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Mobile payment (m-payment) has existed for over 25 years; however, there is no standard framework to guide scholars and practitioners in advancing m-payment research in the digital accelerated era. With this, this study aims to develop an m-payment framework and to analyse the evolution of m-payment research from 1997 to 2021. These were achieved by identifying the motor themes, basic and transversal themes, the emerging/declining themes and the highly developed but isolated themes. In addition, the publication trends of m-payment research were also identified.

A total of 1,999 articles of m-payment were identified from the Scopus database and 8,125 keywords were grouped into 483 word groups for the co-word analysis. Thematic networks were generated based on density and centrality. Performance analysis was performed on the themes of the four quadrants in the strategic diagrams. The m-payment framework was then developed based on the evolution map and a practical guide was built from the framework.

The m-payment framework consists of four dimensions, namely behaviour, technology, risk, and context. Some themes were declining while at the same time, m-payment remains strongly relevant and can stand the test of time. Several new themes have emerged in the 2013–2021 sub-periods.

This study is limited in that the study only investigates from the context of m-payment.

This study has provided a research framework (i.e. the m-payment framework) with a practical guide for scholars and practitioners to refer to, thus enabling them to embark on future studies without any hassle. The m-payment framework was developed based on empirical data using science mapping analysis of 1,999 articles.

The proposed m-payment research framework contributes towards more understanding of m-payment ten, usage amongst consumers and thus will help to reduce the rate of COVID-19 infection because m-payment is a contactless payment. Hence, the study may help in creating a safer and healthier society amid the unprecedented pandemic.

This study developed the m-payment framework based on empirical co-word analysis. A practical guide to extending the framework is also provided to guide the scholars and practitioners. Moreover, the evolution map for m-payment was created to understand the evolution of m-payment research. Practitioners may conduct market studies to unveil the factors that contribute to consumers' behaviours in m-payment in order to gain more understanding of the reasons behind their behaviours.

This study aims to discuss the current context, scope and impacts of a metaverse in the hospitality and tourism industry. Although existing literature discussed the potentials of the metaverse in this context, the ways the metaverse work is still being defined and accessing a complete metaverse is still not yet possible. This existing knowledge will become increasingly sophisticated and complex as developments in the metaverse continue, eventually contributing to a knowledge gap in knowledge, and its implications in shaping how the future digital environment should take form.

This work is based on a critical reflection of the existing developments and applications of the metaverse. Drawing from authors’ experiences, and synthesis of existing works and narratives, this work discusses the applications of the metaverse, critical factors for considerations and applications of the metaverse and proposes the way forward for potential users.

The metaverse provides new opportunities for the hospitality and tourism industry but the impact of the technology may not be felt immediately. The real challenge lies in developing a responsible digital environment for users and suppliers. Although the aspects to be considered are many, a lack of preparedness is a great obstacle.

This paper provides a comprehensive evaluation of how the metaverse can be applied in the hospitality and tourism sector aiming to provide diverse stakeholders insights into the associated opportunities and pitfalls.

To the best of the authors’ knowledge, this paper is among the first attempts to critically reflect on the possibilities of the metaverse, and contributes to the discussion on the attributes of the metaverse for tourism and hospitality (e.g. SSIs, decentralization) and includes discussion on special needs users, sustainable usage and climate change, and presents several agendas for further actions.

The deployment of artificial intelligence (AI) technologies in travel and tourism has received much attention in the wake of the pandemic. While societal adoption of AI has accelerated, it also raises some trust challenges. Literature on trust in AI is scant, especially regarding the vulnerabilities faced by different stakeholders to inform policy and practice. This work proposes a framework to understand the use of AI technologies from the perspectives of institutional and the self to understand the formation of trust in the mandated use of AI-based technologies in travelers.

An empirical investigation using partial least squares-structural equation modeling was employed on responses from 209 users. This paper considered factors related to the self (perceptions of self-threat, privacy empowerment, trust propensity) and institution (regulatory protection, corporate privacy responsibility) to understand the formation of trust in AI use for travelers.

Results showed that self-threat, trust propensity and regulatory protection influence trust in users on AI use. Privacy empowerment and corporate responsibility do not.

Insights from the past studies on AI in travel and tourism are limited. This study advances current literature on affordance and reactance theories to provide a better understanding of what makes travelers trust the mandated use of AI technologies. This work also demonstrates the paradoxical effects of self and institution on technologies and their relationship to trust. For practice, this study offers insights for enhancing adoption via developing trust.

Given the emerging nature of integrating blockchain into food traceability systems, this study aims to investigate the intention to participate in a blockchain-based Halal traceability system through a united model that consists of Halal orientation strategy, institutional theory and diffusion of innovation theory.

A sample that consists of 143 Malaysian Halal food and beverage manufacturers was drawn from Halal Malaysia Official Portal using the simple random sampling technique. The responses were collected from the key managerial personnel with experience and knowledge on the Halal supply chain using phone interviews. Subsequently, the partial least squares structural equation modelling approach was then used to analyse the theoretical model.

The manufacturers would go through a chain of the process before deciding to participate in the traceability system. Firstly, the manufacturers which practice a comprehensive Halal orientation strategy will be more perceptive towards the institutional pressures that demand them to participate in a traceability system. Secondly, in response to the pressures, the manufacturers would evaluate the technological characteristics of the system and subsequently develop their perceived desirability. Thirdly, the manufacturers with favourable perceived desirability shall decide to participate in the system.

This study advances the current literature of Halal supply chain, information systems, operations management and blockchain through an integrated model that could explain 73.19% of the variance in intention to participate.

This paper aims to look into the role of transformational leadership and transactional leadership as predictors of employee creativity and organisational innovation. Employee creativity is examined as a potential mediator in the leadership styles–organisational innovation relationships.

A cross-sectional, quantitative design was adopted and structural equation modelling (SEM) techniques were used to analyse data collected from 369 employees working in 39 public coffee enterprises in Vietnam.

Transformational leadership and transactional leadership were significant predictors of employee creativity and organisational innovation. Specifically, transformational leadership was instrumental to employee creativity and organisational innovation while transactional leadership was detrimental to these two variables. Additionally, employee creativity partially mediated the relationships between the two leadership styles and organisational innovation.

Results of this study benefit the management of organisations and policy makers by providing an insight of which leadership style will effectively suit public enterprises to promote employee creativity and foster organisational innovation.

While there is a lack of studies investigating organisational innovation in organisational methods and that the interrelationships between leadership styles, employee creativity and organisational innovation are not fully understood, this study pioneers in examining relationships between leadership styles and organisational innovation that is being mediated by employee creativity. Figuring out that organisational innovation is more likely to be fostered by the positive influence of leadership behaviours and the improvement of employee creativity, in particular, the significant role of employee creativity represents important contributions of the current study.

This study aims to investigate the relationship between all three dimensions of perceived strategic value of m-commerce (operational support, managerial productivity and strategic decision aids), antecedents of m-commerce (organizational readiness, external context and m-commerce competence) and m-commerce adoption. The present study will further examine a mediation model in which all three dimensions of perceived strategic value of m-commerce affect m-commerce adoption through IT investment.

An online survey questionnaire was adopted to test the validity of this research and hypotheses. Data were collected from 178 Chinese family businesses via snowball sampling.

The results show that all three dimensions of perceived strategic value of m-commerce (operational support, managerial productivity and strategic decision aids) are positively connected to m-commerce adoption. Also, it was found that IT investment partially or fully mediates the relationship between all these dimensions of perceived strategic value of m-commerce and m-commerce adoption.

This study would enhance owners' and managers' understanding of the relationship between perceived strategic value of m-commerce, IT investment, antecedents of m-commerce and m-commerce adoption, thus contributing to their future adoption.

China is a fast‐growing economy, and many multinational companies (MNCs) have found their ways to infiltrate that market. The competition among the MNCs has generated human resource management (HRM) problems. When formulating approaches in dealing with these problems, the expatriate management of the MNCs often “speak for” their local employees, as if the latter has no voice of its own. It is suspected that MNCs know partly what their local employees value. With such limited understanding, the former may be ineffective in managing their local staff. The purpose of this paper is to report a study that explores the HRM problems from local employees' perspectives. To understand Chinese employees, the conceptual lens, stemmed from Chinese philosophical traditions instead of that derived from western experience, is used.

Data were collected through semi‐structured interviews with Chinese employees working in MNCs.

The findings suggest that “asymmetrical understanding” exists between expatriate managers and their Chinese employees, and that the former may know much less about the latter than it is normally assumed.

The findings, illustrated through interviews, have shed light on how MNCs could manage their Chinese employees, and how a meaningful dialogue could take place: understanding the other (Chinese employees) on their own intellectual ground to overcome “asymmetrical understanding”.

By allowing the voice of the other to come forth rather than to keep it in the background as, at best, a whisper, the study helps create a platform for a meaningful cross‐cultural dialogue between voices from the west and the other.

This study aims to identify the main influential factors of Islamic banking services adoption in Malaysia. Islamic banking as a new banking method represents its multiple services around the world. Different groups of bank customers use these services in their daily financing and banking activities. However, the usage and adoption rate of these services in Malaysia seems to be under expected level.

Therefore, this study attempts to discover the main influential factors of Islamic banking services adoption in Malaysia as a country with the dual banking system.

The study concluded that perceived attributes of innovation, namely, relative advantage, compatibility, complexity, trialability and finally observability of Islamic banking services with customers’ desire will influence them to use these novel banking services.

As discussed in the previous part of this study, the usage rate of Islamic banking services has not achieved the expected rate by customers. Consequently, it is crucial to focus on finding the determinant factors that are able to increase the acceptance as well as usage of these services among bank consumers. This information would afford researchers as well as banking service providers a better understanding of how to facilitate future adoption of this Islamic facility.

Drawing on the Job Demands-Resource (JD-R) model, this paper examines innovative culture as the antecedent to employee engagement (EE), taking workplace digitalisation as the mediator and group diversity as the moderator on the workplace digitalisation–EE relationship.

The research model is tested using structural equation modelling, based on 256 online survey data representing the management-level executives of Selangor/Kuala Lumpur-based Malaysian companies.

Our findings support that innovative culture directly affects EE and indirectly through workplace digitalisation. Besides, group diversity moderates the workplace digitalisation–EE relationship.

The findings suggest that organisations can enhance EE in a diversity-oriented digital setting by cultivating an innovative culture to facilitate employees’ perception and acceptance of workplace digitalisation.

Our findings enrich the interdisciplinary literature on how innovative culture, employees’ perception and acceptance of workplace digitalisation and group diversity intersect in reshaping EE.