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Brand authenticity is a crucial concept in determining a continuing relationship between a team and its fans. To better understand brand authenticity in the sport industry, this study explored how professional sport teams' brand authenticity can be enhanced by its antecedents and what is the role of brand authenticity on fan loyalty, ultimately enhancing receptivity to environmental sustainability messaging. A total of 349 fans of the National Football League participated in an online survey. This research employed structural equation modeling to examine the relationships among the eight main constructs in the hypothesized research model. The results indicated that the five predictors positively influenced the team's brand authenticity. Furthermore, enhanced brand authenticity impacted fan loyalty, while receptivity to environmental sustainability messaging was affected by fan loyalty and environmental sustainability attitude. The findings demonstrate how sport organizations can increase fans' receptivity to environmental sustainability messaging through fans' perceived brand authenticity and loyalty. [ABSTRACT FROM AUTHOR]

This paper draws upon qualitative data from a Department for Education (DfE) funded longitudinal study of child and family social workers in England, carried out between 2018 and 2022 exploring factors affecting recruitment and retention, involving annual surveys and follow-up interviews in each year of the project. The changing practice environment during the study – pre, during and post Covid – provided a unique opportunity to consider practitioners' experiences of teams in the workplace during a challenging context. This paper reports the inductive discovery of the importance of teams for retention of staff. Findings include perspectives on team composition; ways of working; leadership, and the relationship between team experiences and worker satisfaction. Key messages include the importance of team support; of loyalty and commitment to the team; and the value of including non-social workers as team members. The paper concludes with messages about the contributions of supportive teams to practice improvement and staff retention and suggestions for further research. [ABSTRACT FROM AUTHOR]

Background: Given the increasing trend of disasters, terrorist attacks, pandemics and other crises, crisis leadership is crucial for nurses who lead others and for those working in such situations. There is a need to define and explore the concept of trust as a component of crisis leadership in nursing. This concept analysis aimed to explore the concept of trust in crisis leadership from a nursing perspective. Methods: A hybrid concept analysis was conducted. The method consisted of three phases: (I) a theoretical phase relying on a structured literature search, including 11 scientific publications; (II) a field-work phase, in which qualitative thematic analysis of interviews with 30 nurses who had been deployed and/or had led others during crises, was conducted and (III) a final analytic phase, where the results from these data collections were merged. Results: The analysis suggested that the fundamentals of trust included a perceived intention to do good, the capabilities of both the leader and the team and the perceived predictability of the leader's behaviour. Trust was found to be built on a perceived forward-looking direction, self-trust and the personal attributes of the leader, such as ethical conduct, the ability to predict the development of crises and an intention to take responsibility and be honest. The social attributes of the relationship between the leader and the team included the intention not to leave anyone behind, loyalty and fostering a sense of belonging among team members. The organisational attributes included a clear organisational structure and clarity of mandate. Conclusions: Trust is an essential component of crisis leadership that depends on a leader's perceived intention to do good, predictability of the leader's behaviour and the capabilities of both the leader and the team. The development of trust relies on the personal attributes of the leader, the social relationship between the leader and the team and organisational attributes. Nurses appointed to lead others during a crisis need to understand the fundamentals of trust as part of leadership in highly demanding situations. Thus, it can be argued that being a leader in a crisis situation requires distinct personal and professional attributes and skills compared to those used to meet routine demands. [ABSTRACT FROM AUTHOR]

The purpose of this research is to study the relationship between Employee Engagement, OCB & Employee loyalty in the hotel industry of India. The study also explored the role of technology in the hotel industry & how it fosters behavioral changes among employees. It is a quantitative study & SPSS was used for mediation & moderated mediation analysis after conducting CFA using AMOS. The findings suggest that Employee engagement has a positive relationship with employee loyalty & that OCB mediates this relationship. Technology usage acts as a positive moderator between employee engagement & OCB. The study extends the literature on Self-determination theory & social exchange theory. The present study will help managers to understand the importance of technology in changing the behavior of employees & instilling a sense of belongingness in them. [ABSTRACT FROM AUTHOR]

This article delves into the nuanced realm of bankruptcy risk assessment, shifting the focus from traditional quantitative financial metrics to a comprehensive evaluation of qualitative indicators. It meticulously categorizes these indicators into four pivotal groups: Management, Financial, Legal, and Operational. The Management category scrutinizes elements like employee loyalty and the professionalism of management, acknowledging their significant influence on a firm's fiscal stability. The Financial section emphasizes assets and the quality of financial reporting, highlighting how these aspects clearly and accurately reflect a company's financial standing. The Legal dimension encompasses regulatory compliance and court disputes, underscoring the fiscal implications of legal adherence and challenges. Lastly, the Operational category includes market reputation, innovations, productivity, standard compliance, and flexibility, each representing operational factors with potential impact on solvency. A key innovation of this study is the development of a unified 5-point scoring scale for the quantitative interpretation of these qualitative indicators. This scale bridges the gap between qualitative evaluation and quantitative analysis, furnishing a robust tool for comprehensive bankruptcy risk assessment. Integrating diverse qualitative factors with a structured scoring system in this research article offers a multidimensional approach to understanding and predicting bankruptcy risks, marking an advancement in financial risk assessment. [ABSTRACT FROM AUTHOR]

Establishing rights in employment relationships based on age is not allowed, as it constitutes indirect discrimination. In matters of discrimination, it is important to distinguish the criterion of age from concepts such as length of service, time in service, time in a position/specialization, or time with the same employer. These notions may be considered synonymous with age, given the important role age plays in their scope. However, their use in determining rights for employees does not lead to age-based discrimination. For example, the CJEU has established that professional experience or loyalty to an employer are not inextricably or determinately linked to age, and it cannot be concluded that any difference in treatment based on loyalty or professional experience constitutes age discrimination. Additionally, it has ruled that granting annual salary increases (seniority bonuses) is legal, as these serve to reward the worker's loyalty and experience, representing a legitimate aim of wage policy. The Court noted that, generally, the use of the length of service criterion for awarding salary increases can be accepted, as seniority corresponds to professional experience. Both national and European law have aimed to preserve traditional age-based institutions existing in the labor market, such as: pay based on length of service, recruitment based on professional experience or seniority in a specific field, and the selection of candidates in competitions based on experience in the profession. [ABSTRACT FROM AUTHOR]

Purpose: This study examines the mediating effect of employee loyalty on the relationship between love dimensions as adapted from the triangular theory of love and business performance of entrepreneurial ventures. Design/methodology/approach: The study employed structural equation modelling in data analysis. However, before conducting confirmatory factor analysis and path analysis, exploratory factor analysis was conducted because most of the items used were new to human resource management (employee–organization relationship), especially among entrepreneurial ventures. Additionally, a Hayes' PROCESS mediation test was conducted to analyze the mediation effect of employee loyalty. Findings: The findings suggest that love dimensions such as employee intimacy, employee passion and employee commitment have positive and significant relationships with employee loyalty. It also appears that employee loyalty plays a significant mediation role in the relationship between love dimensions and business performance of entrepreneurial ventures. Practical implications: The study's findings have several implications. However, all of them are developed to include initiatives related to improving business performance through increasing employee intimacy, employee passion, employee commitment and employee loyalty. Originality/value: The application of the triangular theory of love adds to human resource management and entrepreneurship literature. Very few studies have focused on the love relationship between employees and their organizations especially among entrepreneurial ventures in developing countries. Since in the current settings of business practices employees are considered as important internal customers, extending the triangular theory of love to employee and organizational relationships is critical, because creating an employee–job relationship is considered a short-term emotional feeling. Therefore, there is a need to look into a long-lasting love relationship between employees and their organizations. This is important for increasing employee intent to stay and loyalty within the entrepreneurial ventures. [ABSTRACT FROM AUTHOR]

The present study was conducted to provide an event marketing model in industrial markets. In this regard, first, the literature of the research was reviewed and the original model was developed by extracting the variables affecting the event marketing. Then, necessary corrections were made by a survey of industry and university experts, and in the last stage, the final model was tested at the first Iranian national steel festival and exhibition, which was attended by companies with diverse specialists from all over the country. This research is practical in terms of purpose and descriptive-survey based on the method. The statistical population is some of industry and university experts (in designing phase), and at the testing stage of the model is 395 participants in the first Iranian national steel festival. LISREL and SPSS software were used to analyze the data. The results show that the information exchange and event involvement are the most important event-driven, the image and lasting experience of the event are the most important dimensions, and increasing the loyalty and improve the quality of relationships are the most important achievements of event marketing in industrial markets. Finally, according to the results of the expert evaluation and data analysis, academic and practical suggestions are presented. Introduction This research has provided a good model for event marketing in industrial markets, given the necessity of using the event marketing and previous research. In this model, fitness between brand and event, information exchange, and engaging in the event as Prerequisites, event image and lasting event experience as dimensions, and loyalty and quality of relationships have been studied as the main results of event marketing in industrial markets. Case study The present study was conducted to designing an event marketing model in industrial markets and this model was tested on the participants of the first National Steel Festival of Iran. Materials and Methods This research is practical in terms of purpose and descriptive-survey based on the method. The statistical population is some of industry and university experts (in designing phase), and at the testing stage of the model is 395 participants in the first Iranian national steel festival. For data analysis, LISREL software for confirmatory factor analysis and SPSS software were used for descriptive statistics. Discussion and Results The results of the research are specified in two parts of the results of descriptive statistics and inferential statistics, with comparing findings with other research, discussion and proposals.This model is only the primary framework composed of dimensions and event marketing results, and includes some variables affecting event marketing in industrial markets.Therefore, more variables can be placed in framework. Conclusion In this study, information exchange and involvement in the event as Prerequisites, image and lasting experience of the event as the dimensions, and loyalty (re-participation decision and word of mouth) and quality of relationshipas Were approved as the results of event marketing. [ABSTRACT FROM AUTHOR]

Building employee loyalty is a prerequisite for a company to achieve a competitive advantage, high organizational performance, and sustainability. The lack of voluntary leaves does not result in recruitment costs or reduced efficiency during the adaptation period of a new employee. It helps retain knowledge and experience within the organization. The article aims to explore employees' loyalty in terms of voluntary employment continuity during the pandemic slowdown of COVID-19, when employee loyalty was put to an exceptional test, and identify the factors that have had the most significant impact. This empirical study was carried out for Germany, mainly due to the strength and position of the German economy in Europe and the availability of a large, detailed micro dataset necessary for in-depth econometric analyses. The dataset used in the survey is the fifth wave of the German Linked Personnel Panel—LPP in 2020/21 (N = 7397). A multinomial logit model was used as a research tool. Loyalty appears as an explained variable in four ordered logit models that differ in the set of explanatory variables. The explanatory variables include demographics, job title, working conditions, compensation and rewards, job content, training and career development, teamwork, and relationships with colleagues and superiors. The results confirm the influence of extra-organizational factors, such as age and living in a four- or five-person household, on employee loyalty. However, age seems to be a factor of decreasing importance. Too much complexity of work, manifested by great task variety, working in multiple teams, and the requirement to perform work remotely, harmed employee loyalty during the pandemic. Findings justify building loyalty based on sustainable human resource policies to increase income satisfaction, reasonable workload, competence development, and greater autonomy at work. It is also clear that leadership issues (fairness in contact with superiors and recognition for work) mattered during this challenging time and have a high potential to improve employee loyalty in the future. [ABSTRACT FROM AUTHOR]

Copyright of Právník is the property of Czech Academy of Sciences, Institute of State & Law and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The study reveals several critical insights. Firstly, cultural differences significantly impact global talent management strategies, with a grand mean of 4.25. These differences influence various aspects, including talent recruitment, employee engagement, talent retention, and performance feedback. Cultural diversity enhances creativity and innovation within teams, but it also necessitates culturally aware management practices and policies to ensure effective team dynamics and conflict resolution. Organizations that invest in cultural awareness training and develop policies that consider cultural nuances are better positioned to manage a diverse workforce effectively. Language barriers also significantly impact global talent management strategies, with a grand mean of 4.13. Effective communication is crucial in a globalized business environment, and language barriers can lead to misunderstandings, reduced team collaboration, and challenges in providing performance feedback. The study highlights the importance of providing language training programs and translation services to overcome these barriers. Additionally, valuing multilingual employees for their ability to bridge communication gaps is essential for enhancing global team productivity and ensuring smooth international operations. Diverse workforce expectations have a significant impact on global talent management strategies, with a grand mean of 4.16. These expectations influence recruitment, retention, employee engagement, and compensation strategies. Understanding and addressing the varied needs and preferences of a diverse workforce is crucial for creating an inclusive and supportive work environment. Organizations that tailor their policies and practices to accommodate diverse expectations can foster higher levels of employee satisfaction, engagement, and loyalty. This includes promoting an inclusive workplace culture, developing leadership training programs focused on managing diversity, and using data-driven approaches to inform talent management strategies. Overall, the findings underscore the importance of integrating cultural, linguistic, and diversity considerations into global talent management strategies. By addressing these factors, organizations can enhance their ability to attract, retain, and develop top talent from diverse backgrounds, ultimately driving innovation, competitiveness, and organizational effectiveness in the global market. [ABSTRACT FROM AUTHOR]

Existing literature primarily concentrates on the early stages of mobile device adoption, neglecting the investigation of how differentiated characteristics of mobile social media influence users' perceived values and outcomes after acceptance. Consequently, the principal objective of this research is to empirically examine the associations among the fundamental characteristics of mobile social media (i.e., interactive characteristic, informational characteristic, and personalized characteristic), perceived values (i.e., functional value and experiential value), and final consequences, especially user loyalty and positive WOM. Using uses and gratifications theory as a foundation, the current research proposes a conceptual model that investigates the key factors that determine individuals' loyalty and positive WOM on mobile social media by incorporating two perceived value variables. The research employed a quantitative methodology, which consisted of conducting a survey with a total of 826 participants in mainland China. The data was processed and analyzed using structural equation modeling 25.0 software and Amos 25.0 software. Obtained results of this research demonstrated that informational characteristic and personalized characteristic significantly influence mobile social media users' perceived functional value and experiential value. This study also indicated that experiential value influence user loyalty and positive WOM. However, interactive characteristic exhibits insignificant impacts on functional value. This article provides an essential contribution to the existing body of literature on mobile applications by presenting a comprehensive theoretical underpinning and practical implications that illuminate the ongoing utilization of mobile devices. [ABSTRACT FROM AUTHOR]

This article addresses the impact of "greenwashing" on the green purchase intentions of Egyptian consumers. The research aims to analyze how greenwashing practices affect purchase intentions by studying the role of love and loyalty to brand image and consumer confusion. The results showed that greenwashing negatively affects purchase intentions, highlighting the need for companies to cease these practices to ensure that consumers are accurately informed about the environmental aspects of products. The study also emphasizes the importance of building trust in green brands to enhance purchase intentions. [Extracted from the article]

The media industry has been disrupted, challenging how young people interact with others in the workplace and develop their professional networks. This study addressed how media managers can support young workers from a social capital perspective. Concepts in the social capital model of organizational socialization were measured through a survey (N = 136) of media professionals in the first 5 years of their professional careers. Results revealed that social support within organizations helps young people build social career capital. Social career capital also predicted career adaptability, professional self-efficacy, job satisfaction, and employee loyalty. Managerial and theoretical implications are discussed. [ABSTRACT FROM AUTHOR]

This paper examines the process through which perceived organisational support (POS) affects volunteers' affective commitment (AC) by investigating the mediating role of leader-member exchange (LMX) in the relationship between POS and AC of volunteers in five non-for-profit organisations in Queensland, Australia. Data collected from 213 participants with a cross-sectional survey questionnaire were analysed to validate the hypotheses. The result reveals that POS has a significant direct effect on volunteers' AC, as well as indirect significant effect through LMX. The results of the study provide new knowledge about the importance of a supportive workplace relationship between immediate supervisors and volunteers in enhancing volunteers' positive organisational experiences that would lead into higher loyalty and involvement. [ABSTRACT FROM AUTHOR]

Accessible Summary: What is known on the subject: Secondary traumatic stress (STS) is the indirect traumatisation of a person through the stress of helping or knowing about other's trauma. Burnout is gradual exhaustion in response to long‐term work‐related stress. Both have negative psychological, physiological and/or organisational consequences; however, the existing research in forensic health care professionals (FHCPs) is limited.One study explored STS in FCHPs and found that lower psychological flexibility (ability to adapt) was a predictor of greater STS. Existing research on burnout in FHCPs suggests that individual differences, such as the ways in which we cope (talking to people vs. using substances), may predict burnout levels. What the paper adds to existing knowledge: Prevalence findings add to the recent evidence base, which also found moderate levels of burnout. However, this study is the first to find high levels of secondary traumatic stress in FHCPs.Similar to existing literature, the study's findings suggest that FHCP's with lower levels of psychological flexibility and more maladaptive coping strategies may experience greater STS and burnout symptoms, while staff who use more adaptive coping strategies may experience less burn‐out.Unexpectedly, staff who reported a more anxious attachment style were burnt‐out; however, there are limitations to this finding. What are the implications for practice: Policies and practices in forensic settings should reflect the risk of STS and burnout.Practices or interventions should enhance adaptive coping strategies and psychological flexibility, such as Resilience Enhancement Programmes or Acceptance and Commitment Therapy (ACT). Introduction: Secondary traumatic stress (STS) and burnout literature in inpatient forensic health care professionals (FHCPs) is limited, despite the psychological, physiological and organisational consequences. Aims: This study aimed to further this limited evidence base, investigating predictors of STS and burnout in FHCPs. Method: 98 healthcare professionals working in two UK forensic inpatient settings completed measures assessing: burnout, STS, psychological flexibility, coping style, attachment style and a demographic questionnaire recording length of service and the sex of staff. Results: Results indicated high STS and moderate burnout levels. The main predictors of STS and burnout were poorer psychological flexibility and greater maladaptive coping styles, whereas lower burnout was predicted by greater adaptive coping styles and an anxious attachment style. Discussion: This study has contributed towards a limited evidence base and indicates poorer psychological flexibility and greater maladaptive coping may be risk factors for STS and burnout in FHCPs, whereas greater maladaptive coping may be a protective factor. Implication for Practice: The findings suggest that interventions such as Acceptance and Commitment Therapy (ACT) and coping skills interventions, may offer protective benefits to inpatient forensic healthcare professionals. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Health & Nursing Management / Sağlık ve Hemşirelik Yönetimi Dergisi is the property of Logos Medical Publishing and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The high level of social media use by Indonesian people has led companies to use it as a means of marketing communication for a brand. The study try to examine the direct and indirect impacts on brand loyalty of the use of social media for marketing activities through brand trust as a mediator. The method used associative research with a research sample of 150 customers of Cafe Kopi Salarea, Bandung. The study proves that there was a direct and indirect effect social media marketing on brand loyalty through brand trust. While content marketing hasn't a direct effect but has an indirect effect through brand trust. The results expand on the findings of earlier research that are still rare and can be used to develop subsequent research models. Marketing through social media is an effective strategy for companies to increase brand trust and brand loyalty. The findings of this study highlight the significant role of social media marketing in fostering brand loyalty, both directly and indirectly through brand trust. While content marketing does not have a direct effect on brand loyalty, its influence is mediated effectively by brand trust. These results emphasize the importance of social media as an impactful marketing strategy for enhancing brand trust and loyalty, providing valuable insights for companies aiming to strengthen their brand positioning in the digital era. [ABSTRACT FROM AUTHOR]

This study explores the influence of organizational culture, leadership style, and generational differences on employee loyalty to the company. Employee loyalty is a critical factor for organizations seeking long-term success and competitiveness, as loyal employees are more engaged, productive, and committed. The research uses a qualitative approach based on literature review and library research to understand the interactions between organizational culture, leadership style, and the generational factors that impact employee loyalty. Organizational culture is a key determinant in shaping employees' attitudes and behaviors, influencing their level of commitment and engagement with the company. Leadership style, whether transformational, transactional, or laissez-faire, also plays a significant role in motivating employees and fostering a sense of loyalty. Additionally, the study highlights the growing importance of understanding generational differences in the workforce, as Baby Boomers, Generation X, Millennials, and Generation Z exhibit distinct values, expectations, and work preferences. This research aims to provide a comprehensive understanding of how these factors collectively influence employee loyalty and offer insights for organizations to enhance loyalty across different generations. The findings suggest that a positive organizational culture, combined with effective leadership that aligns with the expectations of different generations, can significantly improve employee loyalty. The study recommends that companies invest in developing a supportive work environment, adaptive leadership strategies, and policies that recognize generational differences to foster loyalty and reduce turnover. [ABSTRACT FROM AUTHOR]

Numerous scandals and failures within governmental entities have drawn significant attention to ethical leadership. This study examined how public sector ethical leadership influences worker loyalty in Somalia through the underlying mechanisms of worker motivation and worker job satisfaction. Using an online cross-sectional quantitative design, we collected data from 300 public sector employees across numerous federal ministries in Mogadishu, Somalia. We analyzed the data using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that public sector ethical leadership, employee motivation, and job satisfaction positively and significantly affect employee loyalty. Furthermore, public sector ethical leadership positively and significantly affects workers' motivation and job satisfaction. Finally, the findings show that public sector worker motivation and worker job satisfaction partially mediate the relationship between public sector ethical leadership and worker loyalty. The current study offers novel perspectives on the mediating effect of worker job satisfaction and motivation on the association between public sector ethical leadership and worker loyalty. The current study empirically outlines the significance of public sector ethical leadership, worker motivation, and job satisfaction in fostering worker loyalty in the setting of Somali governmental entities. Thus, to satisfy employees and increase their loyalty, policymakers and administrators in the Somali public sector should support ethical leadership, implement inspiring programs, and foster a positive work environment. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Accounting Knowledge is the property of Shahid Bahonar University of Kerman, Faculty of Management & Economics and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In the digital era, mobile applications have become essential tools for companies to foster consumer loyalty by enabling seamless interactions, efficient transactions, and accessible customer service. This study examines the impact of digitalization on customer loyalty through a qualitative case study of Sociolla, focusing on the SOCO application. Data were collected via purposive sampling involving a company representative and a Sociolla consumer and analyzed using thematic analysis, presenting findings narratively. Sociolla demonstrates the strategic use of digital platforms for branding and consumer engagement. The consumer informant reported increased interest, enthusiastic event participation, app downloads, and a clear understanding of Sociolla's brand identity, highlighting the ecosystem fostered between the company and its customers. These findings underscore the broader applicability of effective digital strategies in engaging customers and enhancing brand loyalty across industries. The study concludes that mobile applications capture customer attention, drive active involvement, and strengthen brand relationships when effectively leveraged. It also identifies a need for future research to quantitatively assess the impact of digital platforms on loyalty, engagement, and brand attachment. However, the study's scope is limited to Sociolla, a cosmetics retail brand with a predominantly female customer base. Expanding research to include diverse demographics, regions, and industries could provide richer insights into the effectiveness of digitalization strategies in maintaining customer loyalty across varied contexts. [ABSTRACT FROM AUTHOR]

Copyright of Antalya Bilim University Law Review is the property of Antalya International University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The aim of this work is to examine the communication behaviour of Generation Z in a professional context and to identify their specific wishes regarding the behaviour of superiors. In addition, success factors of contemporary Human Resource Management 4.0 (HRM 4.0) are identified. A further goal of this paper is to demonstrate companies and superiors how they can meet the needs of Generation Z, in order to position themselves as good leaders and as an attractive employer in order to maintain the company's performance in the long term. The most important results of this study show that appreciative leadership behaviour creates trust between employees and superiors. This optimizes Generation Z's communication behaviour towards superiors. Furthermore, for Generation Z, an appreciative management culture that is committed to the well-being of employees is crucial for their choice of employer, their work productivity, their employee loyalty and their fluctuation behaviour. In consequence, it is essential for companies to consider the demands of Generation Z in order to remain competitive. [ABSTRACT FROM AUTHOR]

This study investigates the crucial role of customer satisfaction in business success, emphasizing the need for enterprises to prioritize customer needs and desires to achieve long-term growth and repeat business. Utilizing a descriptive-survey research method, the study focuses on understanding the current satisfaction levels of customers with a company's service quality. The research sampled 100 customers from a population of 150 using Slovin's formula, ultimately analyzing 79 responses from those who had been customers for at least three years. The findings reveal that most respondents rated the company's service quality highly in areas such as reliability, assurance, tangibles, empathy, and responsiveness. However, there was notable dissatisfaction with the speed of service, product pricing, customer loyalty, and complaint resolution. A significant relationship between service quality and customer satisfaction was identified, with long payment processing times highlighted as a major issue. In response to these findings, the study recommends several strategies to enhance customer satisfaction: conducting training and workshops for employees to reinforce standard operating procedures, implementing an improved feedback management system, and introducing loyalty programs to boost repeat business. Additional recommendations include establishing a centralized customer service hotline, conducting regular evaluations of service speed, providing waiting areas for customers, offering monthly discount allowances, and increasing staff during peak and lean seasons. These measures aim to address the identified challenges and enhance the overall customer experience, ultimately contributing to the company's sustained success. [ABSTRACT FROM AUTHOR]

In the face of global competition, it is imperative to conduct research on organizational identification in order to maximize employee commitment and organizational loyalty. Understanding how employees identify with their organizations can lead to improved productivity and retention rates. Organizational identification (OI) refers to an individual's cognitive and affective connection to an organization. It exerts a significant impact on employee attitudes, behaviors, and job performance. It indicates an employee's emotional bond, connectivity, and recognition with their company. This study aims to examine the impact of OI using bibliometric analysis and a literature review. Despite the topic's wide use and coverage, the literature lacks quantitative data for bibliographic element analysis, making this study unique. This research fills that knowledge gap. We selected 227 research publications from the ABDC's 2022 Quality Journals list, with A*, A, and B category journals for 2013 and 2022. The research methodologies employed encompassed trend analysis, scientific mapping, bibliographic coupling, co-occurrence analysis, and so on. Also, this study provides in-depth thematic analysis, content analysis, and a theoretical framework that contributes to the originality of the research. Our research findings offer bibliographic insights that enhance the study of literature. The study found that top journals are more interested in this topic. "Journal of Business Ethics" is very productive, whereas "Academy of Management Journal" holds the most influence. The study also highlights research gaps through quantitative and qualitative research. The study concluded by proposing further investigation and examining the consequences of its findings. [ABSTRACT FROM AUTHOR]

This study examines the influence of employee welfare, both financial and non-financial, on employee loyalty at PT Perkebunan Nusantara V11. Human resources are crucial assets for companies, but the intrinsic drive to contribute often leads to job burnout that negatively impacts productivity and working relationships. Welfare, which includes financial aspects such as salary and incentives as well as non-financial aspects such as work environment and work, is an important factor in building employee loyalty. This study aims to analyze the significant relationship between financial, non-financial well-being and employee loyalty and compare the strength of the influence of each. This research uses descriptive quantitative research, with respondents totaling 150 employees who are used as research samples. The method used in collecting data in this study is through distributing questionnaires. The regression results show that employee welfare, both from a financial and non-financial perspective, shows a significant and positive influence on employee loyalty. Goodfinancial conditions are proven to contribute to increased loyalty, as well as non-financial aspects. Overall, these two factors effectively explain 71% of the employee loyalty level, while the remaining 29% is influenced by other variables not examined in this study. And the results of the correlation show that non-financial welfare has a stronger influence than financial welfare. [ABSTRACT FROM AUTHOR]

Purpose: The article explores the evolving nature of the workplace, emphasising the importance of soft skills alongside technological proficiency for organisational success and employee retention. Design/methodology/approach: A qualitative approach to examine the role of soft skills in the contemporary workplace, drawing insights from the ADP People at Work 2023 report and expert opinion to highlight the significance of interpersonal competencies in driving collaboration, innovation and employee loyalty. Findings: The findings underscore the pivotal role of soft skills in fostering cohesive work environments, enhancing employee engagement and mitigating turnover rates. It emphasises the need for organisations to prioritise the development of soft skills through recruitment, training and performance management initiatives to achieve sustained success in a dynamic business landscape. Originality/value: The article contributes to the existing literature by synthesising insights from various sources to advocate for the integration of soft skills into organisational practices. It highlights the strategic imperative for HR leaders to embed soft skills into recruitment processes, training initiatives and performance management practices to nurture a culture of resilience, innovation and collective success in the modern workplace. [ABSTRACT FROM AUTHOR]

Employees are an asset to the company. The success of a company is highly dependent on the quality of its employees. Changes in the era of globalization demand the existence of employees who have the ability to compete. As one of the private companies, of course, company XYZ must be able to have qualified employees in order to excel from similar competitors. One of the aspects possessed by qualified employees is a high level of loyalty. This study aims to evaluate the level of loyalty of employees of XYZ company that is affected by the work environment and mediated by employee satisfaction. This study uses a verifiable descriptive approach, with a sample of 68 informants. Data collection was carried out through a questionnaire with data processing using SEM-PLS. The findings of the study show that the work environment has a significant effect on employee loyalty levels. On the continuum line, the work environment and employee loyalty are in the high category. This research also highlights the need for XYZ company to improve the professional equipment used to support Employee Loyalty which ultimately affects the company's performance. This research also highlights the need for XYZ company to improve the professional equipment used to support employee loyalty which ultimately affects the company's performance. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Ekonomi Manajemen Sistem Informasi (JEMSI) is the property of Dinasti Publisher and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

We are engaged in the study of loyalty systematically built and anchored in the form of consumer loyalty programmes. The aim of this theoretical review is to identify the problems and challenges retailers face in communicating with customers using loyalty programmes in a period of significant societal change. We examined 411 scholarly studies registered in the Web of Science database. Based on the results of the analysis, we identified the challenges faced by sponsoring organisations in the operation of modern loyalty programmes, which we divided into 14 categories by common features. The result is a compact theoretical overview about loyalty programmes. The aim of the empirical research, conducted through written inquiries and individual semi-structured interviews, is to find out how Generation Z respondents perceive loyalty programmes. The selected results reveal that there is a relatively large group of loyalty programme members who believe that they are not adequately rewarded by the sponsoring organisation. [ABSTRACT FROM AUTHOR]

Aim: This study was designed to examine the nurse managers' boundary-spacing leadership's impact on the relationship between nurses' work embeddedness and innovative work behaviors. Background: In today's evolving healthcare environment, innovation is essential for enhancing patient care, optimizing resources, and supporting healthcare professionals. Nurses are pivotal in driving bedside innovation, but cultivating a culture of innovation within nursing teams involves more than just promoting creative ideas. Methods: This is a descriptive correlational study that was conducted at one governmental hospital in Tanta, Egypt. Using Nurse Managers Boundary-Spacing Scale for assessing boundary-spacing leadership, The Global Job Embeddedness Scale for measuring work embeddedness, and Innovative Work Behavior Scale for assessing innovative work behavior, 250 nurses were surveyed. Data analysis was run using descriptive and inferential analysis. Correlation and regression analysis were used to examine the study hypotheses. Results: There is a statistically significant positive relationship between boundary-spacing leadership and work embeddedness (r = 0.615, p < 0.001). Boundary-spacing leadership accounted for 56% of the variance in work embeddedness and 36% of the variance in nurses' innovative work performance. These results highlight the pivotal role of boundary-spacing leadership in both enhancing nurses' work embeddedness and boosting their innovative behaviors. The substantial variance explained by boundary-spacing leadership underscores its critical influence on fostering a supportive and innovative work environment within the nursing field. Conclusion: Boundary spacing leadership style involves connecting internal and external resources, fostering information exchange, and advocating for the nursing team. While work embeddedness positively correlated with innovative work performance, its impact was less significant than boundary-spacing leadership. This suggests that feeling attached to the organization fosters innovation, but leadership style has a stronger influence. Furthermore, the study found a positive and significant correlation between innovative work performance and both work embeddedness and nurse managers' boundary spacing leadership. Practical Implications: The findings emphasize that boundary-spacing leadership is crucial for enhancing both nurses' work embeddedness and innovative behaviors. Healthcare organizations should focus on developing these leadership skills to create a supportive work environment, foster innovation, and improve staff retention [ABSTRACT FROM AUTHOR]

The text discusses the Employee Retirement Income Security Act (ERISA), which establishes standards for retirement and health plans in the private sector in the US. Fiduciaries under ERISA are required to make prudent investment decisions with loyalty to the plan and its participants, acting solely in their best interest. The duty of prudence, impartiality, and loyalty are essential components of fiduciary duty under ERISA, emphasizing the importance of independent investigation and thorough research. The text also explores the fiduciary duties of trustees in investment decisions, particularly in relation to ESG investing, highlighting the sole interest rule as a key principle to ensure trustees act in the best interest of beneficiaries. Indiana's anti-ESG statute is referenced as a potential model for other states looking to protect fiduciary duties. [Extracted from the article]

Should online retailers be concerned about being perceived as ethical? Previously, researchers found that being perceived as ethical can help online retailers develop trust and satisfaction among consumers and convert them into loyal customers. Most studies have focused on the role of online retailers' ethics in enabling trust, satisfaction, and loyalty; almost none of the previous studies have focused on its impact on consumer–brand relationships, such as brand love. We investigated how becoming ethical can help online retailers garner brand love. The dataset (n = 407) was sourced from an online survey using a structured questionnaire. We tested the influence of the multidimensional construct of ethics of online retailing on brand love and the influence of brand love on trust, satisfaction, and loyalty. This research finds that being perceived as ethical can help online retailers enhance brand love and gain consumers' trust, satisfaction, and loyalty. [ABSTRACT FROM AUTHOR]

The article focuses on the lack of rationality in the COVID-19 crisis management despite existing preparedness plans from governments and the World Health Organization. Topics include the recommendations from the WHO's 2019 preparedness plan regarding social-distancing and travel-related measures, the mismatch between these guidelines and the actual crisis response, and the overall inefficacy of the measures implemented.

Employee loyalty is crucial for an organization's success, especially during economic recovery after the COVID-19 pandemic. This research aims to develop a framework of employee loyalty for the public sector, examining the relationship between corporate social responsibilities (CSR), perceived organizational support (POS), organizational identification, and employee well-being. The research addresses the gap in the literature on employee loyalty in public sector organizations and provides valuable insights into the mediating roles of employee well-being and organizational identification in enhancing employee loyalty in the Vietnamese public sector. The findings of this study showed that both CSR and POS positively impact organizational identification and employee well-being. Also, organizational identification and employee well-being play mediating roles in the relationship between CSR, POS, and employee loyalty. However, there is an insignificant relationship between POS and employee loyalty in the Vietnam public sector context. By combining both social identity theory and organizational support theory perspectives, this research offers a more integrated and holistic approach to understanding the path from CSR and POS to employee loyalty, providing managers and policymakers with a more concrete perception of the value and role of CSR and POS in building long-term trustworthy relationships with employees. Plain Language Summary: The Roles of Corporate Social Responsibility and Perceived Organisational Support on EmployeeLoyalty in the Vietnamese Public Sector Employee loyalty (EL) is a significant challenge, especially during the economic recovery after the COVID-19 pandemic. Employee loyalty requires organizational resolutions, such as emotional involvement and consistent commitment to the company for positive organizational performance. Loyal employees tend to be more productive, offer improved customer service, and incur lower labor turnover costs, thus generating higher business revenue growth. This study aims to examine the relationship between Corporate Social Responsibility (CSR), Perceived Organizational Support (POS), organizational identification, employee well-being, and employee loyalty. It also seeks to explore the mediating roles of organizational identification and employee well-being in the relationship between CSR, POS, and employee loyalty. [ABSTRACT FROM AUTHOR]

The present study provides a comparative analysis of the media convergence of China Media Group and US Agency for Global Media to illustrate the increasing US–China rivalry in international communication. It yields the following tentative findings: Both have been undergoing rigorous development at the technological and operational levels of convergence to enhance international communication; both are made to show more explicit loyalty to its official ideology, and both have become more monolithic via convergence; both have integrated their broadcasting services for an increasingly integrated market of information and news; both seem to be weaponizing itself against each other to fuel rivalry in international communication between the two nations rather than deepening mutual understanding and cooperation for mutual good and global good. The two case studies reveal that media convergence has not been able to liberate journalism from nationalistic constraints and transform it into an instrument to spawn new ideas and disseminate high-quality information and news for global public good. [ABSTRACT FROM AUTHOR]

OBJECTIVE: To examine the correlation between nurse manager (NM) competencies, work environment (Practice Environment Scale of the Nursing Work Index [PES-NWI]), and frontline nurses' intent to stay; the direct effect of NM competency on frontline nurses' intent to stay; and the indirect effect of NM competency on frontline nurses' intent to stay, mediated by PES-NWI. BACKGROUND: PES-NWI and NMs' competency can impact frontline nurses' intent to stay. METHODS: Cross-sectional study with secondary analysis of NM Competency and NDNQI® (National Database of Nursing Quality Indicators®) RN Survey data with path analysis for effects of the model's variables. RESULTS: Positive, weak correlations between NM competencies and frontline nurses' practice environments were found; NM competencies and frontline nurses' intent to stay were not correlated. Paths were NM competency/PES-NWI (β = 0.20, P = 0.001) and PES-NWI/intent to stay (β = 0.55, P < 0.001); NM competency/intent to stay was not significant. Indirect effect of NM competency on frontline nurses' intent to stay was mediated through PES-NWI (β = 0.11, P = 0.002; 95% confidence interval, 0.05-0.17). CONCLUSIONS: Investing in NMs' competency can help create supportive work environments and frontline nurses' intent to stay. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to validate the 17-item Utrecht Work Engagement Scale (UWES-17) within Public Primary Healthcare Centers, addressing the need for a reliable measure of work engagement among health workers. Design/methodology/approach: This study conducted a validity and reliability analysis of the UWES-17 among community health workers in Chile, exploring its psychometric properties and structure, focusing on its three-factor structure and examining the causal relationships between work engagement dimensions. Findings: The UWES-17 demonstrated a valid and reliable three-factor structure among Chilean health workers, with a significant construct dependence among its dimensions –vigor, dedication and absorption – highlighting their interrelated nature. Research limitations/implications: While validated for community health workers in Chile, the UWES-17's applicability across healthcare settings and professions warrants further investigation. Practical implications: The validated UWES-17 can guide human resource practices in assessing and enhancing work engagement among health workers, potentially improving employee well-being and performance. Social implications: Addressing work engagement and burnout among health workers is vital for a resilient healthcare system. This validated measure contributes to efforts to improve health worker well-being and healthcare service quality. Originality/value: This study contributes a validated measure of work engagement specifically tailored to public primary healthcare centers, offering valuable insights for future research on health workers' well-being and performance. This research enhances the understanding of organizational dynamics within public healthcare settings. [ABSTRACT FROM AUTHOR]

This paper explores the relationship between talent management and dimensions of employee commitment at Nelspruit Banks, a major player in Mpumalanga Province. The paper uses a self-administered Likert-scale questionnaire to collect employee responses on talent management and its impact on normative, affective, and continuance commitment levels. The questionnaire was analysed using IBM SPSS version 28, 63 questionnaires were used for data analysis. This study employed both descriptive statistics (means, frequencies, and pie charts) and inferential statistics (Pearson product moment) to investigate the relationship between talent management and employee commitment. The main findings of the study indicated that talent management positively correlates with two employee commitment components. Notably, talent management positively correlated with continuance and normative commitment. These findings underscore the importance of talent management practices in fostering employee loyalty and retention. It is recommended that Banks consider implementing targeted strategies to foster a positive work environment, recognize and reward employee contributions, and provide opportunities for career development and growth. By focusing on these areas, the banks can strengthen employee commitment and improve overall organizational performance. [ABSTRACT FROM AUTHOR]

Many factors have contributed to the continuous departure of workers from the Nigerian healthcare system since the COVID-19 outbreak. Therefore, this study aimed at examining the effect of job crafting on the loyalty of healthcare workers in public hospitals in Lagos, Nigeria. The study population was 11,084, comprising all the doctors and nurses in public hospitals in Lagos, with a sample size of 725 using the Morgan Sample Size Determination table. We collected primary data using a well-structured questionnaire and conducted analysis using structural equation modeling. The findings revealed a significant positive relationship between job creation and healthcare workers' loyalty in the public healthcare system. This implies that job creation influences health care workers' loyalty. This study suggests that the management of the public healthcare system should encourage and support job crafting while also building and encouraging positive relationships among healthcare workers to ensure their loyalty and effective service delivery. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to investigate the role and features of internal online events (IOE) in organizations and measure their impact on employee outcomes (communication satisfaction and loyalty in active and passive forms). Design/methodology/approach: The study conducted a mixed-method process – first, which involved three semistructured interviews in India, Russia and France, and the data were analyzed through a qualitative coding procedure. Subsequently, a survey was conducted among employees regarding their perceptions of IOE. One hundred eighty-four fully completed questionnaires were collected, and the results were analyzed using structural equation modeling. Findings: The analysis of qualitative data revealed common patterns in IOEs in the organizations across India, Russia and France. The quantitative analysis showed the significant impact of IOEs on perceived communication satisfaction. Which in turn primarily stimulates the development of active employee loyalty rather than passive loyalty. Research limitations/implications: This study acknowledges that the samples were limited to only a few geographical regions of India, Russia and France. Also, the research is subject to sampling limitations due to snowball approach. Practical implications: Internal communication (IC) managers can use this research findings to develop more effective IOEs to address organizational goals and create synergy-based positive outcomes (such as loyalty) within the employees of the organization. Originality/value: Research contributes to exploring the role and characteristics of IOEs by applying engagement theory, emphasizing their capacity as a strategic IC channel to enhance employee involvement. Moreover, the study investigated the impact of IOEs on communication satisfaction and employee loyalty by applying affective events theory to communication. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this article is to analyze employee engagement in decision-making processes in agile organizations and to examine how this engagement affects organizational effectiveness and building competitive advantage. The focus is on identifying key elements of agile employee engagement in various sectors of the economy. Design/methodology/approach: The research was conducted in the form of a survey on a sample of 303 respondents who assessed various aspects of employee engagement in decisionmaking processes. The collected data was subjected to quantitative analysis, including correlation analysis, to examine the links between individual elements of engagement and organizational agility. Findings: Research has confirmed that a high level of employee engagement in decisionmaking processes significantly affects organizational effectiveness and the ability to adapt in a changing market environment. Key aspects such as consulting strategic changes and supporting employee initiatives are of significant importance for building organizational agility. Research limitations/implications: The study is limited by its geographical scope and the industry specificity of the respondents, which may affect the generality of the results. In addition, the self-assessment method may introduce subjective distortions in the responses. Practical implications: The study results can be used by managers to create strategies that increase employee involvement in decision-making processes, which contributes to improving the efficiency and flexibility of the organization. Social implications: Employee involvement in organizational decisions can improve their job satisfaction, increase motivation and loyalty, which translates into a positive impact on work culture and relationships within the organization. Originality/value: The article adds value by providing an in-depth analysis of key aspects of organizational agility and employee engagement, providing managers with practical guidance on how to implement agile management strategies to achieve competitive advantage. [ABSTRACT FROM AUTHOR]

Copyright of Marketing (0354-3471) is the property of SEMA - Srpsko udruzenje za Marketing i Ekonomski fakultet Beograd and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Research Question (RQ): In this paper, we answer the research question of whether platform workers harbour a sense of loyalty towards the platform they work for, despite the transient nature of this work form, the absence of traditional employment benefits and the often-impersonal relationship between the platform and its workers. Purpose: The purpose of this paper is to expand the discussion on employee loyalty to the context of platform work, due to the crucial role employee loyalty plays for both organisations and their workers – employee loyalty helps organisations retain their workforce and avoid the harms of employee turnover, while also fostering a sense of belonging and fulfilment among employees. Method: 20 in-depth semi-structured interviews were performed with food delivery couriers (working for Wolt and Glovo) from Slovenia. Results: Our findings show that while this group of workers does display some behaviours which indicate their loyalty to their platform, such as the fact they mostly speak of the platform positively, they actively recommend it to their peers and they display relatively high levels of trust towards it, they do not feel loyal to the extent where they would intent to stay working for the platform indefinitely. Organization: These findings are important for the sustainability of the platform economy model, as they can help reduce employee turnover and consequently improve the consistency and profitability of digital labour platforms. Society: Findings on employee loyalty within the platform economy have the potential to decrease employee turnover, which is currently one of the biggest limitations to collective action in this sector. Originality: This is one of the first papers to discuss the phenomenon of employee loyalty in the context of platform work, as the concept is typically explored in traditional employment relationships. It contributes to our understanding of whether individuals, platform, or non-platform economy participants, can develop a sense of loyalty even towards employers who offer suboptimal working conditions. Limitations / further research: The current body of knowledge would greatly benefit from a longitudinal study which could explain how platform workers’ sentiments towards their platform change over time.

Human resources are critical assets in the hotel industry, and retaining employees is crucial for the sustainable development of hotels. To reduce employee turnover, the study aims to explore the role of psychological contract and emotional labor on turnover intention. Data from an online survey of 743 employees of luxury hotels in China were analyzed using structural equation modeling (SEM). The results show that employer relational psychological contracts (p < 0.001), employee relational psychological contracts (p < 0.001), and employer transactional psychological contracts (p < 0.01) have an impact on turnover intentions. The study also finds that employee transactional psychological contracts (p > 0.05) do not affect turnover intentions. Furthermore, employee-employer relational psychological contracts (p < 0.01) significantly influence emotional labor, whereas employer transactional psychological contracts (p > 0.05) do not. Emotional labor (p < 0.01) significantly affects turnover intentions. The connection between psychological contracts and turnover intentions is also mediated by emotional labor. These results imply that luxury hotels should prioritize employees’ emotional well-being, create a harmonious work environment, and enhance employee loyalty. This paper provides valuable insights that may reduce turnover and foster sustainable development within the hospitality sector.