Background AI-enabled technologies are increasingly empowering hotel guests and reshaping customer–brand interactions. Yet, how this perceived technological empowerment drives brand advocacy through AI service quality and customer engagement remains underexplored. Objective This study investigates the mechanisms through which perceived technological empowerment (PTE) drives hotel brand advocacy (BA), emphasizing the mediating and moderating roles of AI service quality (AI-SQ), customer engagement (CE), and customer ability readiness (CAR). Methods A survey was conducted among customers of five-star hotels in Egypt, yielding 432 valid responses. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with WarpPLS 8.0. Results The findings reveal that PTE positively influences both CE and AI-SQ, while AI-SQ further enhances CE and mediates the relationship between PTE and CE. Moreover, CAR moderates the relationship between PTE and AI-SQ, with higher customer readiness strengthening the effect. Both PTE and CE are found to positively impact BA, with CE partially mediating the link between PTE and BA. Conclusion These results highlight the critical role of empowering hotel technologies and customer readiness in enhancing AI service experiences, fostering engagement, and ultimately driving brand advocacy. The study provides practical implications for hotel managers seeking to leverage AI-enabled services to strengthen customer relationships and brand loyalty.

Background In the context of Malaysia’s rapidly digitalizing higher education sector, this study investigates the paradoxical role of AI literacy by examining its influence on Service-Oriented Organizational Citizenship Behavior (SO-OCB) through competing parallel mediating pathways of work stressors and work engagement. Methods A quantitative, cross-sectional design was employed. Data were collected from 300 Malaysian academics and analyzed using Partial Least Squares Structural Equation Modelling (PLS-SEM) in SmartPLS 4. Results The findings show that AI literacy has a strong negative relationship with work stressors and a strong positive relationship with work engagement. Both work stressors and work engagement significantly mediate the relationship between AI literacy and SO-OCB, confirming that the primary influence of AI literacy is indirect. Conclusion This study extends Conservation of Resources (COR) theory by establishing AI literacy as a critical personal resource in the digital era and offers practical insights for fostering a resilient academic workforce.

Background Adolescents’ gender attitudes shape not only their personal identities and opportunities but also the wider social systems they enter as future workers, citizens, and decision-makers. Despite increasing academic attention, no comprehensive synthesis has examined how these attitudes have been studied quantitatively over the past two decades. Objective This review examines how adolescent gender attitudes have been studied using quantitative methods, focusing on the geographical scope, research aims, analytical strategies, and measurement practices. Methods A systematic review of 134 empirical studies published between 2000 and 2024 was conducted, based on searches in Web of Science and Scopus. Results Findings indicate a substantial increase in publication output, alongside pronounced regional imbalances in the English language quantitative literature. Studies are predominantly drawn from Asia, North America, and Europe, with fewer contributions from Global South contexts, where relevant research may be published in other languages or regional outlets. In addition, the field relies heavily on established measurement instruments and shows limited theoretical engagement, while school and intersectional contexts remain underexamined, limiting the ability of existing evidence to inform policy and systemic change. Conclusions Future research requires updated and context-sensitive measures, stronger theoretical grounding, and methodological innovation. Such advances are essential to support inclusive education, sustainable development, and effective management of gender equity in social systems.

Background Artificial Intelligence (AI) is transforming service-oriented industries, yet its adoption in developing countries remains underexplored, particularly from the employee perspective. Employees’ perceptions, intentions, and organizational support are pivotal for effective AI integration in hospitality. Objective This study investigates the determinants of AI adoption among employees in Egypt’s hotel sector, drawing on the Unified Theory of Acceptance and Use of Technology (UTAUT). It examines the effects of performance expectancy, effort expectancy, social influence, and facilitating conditions on AI usage, the mediating role of behavioral intention, and the moderating role of gender. Methods A quantitative design was applied using a structured online survey administered to 346 frontline employees in five-star hotels in Greater Cairo. Partial Least Squares Structural Equation Modeling (PLS-SEM) tested direct and indirect effects. Results Findings reveal that effort expectancy, social influence, and facilitating conditions directly and positively influence AI usage, while performance expectancy affects adoption indirectly via behavioral intention. BI mediates the link between UTAUT constructs and AI use, with gender moderating the intention–usage relationship: male employees exhibit stronger adoption tendencies. Conclusions The study underscores the role of user-friendly systems, inclusive training, and gender-sensitive strategies, extending UTAUT by establishing BI as a central mediator and revealing demographic contingencies.

Background The rapid expansion of the gig economy has significantly influenced workers’ psychological and physical well-being, along with their overall quality of life. While gig workers enjoy the autonomy to choose their tasks, location, and clients, the constant need to switch roles, manage irregular schedules, and take on multiple gigs to sustain income often creates stress and undermines their work–life balance. Objective This study aims to assess the existing body of research on the well-being of gig workers, with the goal of identifying significant aspects, emerging patterns, and potential topics for future research studies. Methods The authors manually integrated datasets from the Scopus and Web of Science databases, resulting in a total of 478 documents for bibliometric analysis. R-studio software was utilized for performance analysis, and Vos viewer for keyword cluster visualization. Results The analysis shows that Frontiers of Psychology is at the forefront with 16 publications, emphasizing the role of psychology in understanding gig workers’ well-being. The United States stands out as the leading contributor, showcasing its research dominance in the global north and emphasizing the importance of involvement from other regions. Davis SN and Oviedo-Trespalacios O are among the most prolific scholars. University College London produces the highest number of publications, suggesting that a small core of scholars and institutions leads the discussion. The influential paper ‘Good Gig, Bad Gig: Autonomy and Algorithmic Control in the Global Gig Economy’ often mentions ‘autonomy’ and ‘algorithmic control’, emphasizing the ongoing debate between flexibility and precarity. Overall, these findings outline current research trends and offer practical insights for policymakers, as well as guidance for future research directions. Conclusion The findings suggest that the well-being of gig workers has recently received the attention of scholars. Nevertheless, a noticeable gap exists across several dimensions of the well-being of gig workers, underscoring the need for future scholarly enquiry in greater depth.

Background The banking sector in Pakistan operates in a highly evolving, regulated and competitive environment, which places increasing demands on proactive behavior of employee, their adaptabilities and innovative abilities. In this context, human resource practices must emphasize not only employee competence but also workplace conditions that enhance psychological vitality and learning. Constructs such as thriving at work, organic organizational structure, and employee agility have gained increasing attention as vital contributors to organizational effectiveness, yet their integrated impact in emerging economies remains underexplored. Objective This study aims to investigate how thriving at work and organic organizational structure influence organizational performance in the Pakistani banking sector, while also examining the mediating roles of employee agility and core self-evaluations. This research fills a critical gap in the literature by examining a comprehensive conceptual model that captures psychological, structural, and behavioral dynamics in a developing country context. Methods Data were collected through structured questionnaires from 441 white collar individuals working in banks across three major metropolitan cities in Pakistan. Structural Equation Modeling utilizing SmartPLS3 was applied to test the proposed hypotheses. Results The findings indicating that thriving at work has a significant and positive effect on organizational performance. While organic organizational structure shows a positive but statistically insignificant direct effect, both employee agility and core self-evaluations are significantly mediating the relationship between the independent variables and organizational performance. Conclusions This study offers theoretical contributions by integrating constructs that are rarely examined together and practical implications for improving workforce effectiveness in the banking sector of developing economies.

Background Indian policies and programs like the Sarva Shiksha Abhiyan and the Right to Education Act emphasized community participation in school governance through School Development and Monitoring Committees (SDMCs). Despite significant investments in school infrastructure, access, and teacher training, learning outcomes in government schools especially in Mathematics, Science, and life skills, remain poor. Objectives The study undertook a quasi-experimental action research to understand the School Management Outcomes in terms of Community Ownership and Social accountability. The larger objective is to find ways to foster community participation in the governance of schools; develop capacities on both the supply and demand sides at the last mile; promote evidence-based and data driven research to build insights. Methods The study used a mixed-methods approach, employing tools like Citizen Report Cards (CRC) and Community Score Cards (CSC). These tools assessed public service adequacy to facilitate dialogue between service users and providers. Results Community agency, ownership and willingness emerged as important influencers for school management. They also proved to be crucial for effective participation and improved school outcomes. Conclusions Key insights from the findings of this study highlight the need to strengthen SDMCs through improved social accountability, structural reforms, and community empowerment.

Background This study explores factors that affect the creativity and performance of internal auditors in Indonesian State-owned Banks, focusing on individual characteristics, organizational culture, and work motivation. Objective The study aims to understand how these factors interact and contribute to auditors’ creativity and performance. Methods A quantitative research design was employed, collecting data from 185 respondents who are part of the internal audit units of various state-owned banks. Data were gathered using structured HR questionnaires, and the analysis was performed using Structural Equation Modeling (SEM) with the IBM AMOS software. Findings The study found that individual characteristics, organizational culture, and work motivation significantly boost auditors’ creativity. Individual characteristics and work motivation also positively affect performance, while organizational culture does not. Additionally, individual characteristics improve work motivation, with organizational culture showing no prominent influence. Conclusions The results highlight the importance of individual characteristics and motivation in enhancing creativity and performance in internal audit units. Understanding and improving these aspects can lead to more effective and innovative audit teams, providing strategies for strengthening internal audit units in Indonesian State-owned Banks.

Background Employee well-being in the workplace benefits both individuals and organizations. Nevertheless, despite ongoing focus on this subject, there is no clear agreement regarding the exact role of employee well-being in human resource management (HRM) and its impact on organizational performance. Objective This study investigates and determines how employee well-being contributes to HRM practices and organizational performance through a systematic review of existing research. Methods To achieve the study's aims, the review and systematic reporting of empirical findings were standardized using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. This systematic review includes 20 studies published up to 2023. Results Our results indicate a positive connection between HRM and organizational performance, such as job satisfaction and engagement, but also negative effects like exhaustion. Leadership moderates and mediates these effects, with employee well-being playing a key role. Employee voice and leadership can help mitigate negative outcomes. Conclusions This review contributes to existing evidence on employee well-being. Its relevance and impact depend on subsequent empirical research utilizing appropriate methodologies to address key questions within the developing field exploring the link between HRM and organizational performance.

Background Private universities in Jordan face substantial employee turnover, which diminishes institutional stability and weakens both learning sustainability and academic achievement levels. Objective The research investigates employee turnover intention in these institutions by studying the relationship between leadership style, career development, work stress, and psychological contracts. Methods The research investigates employee turnover through survey data from 321 staff and faculty members in private universities in Jordan. Structural equation modeling was the assessment tool to investigate the relationships between main variables. Results According to research data, institutions need outstanding leadership and career progression opportunities to stop employees from leaving. High workplace pressure and job demands show positive Youden values, significantly impacting employees’ willingness to quit. Breach of psychological contracts between employers and employees is a robust moderating factor that produces stronger employee turnover intentions. Conclusions The research shows that improving leadership methods, structured career development systems, effective workplace stress control, and trust-building initiatives by leadership are necessary to diminish employee turnover in Jordanian higher education institutions. The research delivers important recommendations that university administrators and policymakers should implement toward valid retention strategies within sustainable academic frameworks.