This study unveils the mediating mechanism and explores the role of organizational trust in the link between organizational justice and turnover intention among female employees in the banking industry. For this purpose, we gathered data from 336 female workers employed at a Tunisian prominent bank, encompassing both head office and branch locations dispersed throughout the country. Our study analyzed the data using AMOS statistical software version 25 and confirmed our research hypotheses. Our findings showed that procedural justice and interactional justice positively influence organizational trust, while they both have a negative impact on turnover intention among female employees. Furthermore, organizational trust significantly and negatively influences female employees’ turnover intention. Ultimately, we have demonstrated that organizational trust completely mediates the link between procedural and interactional justice and female employees’ turnover intention. This highlights the significance of organizational trust in conditioning the relationships linking procedural and interactional justice to turnover intention among female employees. Hence, top management should put more emphasis on building organisational trust among their female employees to ensure positive attitude and behaviour. Other implications for practitioners and researchers are elaborated.

In today’s rapidly evolving world, the integration of artificial intelligence (AI) technologies has become paramount, offering unparalleled value propositions and unparalleled consumer experiences. This study delves into the transformative impact of five AI activities on brand experience and consumer-based brand equity within the retail banking landscape of Lebanon. Employing a quantitative deductive approach and a sample of 211 respondents, the research employs structural equation modeling to analyze the data. The findings underscore the significant influence of four AI marketing activities on brand experience, revealing that factors such as information, accessibility, and customization play pivotal roles, while interaction has a less pronounced effect. Importantly, the study unveils that brand experience acts as a partial mediator between AI marketing activities and consumer-based brand equity. These revelations not only illuminate pathways for retail banks in Lebanon to refine their AI strategies but also underscore the importance of leveraging AI-driven marketing initiatives to bolster customer equity, acquisition, and retention efforts in an increasingly competitive market age.

In the rapidly expanding Chinese high-tech industry, high employee turnover poses a significant challenge. This study employs a mixed-methods approach to explore the association between transformational leadership and turnover intentions, utilizing both survey responses and detailed interviews. Findings from this investigation demonstrate a strong negative correlation between transformational leadership and turnover intentions. Increased job satisfaction and organizational commitment, crucial factors for employee retention, mediate this relationship. The study underscores the strategic significance for high-tech enterprises in China to nurture transformational leadership as a means to mitigate turnover, thereby fostering a more engaged and dedicated workforce, and sustaining a competitive advantage in this dynamic industry.

We report on the measurement of the response of Rhodamine 6G (R6G) dye to enhanced local surface plasmon resonance (LSPR) using a plasmonic-active nanostructured thin gold film (PANTF) sensor. This sensor features an active area of approximately ≈ 2.5 × 10¹³ nm² and is immobilized with gold nanourchins (GNU) on a thin gold film substrate (TGFS). The hexane-functionalized TGFS was immobilized with a 90 nm diameter GNU via the strong sulfhydryl group (SH) thiol bond and excited by a 637 nm Raman probe. To collect both Raman and SERS spectra, 10 μL of R6G was used at concentrations of 1 μM (6 × 10¹² molecules) and 10 mM (600 × 10¹⁴ molecules), respectively. FT-NIR showed a higher reflectivity of PANTF than TGFS. SERS was performed three times at three different laser powers for TGFS and PANTF with R6G. Two PANTF substrates were prepared at different GNU incubation times of 10 and 60 min for the purpose of comparison. The code for processing the data was written in Python. The data was filtered using the filtfilt filter from scipy.signals, and baseline corrected using the Improved Asymmetric Least Squares (ISALS) function from the pybaselines.Whittaker library. The results were then normalized using the minmax_scale function from sklearn.preprocessing. Atomic force microscopy (AFM) was used to capture the topography of the substrates. Signals exhibited a stochastic fluctuation in intensity and shape. An average corresponding enhancement factor (EF) of 0.3 × 10⁵ and 0.14 × 10⁵ was determinedforPANTFincubated at 10 and 60 min, respectively.

This study begins the conversation on the impact that applicant CSR orientation has on a major phase of workforce development—employer attractiveness. There is also virtually no research that investigates CSRO and workforce development. Meanwhile, this present research effort provides evidence that there is some basic relationship between CSRO and employer attractiveness. The data comes from 280 participants who are interested in joining the hospitality and tourism industries in Pakistan. Structural equation modeling was used to analyze the data. The results showed that all four dimensions are significant predictors of employers‘ attractiveness. More specifically, the ethical aspect of CSR has a stronger impact on employers’ attractiveness, whereas discretionary behavior in CSR has the least impact. The implications for academicians, researchers, and managers in the hospitality industry are given in detail.