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The main aim of this paper is to examine how commercial sustainability innovation projects in real estate and construction industries utilise the contemporary market‐oriented innovation models based on the service‐dominant logic.

A survey of a large set of sustainability innovation projects was conducted and analysed.

The results show that over a third of the examined projects lack all the necessary innovation components recognised in the literature. Furthermore, very few projects utilised concurrent market feedback in the development phase. The study suggests that sustainability innovations fail commercially in built environment, because they lack active customer participation and value network involvement, and they aim for incremental instead of radical improvements.

Future research should address available ways for companies in the real estate and construction industries to take advantage of their unused potential in climate change mitigation business through innovation.

Organisations striving for sustainability innovations should aim at radical instead of incremental innovation, and focus on customer participation and involvement of the value network. The innovation processes in the construction sector could be organised better by utilising tested service‐dominant models.

This study is among the first to address innovation elements based on the service‐dominant logic in analysing projects aiming at sustainability innovation in real estate and construction industries.

The purpose of this paper is to serve as a reminder that all work arrangements, including the present case of distributed work, have their costs and benefits.

In addition to a literature review, the paper presents concrete recommendations and guidelines for practicing managers about how to avoid pitfalls in distributed work arrangements and how to manage teleworkers.

The diffusion of telework has been a slower process than anticipated, among other reasons because the most vital businesses are largely concentrated in the biggest growth centres. Growth centres can offer a diverse range of both jobs and amenities that outweigh the quiet and safety of rural areas. Apart from geographical realities and regional policy issues, another factor that has decisively contributed to the slow diffusion of telework is the absence of an established contractual framework and “culture” of teleworking.

Telework has the best prospects of success if from the outset all the people involved know what to expect and are prepared to deal with any problems and fears associated with the new work culture. It is also important that distributed work arrangements are designed in compliance with national labour legislation. To avoid potential risks, a part‐time telework arrangement is advisable for most organizations.

The purpose of this paper is to explore a conceptual model for analyzing customers' perceptions of using mobile commerce services for online shopping. This paper provides insights into consumer behavior, and the results have important implications for designers, managers, marketers, and system providers of mobile shopping (m‐shopping) web sites.

An empirical investigation was carried out to test the hypotheses. The samples include 369 professional participants. For testing the relationships of the model, structural equation modeling (SEM) is used.

The results demonstrate that anxiety, which is an affective barrier against using innovative systems, is a key negative predictor of a customer's intentions to use mobile phones. Also, the consumer's self‐perception of mobile skillfulness significantly affects anxiety, enjoyment, and usefulness. Furthermore, enjoyment, usefulness, and compatibility have an impact on a customer's behavioral intentions.

The findings of this study help to understand what hinders or encourages the m‐shopping intention of online customers.

The results not only help develop a sophisticated understanding of mobile commerce theories for researchers, but they also offer useful knowledge to those involved in promoting m‐shopping to potential purchasers. The value of the paper is that the results could be applied to other portable information technology service adoptions, such as personal digital assistants (PDA), smart phones, advanced mobile phones, and portable global positioning systems (GPS).

This study explores the topic of remote work and the changing motivations to working from home after the COVID-19 pandemic-induced exposure to working from home. It examines the effects of that forced work from home (WFH) experience on subsequent motivations for continuing part or all of that changed mode of working. In this study, the authors examine the perspective of front-line knowledge workers regarding the motivation to WFH based on their lived experiences.

Self-determination theory (SDT) provided the theoretical basis for the study (Ryan and Deci, 2000, 2017). The authors employed semi-structured individual and group interviews (with 28 participants) and explored the following questions: How has the competence aspect of motivation to WFH changed due to the shift that occurred during the pandemic? How has the relatedness aspect of motivation to WFH changed due to the shift that occurred during the pandemic? How has the autonomy aspect of motivation to WFH changed due to the shift that transpired during the pandemic?

The findings show that there was a change from an extrinsic motivation based on external factors to one that is more intrinsic, or internal, in nature for knowledge workers who experienced the switch to working from home during the COVID-19 pandemic. The study makes an important contribution by developing a theoretical model based on SDT (Ryan and Deci, 2000, 2017) in the context of WFH. In the first phase (Phase 1), workers experienced many transitional challenges due to the suddenness and intensiveness of the shift. However, over time workers adapted and adjusted (we refer to this as Phase 2 in our model). Ultimately, all three aspects of SDT – competence, relatedness and autonomy – increased motivation to work from home. However, we also found some factors that act as demotivators to knowledge workers for embracing remote work such as those involving career advancement and the expectation of voice. Despite these moderating factors, the overall progression toward the desire to WFH, at least on a hybrid basis, has continued after adjusting to the forced experience of telecommuting during the pandemic.

The contribution of this study is to disaggregate the short-term effects of the sudden transition, to the longer-term effects after adaption and adjustment occurred, and to connect that to a new perspective on work by employees. It does this by extending SDT to the context of motivation regarding work from home. The COVID-19 pandemic provided experience of and opportunities for telework to more employees and changed many of their expectations and motivations. By looking at front-line knowledge workers’ expectations and motivations related to home-based work, we can better understand the increased demand by workers for hybrid work schedules.