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This study aims to examine the impact of organizational culture of medical institutions on employee motivation and professional burnout, with occupation (i.e. doctor, nurse and administration employee) being a moderator.

A quantitative method (survey) was used for this study in Lithuania (EU), with a sum of 235 fulfilled questionnaires being obtained online. IBM SPSS software was used for statistical analysis and testing hypotheses.

The research results reveal that organizational culture is significantly related to both employee motivation and professional burnout in Lithuanian medical institutions. Moreover, theoretical and executive implications highlight the requisite role of and manner in which organizational culture and employee motivation can reduce employee turnover, retain talent, limit employee burnout and overall strengthen the design and implementation of long-term human resource management planning.

This research delineates, explicates and directs crucial aspects of medical institutions’ effective functioning, a concern of even the most developed nations, as health sector performance, individually, organizationally and collectively, is a natural principal factor of social well-being and health.

Further and unique to the extant research, the authors analyzed specific organizational interactions, which revealed different statistical relationships between organizational culture and doctors’, nurses’ and administration employees’ overload, lack of development and neglect. The authors, thus, identified that organizational culture does not have a statistically significant impact on neglect of doctors, nurses and administration employees; however, it does significantly influence overload and lack of development in all respondents’ groups.

Evaluating emergency preparedness exercises is crucial for assessing enhanced knowledge, facilitating learning and implementing knowledge in organizations. The cognitive process of motivation for action is a precursor for action, coping behavior and individual learning. This study aims to focus on how guided evaluation of emergency preparedness exercises can enhance cognitive motivation and influence the mental readiness of exercise participants.

This is a conceptual paper with a model approach design. The main conceptual contribution is suggesting a model for guided evaluation in emergency preparedness exercises. We present a theoretical background for understanding the increase in motivation based on social cognitive learning theory. In particular, this study discusses how different evaluation steps contribute to enhanced motivation and learning for exercise participants.

Increased motivation and enhanced personal performance standards could be achieved through using processes that lead to self-efficacy in guided exercise evaluation. Specifically, sources of enhanced motivation, such as repeated coping experiences, self-regulation processes, mastery motivation and performance motivation, would proliferate the readiness of individual crisis managers and teams.

This article suggests an evaluation model for use in emergency preparedness exercises. This approach combines bottom-up and top-down processes for debriefing, reflection and feedback, both individually and in teams. This approach aims to enhance exercise participants’ motivation and utilize exercise evaluation for organizational learning.

The conceptual discussion leads to developing implications for evaluation practice, suggesting how to structure evaluation and why. This study is novel for its explanation of how to use evaluation in the learning process.

The purpose of this study is to explore the effects of followers’ perceptions of their leaders’ authentic leadership behaviors on how followers become motivated to develop moral intention.

Using field survey data (n = 337), exploratory factor analysis and multiple regression, the authors suggest that perceived authentic leadership positively affects followers’ moral intent. The authors tested a self-determination theory-based model to explain the mediations.

The authors found that perceived authentic leadership is related to employees’ autonomous moral motivation through basic psychological need satisfaction, which in turn predicts their moral capacities and moral intent.

This study is unique in that it has examined various motivational variables to explain the mechanism by which authentic leadership influences morality. In addition, this is also novel in empirically using the autonomous motivation construct in the moral domain to explain how employees may develop moral capacities over time, impacting their moral intent. This research is also unique in testing the relationship between all moral capacities proposed in the literature and moral intent. The theoretical implications, practical implications and avenues for further research are also discussed.

This study examined the relationship between authentic leadership and employee performance among public servants in Kigoma/Ujiji municipality in Tanzania. Further, we investigated the mediating role of motivation on the relationship between authentic leadership and employee performance.

A cross-sectional research design was applied along with a quantitative research approach. The study sampled 260 public servants selected by random sampling from a total of 800 employees. Data were analyzed using Mplus software using the maximum likelihood estimator to test for hypotheses.

The findings show a positive significant relationship between authentic leadership and employee performance, a positive significant relationship between authentic leadership and motivation and a positive significant relationship between motivation and employee performance. Furthermore, motivation was found to be a significant mediator in the relationship between authentic leadership and employee performance among public servants in Tanzania.

This study contributes to the corpus of research on authentic leadership, motivation and employee performance, especially in the context of public service. Additionally, it provides advice on how to use authentic leadership and motivation to enhance public servants performance. Managers should strive to create a motivational work climate characterized by trust, empowerment and recognition. By fostering a sense of ownership and investment in their work, managers can enhance employee motivation and engagement, leading to improved performance outcomes.

Our study is one of a kind to emphasize the crucial roles that authentic leadership and motivation play in promoting commitment, dedication and positive social interactions at work. Our study also advances the understanding of public service motivation (PSM) theory.

Previous research suggests that motivation to transfer is related to the effective transfer of training, but less is known about the boundary conditions of this relationship. Therefore, this study aims to propose that motivation to transfer is more strongly related to training transfer when employees have a stronger personal capacity for transfer. The author also hypothesizes that this two-way interaction is further moderated by gender.

Using a cross-sectional design and a sample of 257 Tunisian workers, a three-way interaction model with the PROCESS macro (Hayes, 2018) was used to test the hypotheses.

Results show that workers respond to motivation to transfer with increased training transfer. Personal capacity for transfer and gender moderated the proposed relationship. Thus, the interaction effect between motivation to transfer and personal capacity for transfer is significant for women but not significant for men. More specifically, motivation to transfer is more likely to predict training transfer among women with high personal capacity for transfer than among those with low.

This study adds to the literature on motivation to transfer and training transfer by explaining two boundary conditions in this relationship and by recognizing the conditional interaction effect of gender on the moderating effect of personal capacity for transfer.

This study examines the effect of some motivations of domestic tourists visiting Mugla related to the consumption of local Mugla food on behavioural intentions. The mediating impact of destination image on the behavioural intention effect of tourists' local food consumption motivations is also investigated.

A quantitative approach was adopted for the study’s objectives. The population of the study consisted of domestic tourists visiting Mugla, Turkiye. The sample was determined by the convenience sampling method, which is one of the non-probability-based sampling techniques, because of the characteristics of the research population. Around 390 questionnaires collected from tourists visiting Mugla were analysed. The structural equation model (SEM) was applied for testing the research hypotheses, and Bootstrap technique was used for mediation effect analysis.

Sensory motivation, which is one of the local food consumption motivations, was found to have a statistically significant effect on behavioural intention. No significant effect was found between other motivation factors (excitement, cultural, interaction and health) and behavioural intention. Also, there is a partial mediation effect of destination image in the effect of sensory motivation on behavioural intention. Whilst sensory value alone explains 28% of the effect on behavioural intention, it explains 31% of the effect on behavioural intention together with destination image.

The development of food culture in a destination and the increase in awareness of the food culture of the destination through different consumer components are of great importance for regional tourism. This research contributes to the gastronomy tourism literature in terms of examining the local food consumption motivations that are effective in visitors' experiences of Mugla food, the effect of these motivations on revisits and the role of Mugla destination image.

The purpose of this study is to examine the relationships between tourists’ motivations, perception of tourism impacts, place attachment (PA) and loyalty toward Jallianwala Bagh, a dark heritage site in Punjab, India.

A mixed-method approach comprising qualitative and quantitative methods was used. Semi-structured interviews and the Delphi method helped generate a 34-item survey instrument. A sample size of 869 respondents was obtained, split into two subsets for exploratory factor analysis and confirmatory factor analysis.

Seven out of nine hypotheses were supported. Motivated tourists perceived higher positive tourism impacts but lower negative tourism impacts. Higher perceptions of positive tourism impacts increased both PA and loyalty to the destination. Surprisingly, the perception of negative tourism impacts did not significantly affect tourist loyalty, contrary to some previous research.

This study informs stakeholders about tourists’ cognitive and affective responses at a dark tourism site, aiding in the planning and development of sustainable tourism strategies.

By understanding the tourists’ motivations and perceptions, stakeholders can manage tourism impacts more effectively, ensuring that tourists’ experiences align with sustainable practices.

This study enriches the understanding of the tourists’ complex interactions with dark heritage sites. It introduces a new angle by examining how motivations, PA and perceptions of tourism impacts influence tourist loyalty, especially in the context of dark tourism.

Continuous performance management is an emerging global phenomenon adopted by the human resources management discipline that is decentralizing the way performance management is traditionally executed within organizations. This study aims to examine the impact of continuous performance management (CPM) on turnover intention in the banking sector in Dubai and to identify the mediating roles of employee motivation and job autonomy.

The study used surveys to collect primary data from 375 employees at 15 banks operating in Dubai to explore the relationships among CPM, employee motivation, turnover intention, as well as perceived job autonomy. Through a robust analytical methodology that included exploratory factor analysis and confirmatory factor analysis, multiple regression and parallel mediation analysis using the Hayes process macro, not only were the factor structures validated, but the relationships between the constructs were also uncovered. This comprehensive research process helped the present study delve into the depths of the study’s subject matter, thereby enhancing the value of the study to the extant literature which given the multicultural orientation, further contributed to the comprehensiveness of the conceptual relationship between the variables.

From the findings, the current study concludes that the key predictors of employee motivation, job autonomy and turnover intention in the banking sector among employees were CPM factors. In addition, based on the findings from the Hays process macro parallel mediation analysis, the current study identified the mediation effect of employee motivation and job autonomy between CPM and turnover intention. With the confirmation of all the research hypotheses, the output from this study is valuable to HR academicians and practitioners seeking to understand CPM and how to implement performance management drivers for the purpose of employee development and retention.

This paper’s originality lies in its examination of the burgeoning trend of CPM within the unique context of the GCC banking sector, a sector-specific focus that offers fresh insights into the adoption and impact of CPM in a regional context.

University-industry collaboration studies have placed greater emphasis on intrinsic motivators that drive academic researchers to pursue collaboration. This paper explores the relationship between spiritual motivation and collaboration intentions mediated the antecedents of university-level collaboration through theories of self-determination and planned behaviour. This study was conducted to validate the proposed relationship between spirituality and academic researchers in the field of engineering affiliated with higher educational institutions in India.

This study surveyed 242 participants and utilised structural equation modelling. Research has found that the beneficial relationship between spiritual motivation and collaboration intentions is mediated by attitudes and perceived behavioural control. This study represents a quantitative investigation within the realm of university-industry collaboration, which aims to document the ways in which spiritual motivation can augment collaboration with industry. The study employs self-determination theory and the theory of planned behaviour to elucidate the underlying mechanism to support entrepreneurial debate.

This study identified attitude and perceived behavioural control as mediators in the relationship between spiritual motivation and collaboration intentions.

The results of this study provide additional support for existing theories and present a diverse perspective on the intrinsic motivation of academic researchers to adopt UIC.

This study develops and tests a comprehensive model that examines whether dimensions of supervisors’ job demands and resources influence their work motivation through their job strain levels while managing disability accommodation (DA).

The proposed model leverages the assumptions of established job demand and resources theories, including demand-ability fit, job demand-control, job demand-control-support, and effort-reward balance models. Then, we tested with the quantitative data from 335 British, Canadian, American, Australian, Dutch, and German supervisors with recent DA experience.

This study found support for the proposed model. Job control and social support directly affected work motivation, while job strain did not mediate the relationship between job control and social support and work motivation. The results suggest that employers looking to improve the likelihood of DA success should focus on providing adequate job control, social support, and rewards to supervisors responsible for accommodating employees with disabilities.

This research enhances our understanding of how additional DA responsibilities impact supervisors and aids in the development of effective DA management policies and interventions, providing robust support for practitioners.

This study contributes to extending the DA literature by testing the applicability of different theoretical models to explain the effect of the additional DA responsibility on supervisors’ job demand, strain, and motivation levels and identify the resources to mitigate them.