This study rigorously examines the relationship between circular economy service quality and brand value, focusing on the mediating roles of customer satisfaction, brand image, and customer loyalty. Amid the growing adoption of circular economy principles to enhance sustainability and resource efficiency, the impact of such practices on brand value remains underexplored. This research addresses this gap by developing and testing an integrated model of circular economy service quality and its influence on brand value. Using a quantitative methodology, this study collected data from customers engaged with companies employing circular economy practices. A structured survey assessed the perceptions of circular economy service quality, customer satisfaction, brand image, customer loyalty, and brand value. Advanced statistical techniques, including structural equation modeling (SEM), were employed to analyze the data and evaluate the proposed relationships. The results revealed significant positive correlations between circular economy service quality, customer satisfaction, brand image, and customer loyalty. Furthermore, the mediating roles of customer satisfaction, brand image, and customer loyalty in the relationship between circular economy service quality and brand value were validated. High-quality circular economy services fostered customer satisfaction, enhanced brand image, and strengthened customer loyalty, collectively driving increased brand value. This research underscored two critical implications. First, circular economy service quality was identified as a pivotal factor in enhancing brand value. By offering sustainable and efficient services, organizations can deliver superior customer experiences, cultivate a strong brand image, and ultimately boost brand value. Second, the mediating variables—customer satisfaction, brand image, and customer loyalty—were shown to play essential roles in amplifying the impact of circular economy service quality on brand value. Organizations should strategically focus on optimizing these factors to maximize brand performance. These findings provide valuable insights for businesses aiming to integrate sustainability into their operations while enhancing brand equity and market performance.

This study rigorously examines the relationship between circular economy service quality and brand value, focusing on the mediating roles of customer satisfaction, brand image, and customer loyalty. Amid growing adoption of circular economy principles to enhance sustainability and resource efficiency, the impact of such practices on brand value remains underexplored. This research addresses the gap by developing and testing an integrated model of circular economy service quality and its influence on brand value. Using a quantitative methodology, the study collected data from customers engaged with companies employing circular economy practices. A structured survey assessed perceptions of circular economy service quality, customer satisfaction, brand image, customer loyalty, and brand value. Advanced statistical techniques, including structural equation modeling (SEM), were employed to analyze the data and evaluate the proposed relationships. The results reveal significant positive correlations between circular economy service quality, customer satisfaction, brand image, and customer loyalty. Furthermore, the mediating roles of customer satisfaction, brand image, and customer loyalty in the relationship between circular economy service quality and brand value are validated. High-quality circular economy services foster customer satisfaction, enhance brand image, and strengthen customer loyalty, collectively driving increased brand value. This research underscores two critical implications. First, circular economy service quality is identified as a pivotal factor in enhancing brand value. By offering sustainable and efficient services, organizations can deliver superior customer experiences, cultivate a strong brand image, and ultimately boost brand value. Second, the mediating variables—customer satisfaction, brand image, and customer loyalty—are shown to play essential roles in amplifying the impact of circular economy service quality on brand value. Organizations should strategically focus on optimizing these factors to maximize brand performance. The findings provide valuable insights for businesses aiming to integrate sustainability into their operations while enhancing brand equity and market performance.

Background/Objectives: The stability of caregiver manpower plays a crucial role in the operation of long-term care institutions. This study adopts Social Exchange Theory as the theoretical foundation to construct the psychological mechanism through which organizational commitment and work value influence retention intention via job involvement. Against the backdrop of Taiwan’s intensifying aging society and the increasing service demands of the veterans’ support system, Veterans Homes have gradually become indispensable within the long-term care system. Therefore, the primary objective of this study is to explore the formation mechanism of retention intention among caregivers in Veterans Homes. Methods: Data analysis was conducted using structural equation modeling, with 447 valid samples collected from caregivers across 16 Veterans Homes in Taiwan. Results: The results indicate that, in the process of forming retention intention, job involvement serves as a mediator between organizational commitment and work value on retention intention and demonstrates significant mediating effects. Conclusions: These findings suggest that when caregivers perceive value realization and organizational identification in their work, they are more likely to exhibit active engagement, thereby strengthening their tendency to remain employed. Furthermore, the study reveals that the effect of organizational commitment on job involvement is stronger than that of work value, indicating that exchange motives triggered by emotional bonds carry greater implications for retention. In conclusion, organizational support and personal value perceptions stimulate emotional engagement, which further influences caregivers’ decisions to remain in long-term service and ultimately shape their retention behavior.

Background/Objectives: With the increase in the aging population and disabilities, long-term care facilities in Taiwan are experiencing workforce shortages that threaten sustainability. This study uses expectancy theory to examine the influence of organizational commitment and work motivation on retention intention, with work values as mediators of the relationships and work engagement as a moderator. Methods: Data were collected from 532 care attendants using purposive sampling. After excluding invalid responses, structural equation modeling analysis was conducted on 501 responses. Results: The results revealed that organizational commitment and work motivation do not directly predict retention intention but have positive indirect effects on retention intention through intrinsic and extrinsic work values, with extrinsic work values exerting more substantial indirect effects. The results also showed that work engagement positively and significantly strengthened the relationships between the antecedents to work values. Conclusions: This suggests that retention is more impacted by positively recognizing work values or caring for residents than by commitment and motivation. Theoretically, this study extends expectancy theory to long-term human resource management in care facilities. Practically, this reveals a need for high-performance work systems shaped by reward systems to improve engagement, stabilize the workforce, and decrease turnover.

Background/Objectives: This study aimed to examine how mindfulness and self-efficacy are associated with turnover intention among direct care workers through the hypothesized indirect pathways involving job stress and job satisfaction. Grounded in the Job Demands–Resources (JD–R) and Conservation of Resources (COR) frameworks, the study highlights the buffering and protective functions of psychological resources under high job demands. Methods: A regression-based path analysis was conducted using data collected from a structured questionnaire survey of 967 direct care workers in southern Taiwan. Results: Job stress was positively associated with turnover intention (β = 0.599, p < 0.001), whereas job satisfaction was negatively associated with it (β = −0.139, p < 0.001). Self-efficacy was positively associated with job satisfaction (β = 0.407, p < 0.001) and negatively associated with job stress (β = −0.109, p < 0.001). Mindfulness demonstrated significant direct associations with self-efficacy (β = 0.497, p < 0.001) and job stress (β = −0.200, p < 0.001), but its direct effect on turnover intention was not significant (β = −0.035, p > 0.05), implying its influence is indirect through self-efficacy, job stress, and job satisfaction. Diagnostic checks, including the Variance Inflation Factor (VIF), confirmed the absence of multicollinearity issues, and the overall model demonstrated satisfactory explanatory power. Conclusions: These findings enhance understanding of the psychological mechanisms underlying turnover intention among care workers and provide practical implications for human resource management and workplace stress interventions in long-term care settings.