This study aimed to investigate the direct influence of entrepreneurial education, entrepreneurial mindset, and creativity on the entrepreneurial intention with the indirect role of entrepreneurial self-efficacy. This study applied the structural equation model technique using AMOS software to verify the hypothesis relationships. This study collected self-administered survey data from 365 university students of Jiangsu and Zhejiang province of China. The findings indicated that entrepreneurial education, entrepreneurial mindset, and creativity have a positive and significant influence on entrepreneurial intention. Moreover, results revealed that entrepreneurial self-efficacy partially mediates in the relationship between entrepreneurial education, entrepreneurial mindset, and creativity on entrepreneurial intention. Further implications and limitations are also discussed in this article.

Artificial intelligence (AI) has provided significant help in many fields of life. This study proposed a framework that helped in understanding customers’ attitudes about the adoption of Robo-advisors. The role of the Technology Readiness Index moderated as one of the primary relationships. A total of 208 potential users of Robo-advisor services provided the data that confirmed the validity of the model. This model provided the input for structural equation modeling and analysis of the study hypotheses. The results indicated that consumers showed positive attitudes about Robo-advisor services, with the moderating effect of Technology Readiness Index dimensions, namely, contributors and inhibitors. Perceived ease of use, perceived usefulness, and perceived convenience influenced consumers in developing positive attitudes about this service. Financial businesses can design better AI Robo-advisor services to fulfill the requirements of a wide range of consumers. This proposed framework contributes to the consumers’ understanding of behavioral intentions for the use of Robo-advisors in FinTech.

Purpose: Facing a new round of global industrial restructuring, it is vital for less-developed yet populous regions to build a happy, engaged workforce to achieve competitiveness. The purpose of this paper is to integrate an indigenous cultural perspective, i.e. Muslim religious belief, with the job embeddedness theory to delve into employee well-being-turnover issues in a large developing country ingrained with Muslim culture.Design/methodology/approach: The authors conducted a questionnaire survey on employees from the media sector in the Muslim country, Pakistan. The data were analysed using moderated hierarchical regression models (investigating three-way interactions), while the significance tests of simple slopes and simple slope differences were also used to support the analysis.Findings: The results suggest that all predictors analysed (Muslim religious belief, organisational embeddedness, life satisfaction, and work engagement) were negatively and significantly related to turnover intention. Furthermore, the employee well-being-turnover intention mechanisms are jointly moderated by Muslim religious belief and organisational embeddedness.Practical implications: The research considers turnover intention as an outcome of a three-way interaction among employee well-being, Muslim religious belief, and organisation embeddedness, thus proposing insightful implications for other developing country enterprises, particularly those ingrained with Muslim culture.Originality/value: The authors propose a novel model which demonstrates the effects of employee work- and life-related well-being on turnover intention from a unique angle by incorporating Muslim religious belief with organisational embeddedness, contributing to the existing body of knowledge. The applicability of western concepts to immature markets is also examined.

BACKGROUND: In the global economy, motivating people to engage and stay in their work is a challenge for organizations. Researchers are increasingly recognizing the need for promoting strong employee engagement in the workplace. OBJECTIVE: This paper

Purpose: Despite its importance, the literature on women financial inclusion (WFI) remains fragmented due to the absence of a comprehensive review that consolidates the intellectual structure of the field. This paper examines the intellectual structure of the topic and gives a complete overview of the research undertaken so far in the field.Design/methodology/approach: A bibliometric study of 235 Scopus-indexed publications, including citation analysis, keyword network analysis, co-authorship analysis and reference co-citation analysis using VOSviewer was performed.Findings: The study identified major contributors to the field (the most prolific author was Ghosh, S.), the leading journals in the field (the World Development), the geographical locations where research in the field is concentrated (India is the leading country) and the organisations focussing on green consumer research (leading organisation: The World Bank, USA). In addition, four significant themes that describe the body of information about women's financial inclusion were found.Originality/value: This study provides policymakers and academic scholars with fresh insights at a higher level into this burgeoning topic. Such insights would aid in the development of initiatives to address women's financial inclusion concerns.Peer review: The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-06-2022-0438.

While the significance of cross-cultural research has been acknowledged over time, there remains a gap in understanding its relationship with employee outcomes. This study delves into the associations between organizational trust climate (TC) and job performance (JP), as well as turnover intention (TI), seeking to ascertain if work engagement (WE) plays a mediating role. Additionally, the research investigates potential differences in the mediating effect between China and Pakistan. Data gathered from 270 participants in China and 242 in Pakistan were subjected to structural equation modeling (SEM) for analysis. Findings indicated that perceptions of individual WE serve as a bridge between organizational TC and JP, with the effect on JP being notably stronger among the Chinese participants. Moreover, the mediating role of WE in the link between organizational TC and TI was more pronounced for the Pakistani participants. On a practical front, such insights can equip managers with a nuanced understanding of the ripple effect that a trust-infused environment can have on employee engagement, subsequently influencing performance and retention rates.