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Sustainability and accessibility of education are the main purposes of educational institutions. Higher education institutions (HEIs) have been addressing these concerns through their distance education departments for years. Especially during and after the COVID-19 pandemic, HEIs encountered challenges related to productivity, escalating costs and decreasing user satisfaction with distance education. This study proposes the integration of new and suitable information technologies (ITs) into the steps of lean management (LM) implementation. It suggests that this approach will be highly effective and beneficial, providing solutions to the problems above in higher education (HE) field. The study aims to highlight the effectiveness and benefits of incorporating new and suitable ITs into the application stages of LM principles. Sample applications in HE will be provided to enhance understanding.

A model is introduced for researching new ITs and incorporating appropriate ones in the application steps of LM. This model has been applied and analyzed in two case studies at Gazi University for a more comprehensive understanding.

When examining periodic surveys and usage statistics from case studies, it becomes evident that implementing LM with the support of ITs reduces waste and enhances the quality of existing work. The success observed in the case studies was notably influenced by managers’ proficiency in business processes, experience in ITs, managerial skills and support from senior management.

This case study provides a roadmap and step-by-step implementation of LM with IT support for HEIs. The implementation process and results will also be guiding for other sectors.

There is a notable absence of significant studies on integrating ITs, which have become crucial in today’s context in the stages of LM implementation. This study is envisioned as a pioneering endeavor to address this gap in the literature. Notably, challenges exist in applying LM principles outside production sectors, and limited research has been conducted. This study aims to pave the way for further research in diverse fields by conducting a comprehensive case study in the realm of HE.

We introduce the notion of rainbow burning and develop the concept of rainbow washing, which draws on the concept of genderwashing, to explicate the instrumentalization of Lesbian, Gay, Bisexual and Trans Plus (LGBT+) inclusion. Rainbow burning happens when LGBT+ rights and visibility are targeted through hate to divert attention from economic, social, and political decline. For example, LGBT+ rights are unjustly blamed for the decline of the social and economic fabric. Rainbow washing happens when an organization uses or instrumentalizes LGBT+ concerns for commercial and social ends. We draw on examples from unsupportive and supportive capitalist market systems and explore how rainbow burning and washing manifest in each. This chapter explores the antecedents, correlates and consequences of rainbow burning and washing in unsupportive and supportive contexts. We identify regulatory, cultural and governance measures that can be taken against rainbow burning and rainbow washing to foster LGBT+ inclusion.

This two-part explanatory study aims to examine how the framing of messages influences non-Muslims who are unlikely to visit a mosque due to their self-conception, and how this might affect their behavioural change specifically, their intention to visit. This study also tested the impact of co-existence between framed actual image, ideal image and the intention to visit.

Using a snowball sampling approach, the study first sampled participants without message framing (358 respondents). Using the same respondents, the second phase of the study introduced message framing, resulting in 308 participants. Structural equation modelling was conducted using STATA Version 15.

The results indicate that a framed actual self-image is a stronger predictor of changes in consumer behaviour and thus leads to the intention to visit. The introduction of co-existence provided significant insights.

To the best of the author’s knowledge, this is the first study to objectively test the effectiveness of a framing technique in mosque tourism and to highlight message framing as a valid marketing strategy that can enhance consumer (tourist) switching behaviour towards the intention to visit. This study adds new insights into the psychological relationships between framed actual image, framed ideal image, co-existence and intention to visit, which has implications for self-congruity theory.

This study examines the relationship between emotional intelligence, self-efficacy and organizational commitment, focusing on the mediating role of self-efficacy in the relationship between emotional intelligence and organizational commitment.

The authors used an online survey to collect data for this purpose. The sample consisted of 145 employees of different organizations in Kosovo. To test the hypothetical model, a mediation analysis was conducted using PROCESS Model Type 4.

The results show that emotional intelligence is positively related to self-efficacy and that self-efficacy is positively related to organizational commitment. Furthermore, the results of the mediation analysis confirm that the relationship between emotional intelligence and organizational commitment is mediated by self-efficacy.

For future research, the authors recommend using the sub-dimensions of the above variables to test this model, and multiple models could be formulated. At the same time, the survey can be applied to managers to examine their emotional intelligence and to determine whether emotional intelligence influences their organizational commitment through self-efficacy. Consistent with the findings of this study, managers and executives in organizations should consider the emotional intelligence of their employees and that the employees with higher emotional intelligence have higher self-efficacy and can perform better.

This study extends the current literature in organizational behavior and provides a comprehensive understanding of the relationship between emotional intelligence, self-efficacy and organizational commitment. This study was also conducted in a developing country context, which can always lead to different results than studies conducted in developed countries.

The purpose of this study was to examine the role of fear of COVID-19 and job stress on women's turnover intentions in the hospitality industry (travel agencies). Also, the mediating role of work-family conflict was examined.

Three theoretical approaches of importance for framing issues of fear of COVID-19, job stress, work-family conflict and women's turnover intentions. Using the purposive sampling technique, the participants for the current paper were selected from the population of employees of top travel and tour operation firms in Lagos, Nigeria.

Findings from the study indicate that the fear of COVID-19 and job stress was found to be positively related to work-family conflict and work-family conflict was positively related to women's turnover intentions. Work-family conflict mediates the positive relationship between fear of COVID-19 and women's turnover intentions, while against priori; the work-family conflict did not mediate the relationship between job stress and women's turnover intentions.

Our study's findings were limited in their generalizability because they focused on a specific operating sector of tourism, travel and tour. Testing the study's model in different tourism operating sectors or mixed industries could offer better insights. A comparative study between this current context and western/non-western contexts to provide more contextual insights.

This study considered travel agencies (the pillar of the tourism industry) that have been understudied. The main strength of the study is its female-centric approach to uncovering the influence of the COVID-19 pandemic on hospitality employee outcomes. Specifically, the study used African females in the hospitality settings to investigate the aforementioned relationships. 10; Keywords: COVID-19; job stress; turnover intention; work-family conflict.