at Aden University. Two sets of questionnaires on job satisfaction, OC and perceived service quality were filled out by 296 academic staff and 1,480 students. Data were analyzed using structural equation modeling.
Findings
The results showed that job satisfaction exercised a significant positive effect on OC and students’ perception of service quality (i.e. the quality of lectures delivered in class that shaped their learning experiences). OC also significantly affected students’ perception of service quality and partially mediated the effect of job satisfaction on perceived service quality.
Research limitations/implications
The current research only investigated the outcomes of job satisfaction and did not cover critical antecedents of job satisfaction, such as employee training and development, rewards and benefits and the like. Its outcomes have important implications for managing the link between organizational practices and customers perception of service quality in higher education context.
Practical implications
The results have accentuated the importance of universities’ ensuring and increasing faculty’s job satisfaction and commitment if they seek to enhance students’ perception of service quality. Universities can do so by improving their organizational practices, which are expected to result in faculty well-being and improved working conditions.
Originality/value
The results have contributed new insights into the current understanding of the dynamics between and among job satisfaction, OC and customers’ perceptions of service quality. It has demonstrated how OC is shaped by job satisfaction and can influence the quality of services rendered by employees if they are happy and satisfied with the organization.
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Harold Van Andaya Aquino, Tyron Yap, Jean Paolo Gomez Lacap, Gertrude Tuazon and Maribel Flores
The study examines the interrelationships of food safety knowledge, attitudes and practices, and the moderating effect of food safety training on the said interrelationships.
Abstract
Purpose
The study examines the interrelationships of food safety knowledge, attitudes and practices, and the moderating effect of food safety training on the said interrelationships.
Design/methodology/approach
Predictive-causal was the primary research design used and partial least squares – structural equation modelling (PLS-SEM) was the statistical technique applied.
Findings
Results showed that food safety knowledge significantly and positively influences attitudes towards food safety. It was further revealed that attitudes toward food safety and food safety practices are also significantly and positively related. Moderation analysis indicated that food safety training moderates the significant and positive relationship between attitudes towards food safety and food safety practices.
Research limitations/implications
The present study has limitations. First, the unit of analysis is focused on food handlers in fast-food restaurants in Angeles City, Philippines. Other researchers may come up with similar studies on a larger scale – provincial, regional or national. Second, only food safety training as a construct was used as a moderator on the hypothesized relationships of the structural model. Other studies may expand and explore other moderating variables and/or mediating constructs that may affect the said hypothesized relationships.
Practical implications
Based on the present study, food safety knowledge was found to have a huge significant and direct influence on attitudes of fast-food restaurant food handlers towards food safety, as evidenced by the computed effect size. In short, knowledge on food safety is an integral factor when it comes to enhancing food safety attitudes of fast-food restaurant food handlers. When fast-food restaurant food handlers are well-equipped with the right food safety knowledge, they become more aware of the different food safety protocols and other pertinent food safety guidelines and procedures which can lead to favorable food safety attitudes.
Social implications
The present study highlighted the moderating effect of food safety training on the relationship between attitudes toward food safety and food safety practices. Therefore, regular attendance of food handlers to food safety training is crucial in developing acceptable attitudes toward food safety, which in turn, favorably affect their food safety practices in fast-food restaurants.
Originality/value
The current study utilized PLS-SEM, a second-generation statistical technique, to measure the hypothesized relationships as compared to correlation tests performed by prior studies on the interrelationships of food safety knowledge, attitudes toward food safety and food safety practices. PLS-SEM is suitable for this type of research design – predictive-causal – since this study involves model development and prediction. Furthermore, it employed moderation analysis to measure the moderating effects of food safety training on the identified hypothesized relationships of the structural model. Hence, methodologically, the present study employed new ways and insights in measuring the interrelationships of food safety knowledge, attitudes and practices.
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Akashdeep Joshi, Dinesh Kumar, Shabnam Bhagat and Nidhi Suthar
Innovative technologies have gained popularity in recent years as a means of improving workers' general well-being at work. Among these exciting new technologies is virtual…
Abstract
Innovative technologies have gained popularity in recent years as a means of improving workers' general well-being at work. Among these exciting new technologies is virtual reality (VR). With a focus on enhancing individual performance, this chapter explores the application of VR as a human resource (HR) intervention to improve spirituality in the workplace. To offer a theoretical foundation for comprehending the possible effects of VR interventions on workplace spirituality, this chapter thoroughly evaluates the literature on mindfulness, quantum consciousness and workplace spirituality. By integrating VR technology with the ideas of these theoretical frameworks, HR professionals may create interventions that foster employee effectiveness, resilience and personal growth. It has also been suggested that HR managers employ VR mindfulness and meditation sessions, virtual retreats, values alignment workshops, empathy-building simulations and spiritual reflection spaces as practical VR interventions to enhance workplace spirituality. To illustrate the usefulness of VR in enhancing workplace spirituality, a few companies that have successfully implemented VR therapies are also cited. Lastly, the challenges and moral dilemmas associated with utilising VR to promote workplace spirituality have been examined. These include privacy difficulties, possible biases in VR content and the requirement for ongoing evaluation and feedback techniques. This chapter highlights how VR has the potential to be a game-changing tool for improving workplace spirituality and boosting individual effectiveness.
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Sadhna Chauhan and Vinod Kumar
As companies start using virtual reality (VR) for managing their workforce, it's important to think about the rules and morals involved. This book chapter looks closely at the…
Abstract
As companies start using virtual reality (VR) for managing their workforce, it's important to think about the rules and morals involved. This book chapter looks closely at the legal and ethical aspects of using VR in human resource management (HRM). It examines the rapidly developing field of VR technology in HRM, emphasising the complex moral and legal issues it raises. VR is rapidly transforming human resources (HR) practices by providing innovative recruitment tools, remote collaboration platforms and immersive training experiences. However, at the same time, VR presents important concerns about discrimination, privacy and consent. Using case studies, ethical guidelines and regulatory frameworks as resources, this chapter breaks down important factors that businesses using VR in HR scenarios need to take into account. It also governs about the ethical questions, such as fairness, diversity and making sure that the employees feel respected. It explores how VR might create biases or unfairness in hiring or evaluating employees. It deliberates legal issues like keeping personal data safe, respecting intellectual property and following employment laws. Furthermore, it explains how VR can be used to monitor employees or train them and the ethical questions that come with it.
In short, this book chapter stresses the importance of considering both legal rules and ethical principles when using VR for HRM. By doing so, companies can benefit from VR while making sure they treat their employees fairly and respectfully.