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The purpose of this paper is to determine the information-seeking behaviors of police officers who work in police stations in the context of staying current. Leckie et al.’s (1996) model of the information-seeking behavior of professionals is tested.

A quantitative research design was employed for data collection. The sample includes 642 cases. It is both descriptive and exploratory.

Police officers first rely upon their personal knowledge and experience, then their colleagues and then official documents. On the other hand, they rarely consulted informants, libraries, journals, books, and attendance at conferences as information sources. There were significant differences in the information sources used by police officers based on their gender in the context of staying current. Lastly, the results of this study indicated that service years in policing and the roles in police station were significantly correlated with the information sources used by police officers regarding staying current.

This study, being the first, provides a huge theoretical base for future studies. It contributes to the discipline of information science by validating a theoretical model in a different context. In addition, it contributes to public safety by understanding the frontline police officers’ information needs and information-seeking behavior.

This scholarly paper aims to explore the interconnections between the halal industry and Islamic green finance while also offering valuable insights and recommendations to various stakeholders, such as government bodies, national planning boards, financial institutions and researchers, concerning the realm of Islamic green finance.

In total, 783 studies have been indexed in Scopus. However, within the field of economics and business, encompassing the period from 2009 to 2022, only 182 documents meet the specified criteria, which use the “halal AND industry” term from the journal source type. This study uses the VoSViewer software to comprehensively map, synthesize and analyze the available data.

Notably, research endeavors dedicated to the halal industry have shown a consistent upward trend. The research encompasses five prominent thematic areas, specifically halal certification, consumers of halal products, halal food, the halal industry and the halal food industry. The findings also highlight the existence of a relationship between the halal industry and Islamic green finance, suggesting that Islamic financial institutions possess significant potential to attract investor interest in the halal industry through the application of Islamic green finance, a practice already underway in several countries worldwide.

The findings of this study can serve as a valuable reference for the government and national planning board, enabling them to effectively incorporate the advancement of the halal industry in tandem with Islamic green finance as a pertinent means of funding, which holds significant relevance in attaining the Sustainable Development Goals. Moreover, finance institutions are presented with a favorable prospect to foster the growth of Islamic financial instruments, thereby bolstering their role in facilitating the development of the halal industry sector.

This scholarly investigation represents the inaugural bibliometric study delving into the intricate dynamics between the halal industry and Islamic green finance. Significantly, it sheds light on the profound correlation existing between these domains, thereby providing substantial evidence to substantiate their interrelatedness.

This study aims to develop an empirically validated taxonomy. Typologies of social entrepreneurship are primarily based on conceptual considerations and case studies. There is a need for quantitative approaches and empirical testing of this emerging organizational form and its characteristics.

First, an item scale was developed that emerged from frequently mentioned elements in social entrepreneurship literature. Next, social entrepreneurs rated these items. Finally, the authors conducted a cluster analysis to derive a taxonomy with three distinguishable types of social enterprises.

Based on a cluster analysis (N = 70), an empirically validated taxonomy is provided with three social enterprise types: social service providers, social change makers and social philanthropists.

Although this research has an exploratory character, it makes a clear contribution by complementing existing typologies, which tend to be conceptual in nature, with a taxonomy that is empirically grounded. This study defogs the blurry understanding and limited knowledge about different social enterprise forms and provides insight into meaningfully similar groups across the sector as a whole.

This article fills a void of empirically grounded taxonomies by analyzing which definitional aspects of social entrepreneurship literature correspond to the perceptions of social entrepreneurs regarding the nature of their organizations.

This study anchoring on the theory of conservation of resources examines the relationship between family incivility, negative rumination and service delivery. This study also analyses the mediating role of negative rumination in the relationship between family incivility and service delivery. This study also examines psychological capital and perceived organisational support (POS) as boundary conditions influencing the relationships postulated in the study.

To test the relationships among the variables, responses were drawn from 419 frontline hotel employees at two-time points and the hypothesised relationships were tested using structural equation modelling.

The structural equation modelling analysis proved that family incivility is negatively related to service delivery. It was also found that family incivility is positively associated with negative rumination and an inverse relationship between negative rumination and service delivery. This study also found support for the mediating role of negative rumination and the moderating roles of psychological capital and perceived organisational support.

This study findings extend the theory and provide guidelines for managers to mitigate the adverse effect of family incivility on employees and their service delivery. Employees and managers can use psychological capital and POS as strategies to prevent the spill-over effect of family incivility on service delivery.

To the best of the authors’ knowledge, no prior studies have examined the effect of family incivility on service delivery. By establishing the mediating mechanism and boundary conditions, this study adds value to the theory and practice.

Despite the benefits that firms obtain from merger and acquisition (M&A), this strategy frequently poses a significant challenge for management in encouraging employees of the acquired firm to develop shared goals with the new organization. This research analyzes the effect of transformational leadership by department managers in the acquiring firm on the degree to which employees in the acquired firm develop shared goals. We also examine whether the effect of transformational leadership on shared goals could be moderated by organizational support and employee participation in decision-making.

This research was conducted using the case of a firm in the power and energy sector that was undergoing M&A. Survey data were obtained from 203 employees and their department managers to avoid common method bias. The data were analyzed using partial least squares structural equation modeling.

We found that employees in the acquired firm who worked for the department managers of the acquiring firms who demonstrated transformational leadership were more likely to adopt shared goals than those who did not. Moreover, the moderating effect analysis shows that transformational leadership had a greater effect on shared goals when employees perceived that they received a high level of organizational support. On the contrary, transformational leadership had a weaker effect on shared goals when employees actively participated in decision-making.

Transformational leadership is the leadership practice that the management of the acquiring firm needs to apply to employees, who are a critical part of the firm’s human capital, when they manage the M&A activities. The management also needs to demonstrate to the employees that the acquiring firm cares about the employees’ well-being and has sincere concern for them throughout and after the M&A process. Despite the transformational leadership practice’s essential role, participative decision-making is another management practice that should be implemented to reduce employees’ reliance on the management’s transformational leadership to persuade them to adopt shared goals, which might be essential when the transformational leadership practice cannot be effectively implemented.

Our results regarding the moderating effects of perceived organizational support and participative decision-making add some new knowledge to the theory by showing that the management’s implementation of transformational leadership during M&A will need to consider other management practices that may either intensify or weaken the benefit that employees may gain from the management’s transformational leadership.

Drawing on signaling theory and the “signal transmission–interpretation–feedback” framework, this study explores the effects of perceived distributive justice and respect from managers on nurses' work meaningfulness and work effort in public hospitals in China and examines the moderating role of work self-efficacy.

We collected 341 paired questionnaires for nurses and managers from four public hospitals in China. The data were analyzed by structural equation modeling and hierarchical regression analysis.

Distributive justice and managers' respect for employees are positively related to work meaningfulness. Additionally, work self-efficacy negatively moderates this relationship. Work meaningfulness is positively related to work effort and fully mediates the relationships between perceived distributive justice and respect from the manager and work effort.

This study provides useful insights for healthcare organizations to improve nurses' work meaningfulness from the perspectives of their material and emotional needs, according to their work self-efficacy characteristics, thus promoting their work effort. The findings offer important guidance for improving the effectiveness of grass-roots human resources to cope with unpredictable situations such as the COVID-19 pandemic.

This study focuses on the organization's environmental factors that affect the primary staff's work meaningfulness. Further, it analyzes the differences in signal interpretation among nurses with different work self-efficacy characteristics, thus providing new insights into work meaningfulness. Through manager–nurse pairing data, it reveals the important role of work meaningfulness in motivating work effort.