Accelerated by the COVID-19 pandemic, organizations have shifted to remote work to transform traditional office conditions and take advantage of the new arrangements. Studies confirm working remotely sustains and boosts performance and satisfaction compared to conventional office states. However, work stress remains a constant concern negatively impacting well-being, engagement, and productivity across both settings. Less explored is how workplace authenticity, shaped by authentic living, accepting external influence, and self-alienation, impacts work stress and performance. We address this research gap by studying how these authenticity dimensions predict work stress across both working-from-home and office work environments and its effect on performance. We used extensive survey data to test the hypothesis implied by these relationships. The findings indicate that work stress is negatively associated with work in both settings. Additionally, accepting external influence and self-alienation may seem to increase work stress, while authentic living reduces it across both contexts. The results of this study provide a cross-context validation rather than strong differentiation between working from home and in office. Organizations should promote authentic living and target self-alienation to attenuate work stress. This is the first study to provide empirical evidence that these dynamics hold in both remote and office work contexts.

This study examines trade-offs between organizational culture, measured by the Competing Values Framework, and high financial compensation among Romanian Generation Z (n = 584). Using a quantitative cross-sectional design and scenario-based choice experiments, binary logistic regression models assessed how culture preferences and demographics predict employer choice. Results show that preferences for Clan culture most consistently increased the likelihood of selecting a culturally defined employer over high-salary alternatives (odds ratios 1.08–1.15), particularly through mentoring and employee development. Notably, Hierarchy culture preferences also significantly influenced decisions, indicating that this generation values both support and structured predictability. Employment status strongly moderated these trade-offs, with employed respondents significantly more likely to prioritize cultural attributes (odds ratios 2.07–2.47). Findings indicate that Generation Z makes nuanced, context-sensitive trade-offs, challenging one-dimensional assumptions about their motivations. These findings provide context-specific insights into Romanian Generation Z employer choice and offer practical implications for employer branding and talent attraction strategies.

The rapid adoption of artificial intelligence (AI) and digital technologies is changing not only the world around us, but also the travelers’ decision-making processes. This study aims to map research on AI and digitalization on travel decision-making, showing trends guiding current and future research. A total of 201 articles from the Web of Science (WoS) Core Collection (2020-2025) were included, covering digital platforms, chatbots, AI assistants, virtual and augmented reality, social platforms, and more. It has been discovered what journals and other publications publish the most about this topic, the geographical regions from which they come from, and other interesting insights. The paper used a bibliometric approach, with the scope of science mapping. VOSviewer has been used to perform co-occurrence of keywords, citation documents, citation sources, and citation countries. This study offers a strategic framework for understanding emerging developments, highlights unique insights in the field and lastly identifies avenues for future research.