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Mega-sporting events reportedly can offer many tangible and intangible benefits to the host country and regions, such as job creation, image improvement, local pride enhancement, social overhead capital investment and tourism business development. However, a paucity of studies in the literature have developed integrative models or have explored domestic tourist behavior in a general, or the sports tourism, context. To address this gap, the present study investigates the relationships between event quality, personal involvement, destination image and destination loyalty in the context of event sports tourism in order to provide sporting destination managers with valuable information for sustainable sports tourism development.

The authors collected information from 365 domestic tourists who attended the 100th National Sports Festival held in Seoul, South Korea, in 2019. Construct validity of the measurement scale was verified by confirmatory factor analysis (CFA), factor loadings, average variance (AVE) extracted and construct reliability (CR). Reliability of the measurement scale was verified by Cronbach's alpha analysis. The authors utilized structural equation modeling (SEM) with maximum likelihood estimation to analyze the predicted relationships.

The findings display the positive impacts of (1) event quality on destination image, (2) personal involvement on destination image, (3) personal involvement on destination loyalty and (4) destination image on destination loyalty. The findings indicate the key roles for event quality and personal involvement in improving destination image and the important roles of personal involvement and destination image in building destination loyalty.

The present study (1) contributes to the recent debate in the sports tourism literature over the relationship between the destination image and destination loyalty and (2) shows that there is no mediating role of the destination image on the relationship between the event quality and destination loyalty, and personal involvement and destination loyalty.

Based on a stimulus–organism–response theory, the purpose of this study is to empirically examine structural equation model linking personal involvement, positive emotions, tourist satisfaction and destination loyalty among sport tourists to a mega sport event. Moreover, moderating effects of place attachment on the relation between the aforementioned variables were investigated.

The validities and reliabilities of the measures were investigated through confirmatory factor analysis, Cronbach's alpha and correlation analysis. A structural equation modelling with maximum likelihood estimation was tested to analyze the relationships among the research variables using 383 participants.

The results revealed positive associations among stimulus (personal involvement), organism (positive emotions) and response (tourist satisfaction and destination loyalty). Moreover, the authors found moderating effect of place attachment on the relationships between personal involvement and positive emotions, personal involvement and tourist satisfaction and tourist satisfaction and destination loyalty.

This study holds the potential to aid destination managers in acquiring a more profound comprehension of how personal involvement contributes to elicit positive emotions, keep tourists satisfied and build destination loyalty as well as demonstrating the moderating roles of place attachment. However, generalizing the findings to alternative contexts presents a formidable challenge. Enhancing the applicability of these findings could be achieved through prospective research endeavors that explore visitors in diverse cities spanning various continents.

The study contributed to the literature by providing empirical evidence that personal involvement evokes positive emotions while also plays significant role in improving satisfaction and loyalty. Given the importance of experiences in sport tourism, this study also confirmed the role of positive emotions on tourist satisfaction and destination loyalty. Additionally, this study examined the moderating effect of place attachment, which has not been investigated in sport tourism context.

Although much of the research has examined the positive relationship between memorable tourism experiences (MTEs) and tourist satisfaction, little research has attempted to analyze the double mediating effects of cognitive and affective responses and the moderating effects of tourism motivation on the relationship. To address these gaps, this study developed a theoretical framework including MTEs, cognitive response, affective response, tourism motivation and tourist satisfaction with golf tourism using a stimulus-organism-response (SOR) theory.

The author collected data from domestic and international tourists that attended amateur golf tournaments for non-commercial purposes as amateur athletes in Jeju and Gunsan, South Korea, in 2022. Construct validity of the measurement scale was verified by confirmatory factor analysis, factor loadings, average variance extracted and construct reliability. The reliability of the measurement scale was verified by Cronbach's analysis. The current study utilizes structural equation modeling with maximum likelihood estimation to analyze the positive relationships and double mediating effects. Jamovi statistical software was also used to conduct a moderation analysis.

The findings displayed the significant impacts of MTEs on cognitive response, affective response, and tourist satisfaction, and the positive impacts of cognitive response and affective response on tourist satisfaction. Moreover, cognitive and affective responses were found to partially mediate the aforementioned relationships and golf tourism motivation moderated the aforementioned paths.

The current study shows that there is a double mediating role of the cognitive and affective responses and moderating role of tourism motivation on the relationship between MTEs and tourist satisfaction and explores golf tourists who participate in an amateur golf tournament for non-commercial purposes as amateur athletes, which has largely been ignored in golf tourism research.

The purpose of this study is to identify and explore what leadership characteristics constitute humanistic leadership in the South Korean context. Moreover, this study examines how these leadership characteristics are connected to Korean culture.

Based on the information gathered from semi-structured interviews and other sources, including books, case study articles and news articles, this study captures a more comprehensive perspective of Mr. Kook-Hyun Moon, the former CEO of Yuhan–Kimberly.

The key characteristics of Mr. Moon's humanistic leadership that are identified in this study are: respect for all mankind, benevolence (seeking the greater good), sincerity (building trusting relationships with stakeholders) and continuous learning and innovation (developing self and others). These key characteristics set Mr. Moon apart from other leaders and are connected to the fundamental values and philosophies of Korean culture.

This study contributes to the current leadership literature by identifying and exploring Mr. Moon's humanistic leadership characteristics that enable him to gain respect and contribute to communities and society in the South Korean context. This study also finds that the humanistic leadership characteristics of Mr. Moon reflect three major attributes of Korean culture: the ideology of the Dangun mythology, the principle of Neo-Confucianism in Korea and jeong – an indigenous cultural concept in Korea (these attributes will be discussed in detail in the South Korean values and philosophies section). Such reflection suggests that investigating how humanistic leadership characteristics are connected to local cultural roots is important to enhance the understanding of humanistic leadership.

This paper aims to investigate travelers’ intentions to use ChatGPT and the influential factors affecting their decision-making.

Four studies were conducted to test three hypotheses. Four groups of respondents totaling 593 (Study 1), 337 (Study 2), 374 (Study 3) and 385 (Study 4) survey participants were used for data analyses.

Overall, the findings confirmed the impacts of technology usage experience and ChatGPT’s mistakes and provided additional information on travelers’ intentions to use ChatGPT. The four hypotheses were supported.

The findings can help researchers and industry to understand travelers’ intentions to use ChatGPT and their responses to its functions.

这项研究调查了旅行者使用ChatGPT的意图, 以及影响其决策的重要因素。

通过进行四项研究来验证三个假设。四组受访者总共593名（研究1）、337名（研究2）、374名（研究3）和385名（研究4）参与了数据分析。

总体而言, 研究结果证实了技术使用经验的影响、ChatGPT的错误并提供了有关旅行者使用ChatGPT意图的更多信息。四个假设均得到了支持。

研究结果可以帮助研究人员和业界了解旅行者使用ChatGPT的意图, 以及他们对其功能的反应。

Este trabajo investiga la intención de los viajeros en el uso de ChatGPT y su influencia en el proceso de decisión de viaje de los viajeros.

Se han desarrollado cuatro estudios para probar tres hipótesis. Cuatro grupos de participantes: 593 (Estudio 1), 337 (Estudio 2), 374 (Estudio 3), y 385 (Estudio 4) participantes respondieron la encuesta y sus respuestas utilizadas para el análisis de datos.

En resumen, los resultados confirman el impacto de la experiencia de uso de la tecnología, los errores de ChatGPT, proveyendo información adicional sobre la intención de uso de ChatGPT por los viajeros. Las cuatro hipótesis de investigación fueron aceptadas.

Los resultados pueden ser útiles para la academia y la industria sobre la comprensión en la intención de uso de ChatGPT, tanto por los viajeros, como sus respuestas sobre su función.

The purpose of this paper is to examine the impact of different types of corporate issues and employee–organization relationships (EORs) on employees’ perceptions of the issues and on their communicative actions. Specifically, this study investigates how employees who have experienced an internal or an external issue within their organizations differently perceive the organizational issue and engage in positive and/or negative communicative behaviors.

An online survey was conducted with 363 full-time employees in large-sized companies in the USA who have experienced any internal or external issues within the past six months.

Employees are more cognitively aware of and feel more involved and less constrained in solving an internal company issue than an external one. Experiencing internal issues has led employees to share negative information about their organization externally. The quality of EORs pre-issue significantly increases employees’ involvement and positive communication behavior and decreases constraint levels and negative communication behaviors regarding an issue.

Corporate communication and public relations practitioners should incorporate strategic internal communication strategies to preemptively manage internal issues and to avoid them from evolving into internal crises.

This study is among the first to distinguish internal and external issues perceived by internal stakeholders and to examine their impacts on employees’ issue-specific perceptions and communicative behaviors. This study also provides significant practical guidelines for corporate communication practitioners and leaders by explicating the strategic role of issue type and employee behaviors in issue management.

The purpose of this paper is to identify associations amongst organizational justice, supervisory justice, authoritarian culture, organization-employee relationship quality and employee turnover intention.

An online survey (n=300) was conducted in South Korea.

Organizational justice and supervisory justice are positively associated with organization-employee relationship quality, while authoritarian organizational culture is negatively associated with it. In addition, there is a positive association between authoritarian organizational culture and turnover intention. Organizational justice and organization-employee relationship quality are negatively associated with turnover intention.

This study contributes to the lack of research on organization-employee relationship quality as a predictor of employee turnover intention and a mediator between authoritarian organizational culture and turnover intention.

This study explores the interaction effects of organizational conflict history and employees' situational perceptions of COVID-19 on negative megaphoning and turnover intention.

Survey data (N = 476) were collected from US citizens, who self-identified as full-time employees, through Amazon Mechanical Turk (MTurk) in August 2020.

Organizational conflict history (i.e. highly conflict-prone vs less conflict-prone workplaces) interacts with employees' situational perceptions of COVID-19 (i.e. inactive vs active publics) in affecting employees' negative megaphoning and turnover intention toward their organizations. Employees who are active publics on COVID-19 in highly conflict-prone workplaces reported the highest negative megaphoning and turnover intention. On the contrary, employees who are inactive publics on COVID-19 in less conflict-prone workplaces reported the lowest negative megaphoning and turnover intention.

COVID-19 is an uncontrollable, exogenous crisis for organizations. While it is expected that employees in highly conflict-prone workplaces would report higher negative megaphoning and turnover intention, this study found that employees' situational perceptions of COVID-19 would further exacerbate the effects. This finding reflects the importance of managing organizational conflicts continuously and preemptively while also segmenting and cultivating relationships with employees based on their situational perceptions of issues and crises.

This study identified the significance of the interaction of cross-situational factors (e.g. employees' recollection of organizational conflict history) and situational factors (e.g. employees' situational perceptions of issues) in affecting employees' negative behavioral intentions in crisis situations, even if the crises are exogenous and uncontrollable.

This study aims to examine whether a text stimulus could enhance students' imagination and thus enhance their creativity in the architectural design studio. The assumption is that adopting the text stimulus in the conceptual design stage would support students' imagination through a nonlinear design process, and ultimately produce the creative values of design outcomes.

A curriculum that adopts a text stimulus was developed and used for first-year university students. The aim was to implement an architectural setting to stimulate students' imagination with a framework for creativity evaluation. The study focused not only on the design process that characterizes the generation of concepts and ideas, but also on the processes related to the creative practices that students need for developing their own expression methods to solve problems they encounter.

The results show that design education that emphasizes the imaginary could enhance students' creative thinking, thus leading to creative design. As a training tool in the design studio, the diversity of interpretation following the text stimulus was revealed to provoke a nonlinear design process and to eventually enhance students' originality, differential and inventiveness, which are associated with the creativity criteria for evaluation.

The study explores the translation of imaginary spaces from text into spatial design as a conceptual tool in order to characterize and support creativity throughout design education in the architectural design studio.

The purpose of this paper is to examine the impacts of perceived authenticity of organizational behaviors and types of organization-employee relationship (i.e. communal and exchange relationship) on intangible assets of organizations generated by employees’ communicative behaviors (ECBs) (e.g. megaphoning, scouting).

A web-based survey was conducted with full-time 528 employees working in medium- and large-sized companies in the USA.

Results showed that an organization’s authentic behaviors are positively related with employees’ perceived communal relationships, but not with exchange relationships. However, both communal and exchange relationships turned out to increase ECBs: positive megaphoning, negative megaphoning, and scouting. The existence of both communal and exchange relationships was more significant than having only communal relationships in terms of encouraging employees’ active communicative actions.

By building links between employees’ communicative actions and its antecedents, perceived authenticity, types of relationship; this study contributed to the body of knowledge on exchange and communal relationship in the context of employee communication and extended the understanding of motivations of ECBs.

The findings suggest that employees’ communicative actions are highly facilitated by organizations’ authentic behavioral efforts and perceived relationship. To encourage employees’ information seeking and sharing behaviors, for organizational effectiveness, organizations should behave in authentic ways – be trustful, transparent, and consistent – and build both communal and exchange relationship.

This study first attempted to demonstrate the impacts of both communal and exchange relationships for organizations empirically in internal communication and relationship building practices.