Search Results (239)

Drawing upon the works of Kazadi wa Mukuma, Gerhard Kubik, Carlos de Lima, Vivian Gotheim, Wilson Nogueira, Temitope Fagunwa, and Alaba Simpson, this study traced the evolution of Bumba-Meu-Boi from its regional origins in Maranhao, Brazil, to its adaptation in Lagos, Nigeria, as an Afro-Brazilian returnee festival within the context of Lagos carnival. Beyond serving as a crucible for the historical return of repatriated Africans from Brazil following abolition of slavery in Brazil, the study also documents how the Afro-Brazilian community has been fully integrated into the Nigerian society. Through the formation of a thriving Brazilian Descendants Association, the Brazilian community has been able to sustain their Afro-Brazilian heritage through social events and community impact by preserving Brazilian architecture, culinary knowledge, festivals, teaching of Portuguese language, and the celebration of their Afro-Brazilian genealogical past. Full article

Cranberry (Vaccinium macrocarpon Ait.) is an herbaceous, evergreen, dwarf shrub of the genus Vaccinium in the family Ericaceae, often used as a functional food. Cranberries are primarily distributed in the northern United States—including Massachusetts, Wisconsin, and Maine—as well as in Quebec, Canada; the state of Columbia; Chile in South America; and northeastern Europe. They are also found in China’s Greater Khingan Range and Fuyuan City, Jiamusi, Heilongjiang Province. The plants thrive in cool environments and exhibit considerable adaptability to soil conditions, preferring acidic soils. Cranberries are rich in a variety of biologically active components, such as polyphenols (proanthocyanidins, chlorogenic acid, flavonols, anthocyanins, caffeic acid, etc.), triterpenoids, and other nutrients. Studies have shown that the chemical components extracted from cranberry fruit have pharmacological effects such as antioxidant, anti-inflammatory, anti-cancer, and urinary tract infection prevention and treatment, and are commonly used clinically in the treatment of cardiovascular diseases, the prevention of urinary tract infections, blood pressure lowering, and the fight against Helicobacter pylori, among other clinical diseases. Cranberries also play a huge role in daily nutrition, and they are named for their richness in a variety of mineral elements, trace elements and vitamins. This work uses information from Pubmed, Web of Science, Scopus, CNKI (China National Knowledge Infrastructure), and related papers. In this paper, a comprehensive review of the phytochemical composition, pharmacological mechanism of action, clinical application value and nutritional significance of cranberry was conducted in recent years to provide references for the further extraction of chemical components in cranberry and rational clinical application, which can help to guide people to rationalize their diets and promote the formation of healthy diets. Full article

In service-intensive, compliance-driven settings such as banking, identifying how internal corporate social responsibility (ICSR) fosters employees’ vitality and learning is crucial for sustainable organisational performance. Amid growing interest in employee thriving, this study explores how perceived internal corporate social responsibility (PICSR) and moral meaningfulness (MM) shape thriving at work (TaW) through organisational embeddedness (OE). Rooted in self-determination theory, the findings reveal OE as a key mediator between PICSR and TaW, shedding light on how ICSR initiatives influence employee dynamics. The study also reveals that MM alone does not significantly predict TaW directly, but does so indirectly through OE, highlighting the importance of contextual mechanisms. Additionally, it identifies a surprising negative moderating effect of risk-taking, one dimension of intrapreneurial behaviour (IB), on the relationship between OE and TaW, while innovativeness, another dimension, shows no such effect. Theoretical and practical implications underscore the importance of aligning ICSR practices with employees’ psychological needs, supporting moral alignment, and tailoring support for intrapreneurs. Organisations must achieve a balance between autonomy and security to sustain engagement and innovation, advancing human and organisational sustainability, ultimately leading to thriving. Full article

Set against the current societal and religious contexts that Church of England schools find themselves positioned in, Lesbian, Gay, Bisexual, Trans, Queer, Plus (LGBTQ+) teachers must navigate the contested space between their embodied identity and expectations of others. Whilst this research focuses specifically on Church of England schools in England, broader questions of belonging, purpose, and pedagogy are argued to transcend geographical and denominational boundaries. In this series of six interviews with teachers at different career stages who work, or have worked, in Church of England secondary and primary schools, we explore their lived experience of balancing their queer identity against the professional standards of teaching and the views of the school community. Five LGBTQ+ teachers and one ally were interviewed—all but one of whom hold or held senior leadership positions. Key foci for the researchers were discussions around the often-unacknowledged pressure and responsibility that teachers might feel for being a role model for the LGBTQ+ community, with particular nuances due to the Church school context, and, in particular, if the teachers felt that the school environment enabled them to be their authentic selves. An overarching concern was the extent to which LGBTQ+ teachers felt that they were able to thrive in these communities. One consideration for the authors was a hope that key messages could be shared with Diocesan Education Leaders that might enable future generations of LGBTQ+ teachers to feel that they were being appropriately supported and enabled. Full article

As small–medium-sized enterprises (SMEs) increasingly adopt cloud technologies, understanding the factors influencing this shift is crucial as it helps to optimize cloud integration strategies, enabling SMEs to thrive in today’s digital economy. A cross-sectional, quantitative survey was conducted in February 2022 on 626 employees of SMEs in the USA, based on the TAM-2, TAM-3, and UTAUT-2 models. The questionnaire presented satisfactory reliability, as well as factorial and convergent validity. Employees presented positive behavioral intentions to use cloud technologies, particularly during the COVID-19 period. SMEs were satisfied with the use of Software as a Service (SaaS), Infrastructure as a Service (IaaS), and the public cloud development model in the wake of the COVID-19 period. Behavioral intention to use cloud technologies was linked with higher performance and effort expectancy, price, perceived enjoyment, computer self-efficacy, and social influence. A higher behavioral intention was observed in employees (a) with a mid–top-level role; (b) who worked in finance and insurance, information services data, construction, or software and in an SME with 26–500 employees; (c) who had a master’s degree; (d) were 35–44 years old; and (e) had family obligations. Higher experience with the use of cloud technologies enhanced the positive impacts of effort expectancy, computer self-efficacy, and perceived enjoyment on behavioral intention. Full article

This study examines how the organizational work climate shapes the effectiveness of supervision on employee performance. While traditional management theory assumes supervision universally enhances productivity, we observe a puzzling paradox: facing identical tasks and wage systems, some firms rely heavily on hierarchical supervision while others thrive with minimal oversight. Through a four-month field experiment across two Chinese agricultural enterprises (5851 observations), we test whether the supervision’s effectiveness depends on the alignment between leadership practices and organizational climate. In formal management firms (FMFs) characterized by hierarchical governance and arm’s-length employment relationships, directive supervision significantly reduces task completion times by 0.126 standard deviations, equivalent to approximately 4.3 s or 2.8% of the average completion time, with this effect remaining stable throughout the workday. Conversely, in network-embedded firms (NEFs) operating through trust-based relational contracts and social norms, identical supervisory practices yield no performance gains, as informal social control mechanisms already ensure high effort levels, rendering formal supervision redundant. These findings challenge the “best practices” paradigm in strategic HRM, demonstrating that HR success requires a careful alignment between leadership approaches and the organizational climate—an effective HR strategy is not about implementing standardized practices but about achieving a strategic fit between supervisory leadership styles and existing work climates. This climate–leadership partnership is essential for optimizing both employee performance and organizational success. Full article

This narrative literature review aims to explore the risk and protective factors influencing the mental well-being of white-collar workers in the post-pandemic era. It investigates how factors vary across different phases, including pre-pandemic traditional work models, work-from-home or hybrid models during the pandemic, and the recovery phase of returning to the office in the post-pandemic era. This review highlights the diverse nature of related factors, examining constructs including stress, depression, burnout, thriving, work engagement, workaholism, motivation, workplace civility, and resilience. The Job Demands-Resources model, a recognized theoretical tool for analyzing and understanding the interactions between psychological constructs and their effects on employee well-being and turnover intention, is proposed as a useful framework to consider the relationships between the factors. By synthesizing existing research findings, this review contributes to our understanding of the complex interplay between work-related factors and employee well-being in the evolving landscape of the post-pandemic world. Understanding these dynamics is crucial for developing effective strategies to support white-collar workers’ mental well-being and productivity in the post-pandemic era. Full article

In light of a Volatile, Uncertain, Complex and Ambiguous (VUCA) world, the need for employee adaptability is a critical capacity to navigate challenges and facilitate employees thriving in organizations. One important capacity, systems intelligence, captures employees’ ability to think, adapt and act effectively in interactions with systems. In a three-wave longitudinal study, we examine the relationship between systems intelligence (SI), job crafting (JC), and job performance (JP) over time. We employ the job demands-resources model to demonstrate that SI increases JP, hypothesizing that job resources, as manifested in JC, act as mediator between personal resources (SI) and JP. Data were collected from employees in Pakistan working across the banking, telecommunications, information technology, and engineering sectors. In the first wave, 303 participants completed the survey using validated self-report measures, followed by 212 in the second wave, and 99 in the third wave, each two months apart. Our findings show that systems intelligence at Time 1 was positively related to job performance at Time 3 but not Time 2. We found no significant association of SI at Time 1 with JC at Time 2 or Time 3. JC at Time 2 did not mediate the effects of SI at Time 1 on JP at Time 3. However, JC (T1 & T2) had a significant positive effect on JP (T2 & T3). Overall, our findings suggest that the pathways from systems intelligence and job crafting to job performance are independent. This dual pathway to performance has important theoretical implications as well as practical implications for organizations. Organizations can improve team and individual productivity by fostering systems intelligence and promoting job crafting behaviours. This research directs the attention of leaders and HR functions to the value of tailored interventions in developing these abilities and achieving long-term success and adaptive performance in the workforce. Full article

As life expectancy and retirement ages rise globally, understanding how older workers thrive in the workplace is an increasingly vital measurement and wellbeing priority. In this study, we validated the Thriving from Work Questionnaire (TfWQ) for workers aged ≥50. A U.S. online panel yielded 617 older workers and 372 younger counterparts for comparison. Using item response theory alongside model-fit evaluation and correlational tests with job/life satisfaction, engagement, burnout, and turnover intent—we assessed reliability and construct validity of the long- (30 reduced to 29-item) and short- (8-item) form TfWQ versions. We recommend omitting one of the original items from the long-form for use in older workers. Instrument reliability was high (α = 0.94 long-form; 0.90 short-form). Model fit was established for both long- and short-form versions with acceptable model fit indices. Convergent validity was supported by strong, theory-consistent correlations with the external constructs. Older workers, compared with those 20–49 years, had higher scores of thriving from work as well as differences identified on nine items. These age-patterned differences highlight actionable levers for occupational-health age-sensitive policy, wellbeing interventions, and workforce planning. The TfWQ offers a robust, reliable, valid, and practically oriented tool for evaluating older workers’ wellbeing with utility across research, practice, and policy. Full article

This article examines the current statutory care and protection landscape in Aotearoa New Zealand (Aotearoa), focusing on the operations of Waikato-Tainui, a post-treaty settlement entity operating on behalf of the Waikato tribe (iwi), within this complex colonial context to safeguard and nurture mokopuna (descendants) and whaanau (families). Waikato-Tainui supports indigenous mokopuna within a fundamentally flawed settler-colonial care and protection system while concurrently reimagining an indigenous-led model rooted in ancestral wisdom and knowledge systems. Mokopuna Ora (Thriving descendants) is an indigenous whaanau-led and mokopuna-centred care and protection initiative that has been piloted, tested, researched, evaluated, and expanded over the past eleven years within the current settler colonial system. Drawing from deep empirical ancestral wisdom, the authors reimagine a new approach, building a roadmap for mokopuna and whaanau success. Ki Tua o Ngaku Mokopuna is presented as a cultural practice framework encapsulating Waikato ancestral wisdom and knowledge. While still in its early implementation stages, its development has been generations in the making, belonging to Waikato paa (communal meeting places) and hapuu (sub-tribes). Beyond a tool for frontline staff, this framework offers a vision, measures of success, and standards of excellence to inform theory and practice. This work addresses continuous indigenous resistance against negative colonial impacts, reflecting a shared indigenous experience and system of care and protection. In contemporary Aotearoa, the neo-colonial challenge is exacerbated by the current right-wing coalition Government and its ideological stance. The swift and extensive legislative reforms driven by harmful racist ideology are unprecedented, facilitating the exploitation of people, Papatuuaanuku (the earth mother), and te taiao (the natural world) for corporate gain and profit. Maaori tribes, organisations, sub-tribes, families, and individuals are actively countering these racist ideologies, legislations, strategies, policies, funding decisions, and operational practices. This ongoing colonial violence is met with the strength of ancestral knowledge and wisdom, envisioning a future where mokopuna thrive. The framework represents indigenous love, growth, prosperity, and abundance amidst enduring colonial harm and ideological warfare. Full article

Geological data of the region indicate that the Canary Islands have not been connected to the mainland before. However, fossil evidence suggests some kind of faunal exchange with Africa during the late Neogene. After extensive field work during past years, a re-evaluation of the fossil remains of the first terrestrial vertebrates that settled and thrived on the Canary Islands is presented, with special attention to the long-debated identity of birds that laid large-sized eggs, reported some decades ago on Lanzarote Island. The age of the eggshell-bearing deposits has been recently updated as Early Pliocene (ca. 4 Ma). The dispersal mode of these terrestrial birds to reach the island was an unsolvable challenge in previous studies because the regional geography of the sea bottom was neglected, as well as the chronological succession of events in the formation of the Canary Eastern Ridge, which increased attention to a unique case of arrival of ratites on an island never before united with the mainland. The few animals found in northern Lanzarote (ratites, snakes, turtles, terrestrial snails and bite marks on eggshells pointing to a jagged and unknown large predator) probably made the sea crossing from the mainland in different ways. Two scenarios are contemplated. In both, the circumstances facilitating the faunal transit from Africa to the Canaries ceased after the early Pliocene, around 4 Ma, since these animals have never managed to cross the Canary Channel again. Full article

Objective: Given the critical workforce challenges in home care settings and the limited understanding of empowerment mechanisms in isolated work environments, this study aimed to examine how structural empowerment influences psychological empowerment among home care workers in South Korea through the mediating pathways of thriving at work and caregiver reciprocity. Based on Kanter’s empowerment theory, we specifically investigated the serial mediation effects to understand the complex processes through which organizational support structures translate into enhanced worker empowerment. Methods: A cross-sectional survey was conducted with 192 home care workers. Data were analyzed using descriptive statistics, correlation analysis, and serial multiple mediation analysis using SPSS Process Macro Model 6. Results: Structural empowerment demonstrated significant positive correlations with thriving at work (r = 0.445, p < 0.001), caregiver reciprocity (r = 0.490, p < 0.001), and psychological empowerment (r = 0.337, p < 0.001). Thriving at work significantly influenced both caregiver reciprocity (β = 0.3968, p < 0.001) and psychological empowerment (β = 0.1685, p < 0.001). The serial mediation analysis revealed that the indirect effect of structural empowerment on psychological empowerment through thriving at work and caregiver reciprocity was statistically significant (indirect effect = 0.1327, 95% CI [0.0713, 0.1929]), with the model explaining 58% of the variance in psychological empowerment. Conclusions: Structural empowerment significantly enhances psychological empowerment among home care workers through the sequential mediation of thriving at work and caregiver reciprocity. Healthcare organizations should prioritize strengthening structural empowerment through comprehensive support systems and conducive work environments to optimize care quality and worker well-being. Full article

This study addresses a gap in hospitality research by investigating how employees’ perceptions of green intellectual capital (GIC) influence their satisfaction with both career and life. Although sustainability has become increasingly relevant in organizational strategies, limited research has examined how such job resources affect employees’ attitudes. Guided by the Job Demands–Resources (JD-R) framework, the study proposes a model in which organizational embeddedness (OE) mediates the relationship between green intellectual capital (GIC) and satisfaction outcomes, while thriving at work (TAW) moderates this pathway. The analysis is based on data collected from 371 employees working in four- and five-star hotels in Turkey. Structural equation modeling was used to test the hypotheses. The findings show that positive perceptions of green intellectual capital (GIC) are associated with stronger embeddedness, which, in turn, enhances career and life satisfaction. Moreover, this indirect effect is more pronounced among employees who report higher levels of thriving. The results emphasize how sustainability-oriented practices can serve as meaningful resources that improve employee outcomes in the hospitality industry. Full article

Social justice has become the panacea for all types of concerns and issues—providing a sense that all concerns are worthwhile, comprehensive, and matter for today’s world. Thus, developing alternative concepts, ideas, and imaginaries can potentially provide solid grounds for scholars to advance beyond conventional understandings about social justice. Therefore, this manuscript aims to experiment with ethics of care as a conceptual device to disrupt Trumpism, as well as propose alternative worlds where sport, youth/athlete development, and social justice can connect otherwise. Specifically, efforts will be deployed to advance notions concerning sport–social justice in ways beyond our contemporary understandings. The work of feminist theorist and scholar Maria Puig de la Bellacasa (and many other human, non-human and more-than-human entities) is used to situate care as a relational doing. Moving forward, alternative worlds with alternative caring responsibilities matter if youth sport is to continuously thrive for justice. The conventional game of sport–social justice inquiry may have consequences and implications for caring that may be deemed unsustainable and continued sources of oppression. Therefore, caring becomes much more than a fact, a concern, or a concept. It becomes an ontological compromise, an ideal, and an ontological project for scholarly work, which implies a willingness to navigate towards the unknown and unprecedented—potentially our main caring responsibility as scholars. Full article

In the face of ongoing debate surrounding diversity, equity, and inclusion (DEI) in higher education, this essay examines the limitations of current DEI frameworks by interrogating the theories of justice on which they are implicitly based. While DEI initiatives aim to address both the symptoms and structural roots of marginalization, they often fall short of realizing transformative change within entrenched institutional dynamics. This essay contends that the justice paradigms most commonly underpinning DEI—rooted in rights-based and utilitarian traditions prevalent in modern liberal institutions—fail to fully engage the conditions necessary for human freedom, flourishing, and self-determination. In response, it advances a capabilities approach to justice as a more expansive framework for understanding and guiding DEI efforts. Emphasizing individuals’ real freedoms to achieve well-being in context, the capabilities approach foregrounds the relational, material, and institutional dimensions of justice. Reframing DEI through this lens, the essay invites higher education professionals to engage in equity work that is not only compliant or symbolic but rooted in the transformation of the conditions that support human and ecological thriving. Rather than offering a definitive model, this intervention aims to animate new questions and practices that expand the horizon of what justice-oriented DEI work in higher education can become. Full article