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Previous studies have not integrated the impact of the area of study into the notion of employee engagement. The purpose of this study is to empirically measure the association between employee engagement and the two antecedent factors of perceived organizational support (POS) and employee loyalty across different areas of study.

A nationally representative survey of 2,408 adults in the USA collected by the worker representation and participation survey (WRPS) was used. A multinomial logit regression was used to estimate the impact of POS and loyalty across different areas of study.

The findings of this study consistent with the previous studies showed that POS and employee loyalty are positively and significantly associated with employee engagement. This study found by a decline in the level of support from a “lot of support” to “somewhat support,” the degree of engagement declines by about 50 per cent. Further, it found that the level of engagement changes across different areas of study. For instance, professional and skilled workers are more engaged compared to other groups of workers. The findings were similar for the variables of loyalty to supervisors and loyalty to organizations. Moreover, the findings showed that conditioned on being loyal, women are more engaged than men.

This is the first study that uses WRPS to understand how the level of engagement varies across different kinds of study.

The purpose of this paper is to present a method to find a generally accepted employee engagement scale, particularly in the presence of various alternatives and objectives.

To find the measurement scales, seminal works encapsulating organizational engagement, job engagement and work engagement in Cinhal, PsycINFO and ABI/INFORM database have been reviewed. For finding the optimal choice from available scales, multi-criteria decision-making (MCDM) method was used.

An agreed-upon measurement scale is achievable through the knowledge of alternatives and consequences, as well as consistent preference ordering and a decision rule. However, choice of the most effective scale varies according to the preference of decision makers.

This study proposes MCDM method as an intervention for practitioners who aim to assess the level of employee engagement in their organizations. It also provides a decision-making method to scholars to surmount conflicting objectives in their measurement.

While previous studies have developed manifold measurement scales, there is no study to indicate which scale best measures employee engagement. This paper attempts to define how to choose one scale among the various existing gauges of engagement.

This study draws on resource dependence theory (RDT) to explain a board's governance function in the United States (US) nonprofit healthcare industry. Specifically, while various nonprofit research studies have appealed to agency theory (AT) to explain the monitoring role of an outside board, RDT offers an alternative explanation that emphasizes an outside board's resource gathering role.

In drawing on the nonprofit GuideStar database, a fixed effect (FE) panel estimation was conducted on a sample of 230 US Non Profit Healthcare Organizations (NPHCOs). This panel estimation examines the relationship between the composition of an outside board and an NPHCO’s revenue and public support performance.

A key finding of this study is that the composition of an outside board involving its' number, compensation and gender impacts an NPHCO’s revenue and public support.

This study shows that the composition of an outside board impacts an NPHCO’s ability to gain access to external resources. As NPHCOs face increasing pressure to seek external forms of revenue support, this study suggests that boards should favor a larger number, compensation and female representation of outside members.

The composition of an outsider board can offer external sources of revenue support that lower the poor's requirements for financial assistance and thus affirm an NPHCO’s identity as a charitable organization.

As an NPHCO’s identity as a charitable organization is dependent on serving the medical needs of the poor, an outside board not only introduces a resource gathering function that is absent in the monitoring explanations of AT, but that this resource gathering function is important to affirming this identity.

The purpose of this paper is to describe how formal verification strategies have been utilized to assess the correctness of Knowledge Creation Process (KCP) in the social systems. This paper analyzes a User Relationship Management (URM) approach in term of human behavior connection in the social systems. A formal framework is displayed for the URM which consolidates behavioral demonstrating strategy.

Evaluating the human behavior interactions is an important matter in the social systems. For this analysis, formal verification is an essential section in the complex information systems development. Model checking results satisfied the logical problems in the proposed behavior model analysis.

Model checking results represent satisfaction of the logical problems in the proposed behavior model analysis. In the statistical testing, the proposed URM mechanism supported KCP conditions. Also, the percentage of state reachability in the URM with KCP conditions is higher than the URM mechanism without supporting KCP conditions.

The model checking results show that the proposed URM mechanism with supporting the KCP conditions satisfies comprehensively behavioral interactions rather than the mechanism without KCP conditions in the social networks.

The purpose of this paper is to present a formal verification method to prove the correctness of social customer relationship management (CRM)-based service composition approach. The correctness of the proposed approach is analyzed to evaluate the customer behavioral interactions for discovering, selecting and composing social CRM-based services. In addition, a Kripke structure-based verification method is presented for verifying the behavioral models of the proposed approach.

Evaluating the customer behavioral interactions using the social CRM-based service composition approach is an important issue. In addition, formal verification has an important role in assessing the social CRM-based service composition. However, model checking can be efficient as a verification method to evaluate the functional properties of the social CRM-based service composition approach.

The results of model checking satisfied the logical problems in the proposed behavior model analysis. In the statistical testing, the proposed URM mechanism supported the four knowledge creation process conditions. It was also shown that the percentage of state reachability in the URM with KCP conditions is higher than the URM mechanism without supporting KCP conditions.

The comparison of time and memory consumption of the model checking method shows that the social CRM-based service composition approach covers knowledge process features, which makes it an efficient method.

This study aims to determine research performance in Islamic business ethics and explore future research directions from leading articles and scholars.

This paper used bibliometric and content analysis to analyze 250 articles from reputable Scopus and Web of Sciences journals.

To date, the normative style still dominates Islamic business ethics research. Asian countries such as Malaysia and Indonesia are the center of discussion on Islamic business ethics. This study also suggests that researchers and academics study aspects of the economy that Islamic values have not touched, such as the theme of art, artificial intelligence for labor relations, workers' rights and language.

This research aims to contribute knowledge to Muslims as a reference guide for ethical business behavior. Non-Muslim managers can use this paper as a guide in forming a global company that is pluralistic and respectful of religious communities.

This research makes a scholarly contribution by providing a comprehensive exploration and detailed future research directions in each subtheme of Islamic business ethics.