This paper discusses the sustainability of winter sports development in the long run, considering cultural resources as one of the main criteria, along with infrastructure and technology. The study combines Resource-Based Theory, Cultural Resource Theory, and Sustainable Development Theory to examine the effect of cultural resources on the sustainability of winter sports. The article uses survey data collected from 869 individuals, including winter sports fans, spectators, and organizers across different climatic regions in China, and the data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that cultural resources have a significant impact on enhancing public participation (b = 0.629, p < 0.001) and directly influence the development process (b = 0.285, p < 0.001). The relationship between cultural resources and sustainability is mediated by public participation, which has a strong indirect effect (b = 0.229, p < 0.001). This association is further moderated by climatic conditions, with stronger effects in colder areas (b = 0.421) than in temperate ones (b = 0.198). The research presents a novel approach to winter sports management, emphasizing culturally and climate-sensitive strategies for sustainable development.

Purpose The adoption of robots at the workplace reshapes work design. This study aims to investigate whether such integration lifts employee performance and clarifies the psychological chain (i.e. employees’ perception of job (in)security, followed by their engagement at work), through which potential gains may emerge. Design/methodology/approach Using the Indian information technology (IT) services as a case of a tech-driven industry in an emerging economy, a two-wave time-lagged survey was conducted to capture the views of 398 IT service professionals employed in Bangalore, Chennai, Delhi, Hyderabad and Pune. The collected data were assessed using exploratory and confirmatory factor analyses, while the hypothesized relationships were tested using a serial mediation analysis via PROCESS Macro Model 6 in Statistical Package for the Social Sciences. Findings This study shows that workplace robot adoption directly improves employee performance and that this effect grows when employees feel secure and (thus) engage more deeply with their work. However, perceived job insecurity erodes engagement and neutralizes performance gains. These results suggest that signaling continued employability is essential to achieve productivity improvements. Originality/value This study extends the theoretical generalizability of cognitive appraisal theory to technology-driven work design involving automation by demonstrating that employees view robots as a threat to their jobs and adjust their engagement at the workplace accordingly. Noteworthily, the model established herein integrates technology adoption and human resource perspectives to equip scholars with a theoretically grounded and empirically validated psychological reasoning that explains employees’ perception and reaction to the adoption of robots at the workplace and, by extension, provides managers a clear message: reassure staff first, then expect enhanced performance.

The influence of hotel service robots on customers' consumption intention: Combination theory of planned behaviour and technology acceptance model.

When Flexibility Becomes a Stressor: The Impact of Flexible Work on Emotional Exhaustion and Work Engagement and the Buffering Mechanisms From a Conservation of Resources Perspective

Performance management systems (PMSs) in private secondary education are vital, and although several tried and tested public sector performance measurement models exist, limited private secondary school performance measurement models exist in South Africa. This study aims to empirically validate a South African tailor-made theoretical performance measurement model (developed from a systematic literature review of 220 articles) and determine the relationships between its key antecedents (Academic Excellence, Internal Processes, Learning and Growth, and Resources) and their respective sub-antecedents. Data were collected by distributing a hard-copy questionnaire to appointed coworkers at 12 schools in the eThekwini Municipality of KwaZulu-Natal, in Durban, South Africa. The schoolmaster’s permission and blessing were obtained, and a coworker was appointed to assist with the distribution and collection of the structured 5-point Likert-scale questionnaires. A high response rate of 89% (N = 274; n = 244) was realised. The data were tested for normality and reliability (Cronbach’s alpha coefficients consistently exceeded 0.70), and investigated for evidence of model validity using an exploratory factor analysis. The data were normally distributed and not skewed, and the antecedents could be validated. The model showed evidence of validity, and the respective relationships between the antecedents were determined. Learning and Growth (16.46%) was the most critical antecedent, followed by Student perspective (15.51%), and Resource perspective (12.20%). The Internal perspective for academic excellence was, surprisingly, the least important (7.94%). The results show that all four antecedents are valid and should be used in the performance measurement of private secondary schools.

Parentification as a Bridge Between Childhood Family Poverty and Time Poverty Among Chinese University Students: A Conservation of Resources Perspective

Amidst resource and environmental pressures, as well as the demands for sustainable development, coordinating economic growth with resource and environmental conservation has become a common challenge for nations worldwide. This study focuses on the synergistic relationship between high-quality development (HQD) and high-level protection (HLP), using Jiangsu Province as an empirical case. Through the integrated application of the coupling coordination degree model, kernel density estimation, the grey relational model, and convergence analysis, it systematically evaluates the spatiotemporal patterns, influencing factors, and evolution of regional disparities in the coupling coordination between HQD and HLP in Jiangsu from 2000 to 2023. The results indicate that the following: (1) The provincial coupling coordination level improved from 0.384 to 0.596, marking a transition from imbalance to coordination. (2) Spatially, a gradient pattern of “stronger south, weaker north” emerged, with Southern Jiangsu leading in coordination levels but exhibiting significant internal differentiation, while Northern and Central Jiangsu lagged behind yet demonstrated catch-up potential. (3) The driving mechanisms vary across regions: innovation and market forces are the primary drivers in Southern Jiangsu, whereas traditional industrial cities in Northern Jiangsu remain constrained by ecological and environmental governance. (4) The coordination levels across the province, as well as in Northern and Central Jiangsu, are tending toward convergence, with regional disparities gradually narrowing. Southern Jiangsu has entered a relatively balanced development stage. This study expands the theoretical connotation of the synergy between HQD and HLP from the perspective of natural resources, providing theoretical guidance and scientific evidence for balancing economic development with resource and environmental conservation.

The COVID-19 pandemic has transformed the landscape of work, prompting organizations worldwide to adopt sustainable work practices that prioritize employee well-being and flexibility. This conceptual paper explores the relationship between sustainable work practices namely flexible work arrangements, remote work, job sharing, and supportive leave policies and employee work–life balance (WLB), with a specific focus on Malaysia’s financial sector. Grounded in Conservation of Resources Theory (COR), the paper argues that these practices function as critical resources that help employees reduce work–family conflict, preserve personal energy, and manage competing demands across life domains. The Social Exchange Theory (SET) framework is employed to position organizational support as a moderating influence, suggesting that when employees perceive their organizations as supportive, they are more likely to reciprocate with greater engagement, loyalty, and well-being. Furthermore, Work–Family Border Theory (BT) is used to contextualize how individuals navigate and manage the boundaries between professional and personal responsibilities. The proposed conceptual framework outlines eight propositions that link sustainable practices and WLB, as well as the interaction effects of organizational support. This paper contributes to theory by integrating resource, boundary, and exchange-based perspectives, offering a multidimensional view of how workplace sustainability strategies affect employees' holistic well-being. Practical implications are also discussed, including how human resource practitioners and policymakers in Malaysia’s financial sector can design and implement inclusive work policies that not only improve employee satisfaction and retention but also align with broader sustainability goals such as the United Nations SDG 3 (Good Health and Well-being) and SDG 8 (Decent Work and Economic Growth). By drawing attention to the interplay between supportive organizational environments and sustainable work design, this paper offers a timely foundation for future empirical studies and evidence-based policy development in the post-pandemic workforce.

This study examines organizational adaptation strategies in digital transformation within manufacturing firms through a qualitative interpretative library research design grounded in a critical constructivist epistemology. Drawing on systematically selected and thematically synthesized scholarly literature, the analysis integrates operational, structural, leadership, and human resource perspectives to explain how organizations respond to digital disruption. The findings demonstrate that successful digital transformation depends on the coherence between adaptive operational practices, flexible organizational structures, digitally oriented leadership, and continuous workforce capability development. Fragmented or technocentric approaches are shown to generate limited performance gains and organizational resistance. The study further highlights the relevance of dynamic capability theory in explaining how sensing, seizing, and reconfiguring processes enable sustainable adaptation. By synthesizing diverse empirical and conceptual contributions, this article advances an integrative framework that clarifies the mechanisms linking digital transformation and organizational performance in manufacturing contexts. Methodologically, the study contributes by offering a transparent and replicable approach to theory-driven literature synthesis.

Purpose: This study investigates the impact of Green Human Resource Practices (GHRP) on innovation in sustainable project development, emphasizing the mediating role of employee empowerment and the moderating role of resource availability. Design/Methodology/Approach: Data were collected through a cross-sectional survey from 320 employees working in sustainability-oriented organizations in Islamabad. Pre-existing, validated measurement scales were employed to assess GHRP, employee empowerment, resource availability, and innovation. Statistical analyses were conducted using SPSS and Hayes’ PROCESS macro to test the hypothesized relationships. Findings: The results reveal that GHRP significantly enhance innovation in sustainable projects. Employee empowerment emerged as a key mediating factor, indicating that autonomy and participation enable employees to translate HR practices into innovative outcomes. Furthermore, resource availability strengthens the positive effect of GHRP on innovation, suggesting that sufficient financial, technological, and organizational resources amplify innovation potential. Practical Implications: Organizations are encouraged to integrate environmentally friendly HR practices, empower employees by providing decision-making authority, and ensure the availability of necessary resources. These actions foster a culture of sustainability-driven innovation and align HR systems with organizational sustainability objectives. Originality/Value: This study offers a comprehensive model that combines empowerment and resource perspectives to explain how GHRP foster innovation in sustainable project development. It contributes to the growing body of literature on green HRM and sustainability, providing practical guidance for organizations aiming to achieve sustainability and innovation goals simultaneously..

In higher education, cultivating innovative thinking is an important goal to university students. The research-oriented teaching model, as an innovative pedagogical approach, aims to foster students' scientific inquiry and creativity by guiding them to participate in scientific research and solving real-world problems. This paper analyzes the impact of the research-oriented teaching model on the development of students' innovative thinking, identifying five primary effects: the stimulation of innovative thinking; the transformation of thinking patterns; the enhancement of thinking; the articulation of creative ideas; the integration with reverse thinking. However, the implementation of the research-oriented teaching model faces several challenges, including these issues: the insufficiency of resources and facilities, the limitations of teaching capacity and time availability, the pressure on students from projects and time management. With regard to these three questions, this paper puts forward corresponding solutions from the perspectives of re-sources, faculty construction, structure of courses and projects.

Existing research consistently highlights the critical role of family supportive supervisor behaviour (FSSB) in enhancing employees' family-to-work enrichment and mitigating work-to-family conflict. Traditionally, its mechanisms of influence have been explained through the transfer of affective and cognitive resources. This study extends prior work by exploring the pathways through which FSSB affects work-family enrichment and conflict, drawing on the flexibility resource perspective and integrating insights from work-family enrichment theory. Based on a survey of Chinese employees, our findings reveal that FSSB enhances work-family enrichment by increasing employees' family time adequacy and facilitating family-to-work resource spillover. Similarly, FSSB reduces work-to-family conflict through improvements in family time adequacy and family-to-work resource spillover. Furthermore, gender serves as a boundary condition influencing family-to-work resource spillover, with females demonstrating a greater capacity to leverage resource spillover. This research offers practical insights for organisations and supervisors seeking to utilise flexibility resources to promote employees' work-family balance effectively.

In a time of rapid technological change, enhancing technical workers' taking charge behavior is critical for improving organizational competitiveness and sustainability. Drawing on the job demands-resources (JD-R) model, we developed and tested a model to examine the positive impact of coaching leadership on employees' taking charge behavior. We conducted a multi-wave, multi-source survey study among technical workers in a large Chinese innovative manufacturing company, and finally collected data from 351 leader-employee dyads. The results show that coaching leadership promotes technical workers' taking charge behavior by enhancing their task crafting. In addition, task difficulty positively moderates the effect of coaching leadership on task crafting, thereby increasing taking charge behaviors among technical workers. Both theoretical and practical implications are discussed in the study.

Anchored in Conservation of Resources theory, this study synthesizes three empirical pathways (emotion regulation, social support and self-efficacy) into a single “emotional intelligence as resource generator” tri-path model that explains both the emergence and the buffering of academic burnout. A narrative meta-integration of ten cross-stage, cross-cultural studies published 2015–2025 reveals that the salience of each pathway shifts with context: emotion regulation dominates in high-pressure roles, social support is amplified in collectivistic campuses, and self-efficacy becomes pivotal under outcome-oriented assessment regimes. Universities should therefore bundle emotional-skills training, resource-sharing platforms, and efficacy-building activities to escape the one-size-fits-all trap. Future work needs longitudinal designs to track how resource spirals evolve across different educational systems, providing both theory and tools for the early identification and precision prevention of academic burnout.

ABSTRACT Illegitimate tasks – those perceived as unnecessary or unreasonable – are a common source of workplace strain. Although prior research has established a robust link between illegitimate tasks and emotional exhaustion, it has largely treated such tasks as static or isolated events, overlooking their dynamic nature. This study investigates how fluctuations in illegitimate tasks – both increases and decreases – affect employee well-being relative to a stable level of such tasks. Drawing on a cognitive resource perspective, we assume that previous experiences act as critical reference points, shaping how employees perceive and react to current tasks. Across two studies using (daily and weekly) experience sampling methodology, we examine how changes in illegitimate tasks over time influence emotional exhaustion and whether this relationship is mediated by uncertainty. Our results indicate that, compared to constant levels, changes in illegitimate tasks – even decreases – lead to increases in emotional exhaustion. This underscores that less is not always better. Additionally, our findings demonstrate that uncertainty mediates the relationship between illegitimate tasks and emotional exhaustion, underscoring the cognitive costs associated with these tasks. By adopting a dynamic perspective, this study advances the understanding of illegitimate tasks and offers practical insights for organisations, particularly regarding communication strategies to reduce uncertainty and mitigate long-term effects such as burnout.

Purpose This study aims to examine how digital leadership (DL), technology acceptance (TA) and employee resilience jointly shape innovative work behaviour (IWB) in digitally transforming organisations. This study tests the direct effect of DL on IWB, its influence on TA, the link between TA and IWB and the mediating role of resilience between TA and IWB. Design/methodology/approach This study conducted a cross-sectional online survey of 302 employees from organisations in La Rioja (Spain). Data were analysed using partial least squares structural equation modelling. Findings DL is positively associated with IWB and significantly enhances TA. TA, in turn, is positively related to IWB. Employee resilience partially mediates the relationship between TA and IWB (Variance Accounted for - VAF ≈ 53%), indicating that resilience converts favourable technology attitudes into sustained innovative action. Originality/value The study integrates person–environment (P–E) fit and job demands–resources (JD–R) perspectives to articulate a cross-level resource pathway in which DL (contextual) fosters TA (attitudinal) and resilience (personal), together mobilising IWB. This study extends TA research by identifying resilience as the psychological mechanism linking acceptance to innovation, and this study refines P–E Fit by emphasising person–supervisor alignment as a social route through which leadership shapes technology beliefs and innovation-oriented behaviour.

Abstract In the context of the digital economy and sustainable development, this paper focuses on the relationship between corporate data assetization and green innovation, aiming to reveal the mechanisms and heterogeneous effects through which data assetization empowers green technology innovation. It provides theoretical references for enterprises to leverage data assetization to drive green technology innovation and achieve high-quality development. This study takes A-share listed companies in Shanghai and Shenzhen from 2007 to 2023 as the research sample. By quantifying the degree of corporate data assetization and green innovation capability, it explores the mechanisms and heterogeneous characteristics of the impact of data assetization on green technology innovation.The study finds that the degree of corporate data assetization is significantly positively correlated with green innovation capability. From the perspective of mechanisms, data assetization enhances corporate green innovation traits primarily by optimizing the information environment, reducing information asymmetry, improving resource allocation efficiency, and strengthening the stability of upstream and downstream supply chains. Further research reveals that data assetization significantly promotes green technology innovation in technology-intensive enterprises, and this effect is more pronounced in companies with lower analyst forecast accuracy and those located in cities with higher levels of digital financial development. This paper provides theoretical and empirical support for enterprises to leverage data assetization to empower independent green technology innovation and promote high-quality development of the digital economy.

Mine waste as a dual threat and opportunity: Linking mineralogy to environmental impact and critical element recovery.

Volunteering is widely institutionalized within higher education as a mechanism for promoting civic engagement, social responsibility, and holistic student development. Although its benefits are well established, growing evidence suggests that volunteer engagement may also entail unintended psychological costs, particularly among undergraduate students. One such consequence is emotional exhaustion, a core dimension of burnout characterized by emotional and physical depletion arising from sustained demands. This conceptual review synthesizes existing literature on emotional exhaustion among undergraduate student volunteers, integrating developmental, cultural, motivational, and organizational perspectives. Anchored in Conservation of Resources (COR) theory, the review examines causes, manifestations, and consequences of emotional exhaustion, as well as coping strategies and protective factors relevant to student volunteers. By drawing on international scholarship and Philippine-based studies, this paper identifies critical gaps in the literature and underscores the need for early recognition and preventive interventions. Implications for higher education institutions, volunteer organizations, and mental health practitioners are discussed, with emphasis on promoting sustainable volunteer engagement and student well-being.

This study aims to examine the implementation of Village Regulation Number 01 of 2021 concerning Animal Control in Pasalae Village, Gentuma Raya District, North Gorontalo Regency. The background of this research is based on the ongoing problems related to freely roaming livestock, which potentially disrupt public order, safety, and community comfort. This study employs a qualitative research approach, with data collected through interviews, observations, and documentation. A total of eight informants participated in this study, consisting of village government officials, policy implementers, and community members. The results of the study indicate that the implementation of Village Regulation Number 01 of 2021 has not been carried out optimally. In terms of communication, the process of information dissemination and coordination among implementing actors conducted by the village government remains limited, resulting in uneven public understanding of the village regulation. From the perspective of resources, the village government faces limitations in human resources, particularly technical personnel responsible for animal control and public socialization activities. Regarding the disposition or attitude of implementers, although there is a commitment between policy makers and implementers, its realization in the field is still not optimal. Furthermore, from the bureaucratic structure perspective, the Standard Operating Procedures (SOPs) owned by the village government have not been adequately socialized to the community. Consequently, the community does not fully understand the procedures and provisions stipulated in the village regulation. Therefore, improvements in communication, strengthening of human resources, and continuous socialization of SOPs are necessary to enhance the effectiveness of the implementation of the village regulation on animal control.