This study explores the impact of artificial intelligence (AI) tools on the purchase intentions of members of Generation Z (Gen Z) in online shopping, using an adapted technology acceptance model (TAM). It incorporates exposure to AI, usage of AI, and knowledge about AI, alongside the existing TAM parameters of perceived usefulness of AI (PUAI) and perceived ease-of-use of AI (PEUAI). A 38-item questionnaire was distributed, yielding data from 1128 Gen Z respondents. Partial least squares structural equation modeling (PLS-SEM) and importance–performance analysis (IPA) were applied to examine the hypothesized relationships. The study identified significant direct effects of exposure, use, and knowledge on PUAI and PEUAI, and that these effects affected consumers’ purchase intentions. Indirect effects analysis revealed that PUAI and PEUAI mediate between AI exposure, use, knowledge, and purchase intentions, suggesting that greater understanding of and familiarity with AI enhance the propensity to engage in AI-powered online transactions. The ease of integrating AI into daily life and perceived AI utility enhance purchase intentions. The study offers insights for online retailers leveraging AI technologies in an effort to enhance consumer purchase experiences, emphasizing the potential of AI to positively influence choices while enhancing trust, familiarity, and the overall user experience.

The increasing commitment to sustainable consumption has intensified the scholarly focus on the determinants of environmentally friendly consumer behavior. This investigation provides an insight into the intricate interplay between green consumer values, functional (FV), conditional (CV), social (SV), and emotional (EV), and their impact on buying behavior (BB). Using survey data, we scrutinized the mediating roles of attitudes toward purchasing green products (APGP) and receptivity to green communication (RGC). Using partial least squares structural equation modeling (PLS-SEM), the empirical analysis yielded a mix of supported and unsupported claims about the mediation effects on the relationship between consumer values and buying behavior. Direct effects of FV on BB were significant, but the indirect effect through APGP was not, suggesting that APGP does not mediate the relationship between FV and BB, and that consumers’ functional value perceptions influence their buying behavior independently of their attitudes toward green products. Both direct and indirect effects of EV and FV on BB through APGP and RGC were significant, suggesting partial mediation. The results suggest that APGP and RGC partially mediate the effects of EV and FV on BB but do not mediate the effects of CV and SV on BB. Comparing these findings with previous research, we observe some parallels and divergences. Our study confirms the significant direct effect of FV on buying behavior, consistent with previous studies that underscore the importance of tangible benefits in influencing consumer decisions. Furthermore, the significant direct and indirect effects of EV on BB and APGP in our results are consistent with previous research, suggesting that emotional factors play a decisive role in green purchasing behaviors. However, factors such as CV and SV were found to have no impact in our research compared to previous studies. These discrepancies suggest that while CV influences attitudes, it may not strongly influence purchasing behavior through the mediating constructs in our model. Furthermore, the results imply that social factors may influence attitudes but do not necessarily translate into actual purchasing behavior in our context. Our study also reveals that RGC plays a substantial role in influencing buying behavior, indicating a significant total effect greater than indicated in previous research. These insights illuminate the complex mechanisms by which consumer attitudes and communication receptivity shape eco-conscious purchasing choices. Theoretical contributions enrich the discourse on green consumer behavior, while practical implications guide marketers in crafting communication strategies that resonate with consumer values and attitudes, thus fostering sustainable consumption patterns.

With the increasing prevalence of remote work, understanding how it impacts employee perception, psychological safety, and job performance is critical for organisations. This study aims to investigate the relationships among these variables using a cross-sectional quantitative design and a questionnaire consisting of three scales: the Worktango employee sentiment around remote work survey, the Worktango psychological health and safety survey, and Goodman and Svyantek’s performance scale. Our sample included 857 participants, both managers and non-managers, from a large insurance company. Our first two hypotheses were confirmed using non-parametric Kruskal–Wallis tests: employee sentiment around remote work as part of hybrid work is more favourable in non-sales fields and among employees who actually work remotely more often. Moreover, we found that psychological safety moderates the relationship between employee sentiment around remote work and work performance. Specifically, we observed that the positive relationship between employee sentiment around remote work and work performance is stronger when psychological safety is high. Overall, our findings contribute to the understanding of how remote work is perceived by employees and its relationship and impact on their psychological safety and job performance. These insights can help organisations develop effective policies and practices for remote work that support their employees’ well-being and performance.

The paper’s main objective is to analyse the impact of work investment on performance. The research involved administering an online questionnaire, which collected information on work effort, perceived performance, burnout and job satisfaction. The study was conducted on a group of 313 participants, all active on the labour market -employees (with or without management position) and entrepreneurs in various fields of activity. Sampling was unlikely, based on the availability criterion. The results obtained claim that the perception of performance mediates the relationship between effort at work and satisfaction obtained through work itself, and burnout is moderate both in the relationship between effort and perception of performance, and in that between perception of performance and satisfaction through the work itself. Consistent with the literature and within the limits of the methodology used, it has been found that management functions are associated with a lower level of burnout than others, a greater power in decision-making means an increased ability to detach from problems, even if the investment in labour is appreciable.

This study examines the effects of electronic Human Resource Management (e-HRM) tools on employee motivation, addressing a significant gap in the literature. Utilizing a quantitative approach, data were collected from 71 participants across various industries using a modified Minnesota Satisfaction Questionnaire. The analysis employed Spearman’s correlation matrix to explore the relationships between seven e-HRM tools and intrinsic and extrinsic motivational factors. Results revealed significant positive correlations (p < 0.01) between e-HRM usage, and motivational dimensions, such as accomplishment, creativity, work conditions, and career opportunities. These findings support the hypothesis that e-HRM tools enhance employee motivation. The research underscores the importance of investing in technology, employee training, and establishing continuous feedback mechanisms to maximize the benefits of e-HRM. Despite the study’s limitations, including sample size and cross-sectional design, it provides valuable insights for HR professionals and organizational leaders seeking to foster a motivated workforce in the context of the ongoing technological revolution (Industry 4.0). Further research is recommended to validate these results across diverse contexts and enhance the understanding of e-HRM’s role in employee motivation.

A teacher’s work during the school year should be seen as a marathon or as a sprint? This paper intends to contribute to the expanding body of literature on the work-engagement issues of education employees from a perspective of strategic human resources management. It investigates how the length of their working contracts influences the level of engagement shown for their work. It was assumed that the existence of an indefinite or a fixed-term work contract brings up aspects such as stability, predictability and coherence for a teacher’s work, all thought to be parts of a positive engagement state of mind. Nevertheless, the acknowledgement and the acceptance of a short time collaboration could bring just as good results if the focus remains on the present moment. In order to gain a better understanding it was performed a quantitative research materialized in a questionnaire, answered by school teachers employed under both forms of contracts. The findings of this study are of value for any of the educational field stakeholders as the system’s human resources are the most valuable asset for a qualitative result. In the end, implications of a predominant engaged or disengaged stuff will be discussed and human resources management suggestions will be made.