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The purpose of this paper is to investigate the heat transfer rates from the kerf surfaces and skin friction at the kerf wall due to the jet impingement in relation to laser cutting process.

Three‐dimensional modeling for the flow and heat transfer analysis is considered. The numerical scheme using the control volume approach is introduced to solve the governing equations of flow and heat transfer. The k‐w turbulence model is incorporated to account for the turbulence.

It is found that the Nusselt number and the skin friction remains high in the region next to the kerf inlet and it decreases towards the kerf exit for all kerf thicknesses considered. The flow acceleration in the kerf also results in the second peak of the Nusselt number and the skin friction.

The melting at the kerf surface was omitted and the constant temperature boundary representing the melt surface is incorporated in the analysis. However, care was taken during the mesh generation to avoid grid dependent solutions.

The findings and discussions provide the useful information on the practical laser cutting process, in particular, physical insight into the effect of the kerf thickness on the heat transfer and skin friction.

No previous work has been carried out in three‐dimensional space to predict the heat transfer and skin friction, which are important for practical laser cutting applications. Therefore, the work reported is original.

In a world of fast-changing markets, corporate brand is the heart and soul of a company. A company’s employees are crucial in nourishing a successful corporate image. Eventually, organizations require committed employees who orient their energy and drive the company toward a shared vision. However, employees’ deviant behavior can cripple the organization’s brand image. Given this fact, the purpose of this study is to offer strategies that can play a vital role in overcoming destructive deviance and in turn fostering the pavement for building a strong corporate brand image.

Given the purpose, this study used systematic review of literature to analyze the newspaper articles that reported the cases of deviant behaviors exhibited by employees of “Air India” and were published between 2015 and 2017. Further, this study used document analysis to identify and categorize the various forms of deviant behaviors exhibited by employees of Air India.

The current study asserted four chief interventions, namely, talent management strategies, resilience, workplace spirituality and mindfulness to overcome destructive deviance and promote constructive behavior among employees of Air India.

The present study offers vital implications for organizations to curb the escalating deviant behavior among employees in the hospitality industry. These interventions might lay a significant pavement for fostering positive emotions among employees, which in turn could play a crucial role in enhancing service quality and building a strong brand image.

Given the mounting cases of deviant behavior among employees, the present study draws attention to the necessity for a shift in the generic organizational strategies and instigates organizations to integrate the study’s strategies to curb deviant behavior and in turn build a strong corporate image.

While existing research in organizational behavior has explored such constructs as perceived social impact and extra-role behaviors, there remains a limited understanding of how employees can make positive changes inside and outside the organization within their professional roles. This study aims to bridge the existing research gap by introducing a novel construct, Employee Social Impact Behavior (ESIB), alongside developing and validating a corresponding scale, the Employee Social Impact Behavior Scale (ESIBS), to measure employees' contributions both within their organizations and toward broader societal welfare.

The authors used Hinkin’s (1998) psychometric methodology to develop and validate the ESIBS. The process encompassed initial item generation, item reduction with reliability estimation, confirmatory factor analysis and convergent and discriminant validity examination. The authors used data from diverse samples to find that the ESIBS had a consistent unidimensional structure.

The scale exhibits both convergent and discriminant validity, and criterion-related validity is demonstrated through the scale’s relation with related constructs such as perceived social impact and extra-role behaviors. Overall, the ESIB is found to be a reliable and valid measure.

This study unveils a validated ESIB construct, serving both researchers and practitioners to assess impactful employee behaviors within organizations and toward society. This marks a pivotal enhancement in measuring contributions that extend beyond traditional organizational roles to broader societal change.

The literature on workplace ostracism lacks the integration of the antecedents and consequences of ostracism in a single study, hindering a holistic picture of how perceived workplace ostracism (PWO) emerges and subsequently hampering theoretical development and practical intervention. Based on this critical gap, we examine the effect of person-organization unfit and interpersonal distrust as potential antecedents of PWO, which we propose to affect employee silence. Furthermore, we highlight PWO as a mediator linking interpersonal distrust and person-organization unfit to employee silence. In addition, we further investigate the boundary condition of ethical leadership to address when the effect of PWO on employee silence can be potentially mitigated.

Survey data were collected from 242 service industry employees in the United Arab Emirates, and analyzed using PLS-SEM.

Both person-organization unfit and interpersonal distrust lead to PWO, increasing employee silence. Feeling ostracized serves as a mediator, linking interpersonal distrust and person-organization unfit to employee silence. Ethical leadership moderates this, reducing the ostracism’s impact on silence, showcasing its value in mitigating harmful workplace dynamics.

The study is useful for organizations and managers as it illustrates the causes and consequence of PWO and provides practical solutions.

This study is one of the scarce endeavors to holistically investigate workplace ostracism by testing its antecedents and consequence in a single model. Furthermore, it explores person-organization unfit as a novel antecedent of PWO.

The purpose of this study is to unearth the factors that influence tourists’ revisit intention. The proposed model of the study is grounded on using the theory of planned behaviour (TPB) and extending it with additional variables, i.e. satisfaction, destination image, perceived risk, service quality and perceived value.

This study adopted a cross-sectional approach to collect data. The data were collected by conducting a field survey questionnaire on 330 respondents and were analysed using partial least squares version 3.2.9.

The results show that perceived behavioural control, perceived value, destination image and satisfaction significantly affect visitors’ revisit intention. The influence of perceived value, perceived service quality and destination image on satisfaction is also confirmed. On the other hand, satisfaction is found to be a significant mediator between perceived service quality, destination image and perceived value.

The extended TPB model that includes perceived service quality, perceived value, perceived risk and satisfaction provided a model with a theoretical basis to explain tourist revisit intentions to a tourist destination.

El objetivo principal del estudio es descubrir los factores que influyen en la intención de revisita de los turistas. El modelo propuesto para el estudio se basa en el uso de la teoría del comportamiento planificado y se amplía con variables como la satisfacción, la imagen del destino, el riesgo percibido, la calidad del servicio y el valor percibido.

Este estudio adoptó un enfoque transversal para la recogida de datos. Los datos se recopilaron mediante un cuestionario de campo en el que participaron 330 encuestados. Los datos se analizaron utilizando la versión 3.2.9 de PLS.

Los resultados muestran que el control conductual percibido, el valor percibido, la imagen del destino y la satisfacción afectan significativamente a la intención de revisita. También se confirma la influencia del valor percibido, la calidad de servicio percibida y la imagen del destino sobre la satisfacción. Por otra parte, la satisfacción resulta ser un mediador significativo entre la calidad de servicio percibida, la imagen del destino y el valor percibido.

El modelo TPB ampliado que incluye la calidad de servicio percibida, el valor percibido, el riesgo percibido y la satisfacción proporcionó un modelo con una base teórica para explicar las intenciones de revisita de los turistas a un destino turístico.

本研究的目的是揭示影响游客重访意向的因素。本研究提出的模型以计划行为理论（TPB）为基础, 并以额外的变量（即满意度、目的地形象、感知风险、服务质量和感知价值）进行扩展。

本研究采用了横断面的方法来收集数据。通过对330名受访者进行实地调查问卷来收集数据, 并使用偏最小二乘法3.2.9版进行分析。

结果显示, 感知行为控制、感知价值、目的地形象和满意度对游客的再访意向有显著影响。感知价值、感知服务质量和目的地形象对满意度的影响也被证实。另一方面, 满意度被发现是感知服务质量、目的地形象和感知价值之间的一个重要中介因素。

包括感知服务质量、感知价值、感知风险和满意度在内的扩展TPB模型为解释游客对旅游目的地的再访意向提供了理论基础。

关键词: 满意度; 旅游; 计划行为理论; PLS-SEM; 目的地形象

Crises significantly affect the “people” dimension of the triple bottom line, disrupting careers through economic consequences, reducing organizational trust and altering career choices. Entrepreneurial careers may emerge as an alternative to secure income and career control. Crises can generate career shocks, prompting transitions from traditional employment to entrepreneurship. This study aims to investigate how crises influence career transitions, particularly entrepreneurial intentions, focusing on the effects of layoffs, job insecurity and perceived employability during COVID-19. It explores both direct and indirect impacts of these factors through career shock, contributing to career and entrepreneurship research.

Cross-sectional data were collected in the United Arab Emirates (UAE) using snowball sampling during the COVID-19 health crisis. The final sample consisted of 211 working individuals. An online questionnaire was distributed to participants. The study hypotheses were tested using Partial Least Squares (PLS) analysis conducted with SmartPLS 3.0.

The obtained results showed that the layoff of others, job insecurity and low perceived employability are significantly associated with career shock. And that career shock mediates the relationship between these variables and entrepreneurial intention in times of crisis, except for job insecurity.

This research provides insights for employees, managers, organizations and policymakers. It is necessary to carefully address employee expectations and experiences to identify career decisions resulting from career shocks and determine the needed interventions and support.

Very few studies examined the relationship between career shock and entrepreneurial intention. This cannot help human resources management practitioners understand how career shock can trigger the transition from paid employment to an entrepreneurial career. This study broadens the scope of research on human resource management, entrepreneurship and career by examining the direct effects of layoff, job insecurity and perceived employability on career shock as well as on entrepreneurial intention, in addition to their direct effects on the latter through career shock during a crisis.

In response to the dynamic demands of the contemporary business landscape, this study critically examines the pivotal role of ethical leadership in shaping employee’s innovative behavior within organizations. Our research delves into the nuanced interplay between ethical leadership, psychological well-being and innovative work behavior. Drawing from the principles of social exchange theory, our study addresses a critical gap in the literature by exploring the mediating role of psychological well-being in the relationship between ethical leadership and employees' innovative work behavior.

In this quantitative research, data were collected from 384 employees and their direct supervisors in Pakistan’s IT sector using “Google Forms” through a convenience sampling method facilitated by the “LinkedIn” platform. Additionally, the study applied a two-stage structural equation modeling approach, first to assess the uni-dimensionality, and subsequently, to evaluate the proposed hypotheses.

The research results unveiled a robust and positive impact of ethical leadership on innovative work behavior, operating through both direct and indirect pathways mediated by psychological well-being. Intriguingly, the moderating role of perceived organizational support adds depth to our understanding, revealing nuanced conditions under which ethical leadership influences employees' well-being and, subsequently, their innovative contributions.

Beyond theoretical contributions, our study provides practical insights for managers seeking to leverage employees' innovative work behavior for organizational success. By emphasizing ethical leadership as a catalyst, we advocate for its integration into HRM practices. However, recognizing the contextual nature of organizational support, our findings underscore the importance of adaptable leadership strategies to maximize positive outcomes.

Grounded in the principles of social exchange theory, this research marks a pioneering effort to shed light on the link between ethical leadership and innovative work behavior through the mediation of psychological well-being. Additionally, this study makes a valuable contribution to the current body of knowledge by investigating the contingent influence of perceived organizational support on the relationship between ethical leadership and employees' psychological well-being.

This research analyses the simultaneous relationship between perceived risks, destination image and destination loyalty as well as the mediating role of two components of destination image (cognitive and affective) in the relationship between perceived risks and destination loyalty.

The current study used a convenience sampling method for collecting data from 413 respondents using a self-administered questionnaire. Furthermore, the two-step approach for structural equation modelling (SEM) was used to assess the model's psychometric properties and test the proposed structural model.

The results revealed that only socio-psychological and political risks negatively affected destination loyalty. In contrast, performance risk, physical risk and financial risk did not show a significant direct effect on tourists' destination loyalty. Each type of perceived risk significantly contributed to cognitive and affective image formation. However, the financial risk did not significantly affect the affective image. Moreover, the affective component of the image was found to have a higher impact on establishing destination loyalty than the cognitive component of the image. Finally, cognitive and affective facets of the image were found to act as significant mediators between perceived risks and destination loyalty.

The study provides a better understanding of how perceived risks and destination image, if properly managed, exert a better influence on destination loyalty. Moreover, the affective dimension of destination image must be actively used to position Kashmir in the domestic tourism market and connect with individuals, especially those who have negative feelings regarding risky destinations.

This is likely to be the first study to investigate the relationships between various dimensions of perceived risk, destination image and destination loyalty in the context of a volatile destination, i.e. Kashmir Valley (India). Furthermore, the role of two facets of destination image (cognitive and affective) in mediating the relationship between perceived risks and destination loyalty extends and contributes to the theoretical foundation for the destination perception concept.

This study aims to examine the impact of the structural linkages between memorable tourism experiences, destination attachment, tourists’ satisfaction and customer-based destination brand-equity on tourists’ storytelling intentions.

The authors proposed a conceptual model that examines how memorable experiences contribute to tourists’ sense of attachment to a destination, which can lead to their willingness to share their trip stories. Using partial least square estimation, the authors analysed the conceptual model through data generated by a survey of 448 Indian domestic tourists.

Study confirms the validity and usefulness of the conceptualized model, as it shows significant correlations between the key variables. Specifically, the authors found that positive and memorable tourism experiences significantly affect tourists’ attachment and their satisfaction with destinations. As a result, tourists who form a strong customer-based destination brand equity are more likely to develop storytelling intentions.

To the best of the authors’ knowledge, current study is the earliest to explore the association between memorable tourism experiences, tourist satisfaction, attachment, customer-based brand equity and how they impact storytelling intentions of tourists.

This study examined the link between abusive supervision and subordinates’ turnover intentions via job dissatisfaction. In addition, this study examined the moderating effect of continuance commitment in this process.

The authors collected three-wave time lagged data (N = 190) from the hospitality industry in China.

The analysis showed that abusive supervision predicts subordinates’ turnover intentions both directly and indirectly via job dissatisfaction. Moreover, continuance commitment was considered to be a boundary condition such that the mediated link was weaker when higher levels of continuance commitment were present.

This study explains how and when abusive supervision leads to turnover intentions in the hospitality industry. This study also helps hospitality managers to understand the abusive supervision prevalence and provide interventions that can reduce detrimental effects of abusive supervision in hospitality organizations.

Prior research examining the influence of supervisor abuse in hospitality organizations was scant. To bridge this noteworthy gap, this study examined the influence of abusive supervision in Chinese hospitality organizations. This study also discussed the theoretical and practical implications for the hospitality industry.