In the highly interconnected modern world, the role of consumers has changed substantially due to their collaboration with companies in generating ideas, products, and services, as well as their increasing engagement with social values. Specifically, consumer participation has become key to the development of successful products and services. With an integrative review of research into value co-creation and ethics, this article proposes a conceptual model in which consumers’ ethical values and transcendent motivations encourage their engagement in co-creation activities. In this new paradigm, the co-creation process can be a means to emphasize the social and moral aspects of co-creating. This article identifies important value benefits attained by both companies and consumers after consumers engage in co-creation activities, and highlights that these benefits increase when ethical products are the object of these co-creation activities. It also notes the important, supportive role of the Marketing 3.0 paradigm and Web 3.0 tools to initiate the co-creating process. All these insights have notable implications for both research and managerial practice.

Background: The purpose of this study is to analyse the impact that occupational health and safety policies have on employees’ work and organisational commitment and, in turn, on their intention to leave the company. Methods: For this study, we designed a questionnaire with a five-level Likert scale and distributed it among professionals from different companies in the IT consultancy sector in Spain. The data collected from 458 completed questionnaires were analysed using the partial least squares structural equation modelling (PLS-SEM) technique using the SmartPLS software. Results: From the analysis of the data, it was concluded that there is indeed a positive relationship between occupational health and safety policies and employees’ work and organisational commitment, as well as a negative relationship between these policies and the intention to leave the company. Similarly, there is a negative relationship between employees’ work and organisational commitment and their turnover intention. Conclusions: Although, due to the activity of professionals in the sector, occupational health and safety has not been an area of priority, it was concluded from this study that an improvement in these areas would have a beneficial effect on the commitment of workers to the company, thus helping to reduce the high levels of turnover in the sector. Future lines of research, as well as their practical application and the limitations of the study, are indicated at the end of the paper.

This paper focuses on the IT consultancy sector, an area of strategic importance within the Spanish economy and its mains aim is to analyse the impact that the support perceived by employees has on their organizational commitment and turnover intention.We distributed a questionnaire with a five-point Likert scale among 1000 professionals from various companies in the IT consultancy sector in Spain. The data collected were analysed using the PLS-SEM (partial least squares structural equation modelling) technique with the SmartPLS software. The analysis of the data demonstrates a negative relationship between employees’ perception of organizational support and their turnover intention, i.e., the greater the organizational support received, the lower the intention to leave the company. In companies where employees had a higher degree of organizational commitment, their intention to leave the company decreased to an even greater extent.This study shows that both the organizational support perceived by employees and their organizational commitment are important factors that influence their turnover intention; therefore, organizations need to take these aspects into consideration to reduce staff turnover rates.

This study is framed within the concept of sustainability of local foods such as extra virgin olive oil (EVOO) and considers the effects of country of origin (COO) and ethnocentrism as relevant factors in decision making about product choice. Our work contributes to the literature regarding the food industry with the main objective of investigating how consumer ethnocentrism may affect not only behavioral intention but also the perception of the quality of the EVOO. The authors of the present paper developed this line of research via a review of the existing literature, leading to the elaboration of the conceptual model proposed in this paper. The research was developed through a laboratory experiment and the modeling of consumer behavior, raising a series of hypotheses, which were contrasted following the different analyses conducted on the data. Results were obtained on factors such as the differences in evaluation according to label type, the effect of ethnocentrism on perception and purchase intention, and structural knowledge of the weight of the different variables that influence this decision making. Several guidelines and conclusions are derived from these results, which refer to the use of COO information as well as the satisfaction of consumer ethnocentrism. Understanding the role played by consumer ethnocentrism in the evaluation of food products in accordance with their origin may yield useful information for local food producers.

The aim of this paper is to analyze the impact of autonomy at work and organizations’ support for their employees on employee well-being and, ultimately, their commitment to their work, and how employees’ emotional intelligence mediates between these constructs. We distributed a 5-point Likert scale questionnaire among professionals from different companies in the IT consultancy sector in Spain. The data collected were analyzed using the PLS-SEM (partial least squares structural equation modeling) technique in the SmartPLS software. The analysis of the data collected shows that there is indeed a positive relationship between job autonomy and the organizational support received by workers and their well-being, as well as between the well-being of workers and their commitment to work. Likewise, the mediation effect of emotional intelligence between job autonomy and organizational support and the well-being of workers is also evident. We can conclude that improving the autonomy and support given by organizations to their employees would have a beneficial effect on the well-being and work engagement of employees.