Purpose: This study examines how different traffic sources influence engagement quality on waste management websites. While previous research primarily focused on technological, organizational and policy aspects of waste management systems, limited attention has been devoted to understanding how users access digital platforms and how these access channels influence engagement behaviour. The study aims to identify patterns of traffic acquisition channels with website performance indicators. Design/methodology/approach: A quantitative analysis was conducted using aggregated website traffic data obtained from the Similarweb platform. Website performance was evaluated through engagement metrics, including pages per visit, visit duration, and bounce rate. Analytical procedures combined correlation analysis, Welch’s t-tests for group comparisons, and Random Forest modelling to identify key drivers of website performance across traffic sources. Findings: The analysis indicates that engagement quality differs across traffic acquisition channels, with some sources consistently associated with stronger interaction than others. Results suggest that traffic volume alone does not guarantee deeper engagement and that certain access channels contribute more effectively to website interaction. Multivariate modelling further highlights the uneven contribution of individual traffic sources to engagement outcomes. Research limitations/implications: The study relies on aggregated third-party traffic estimates and a cross-sectional dataset, which restricts causal interpretation and longterm assessment. Future research could integrate first-party data, longterm observations and specific performance indicators to extend understanding of digital engagement dynamics. Practical implications: The findings guide waste management organizations and public institutions in prioritizing digital communication strategies that enhance website engagement, rather than focusing solely on traffic acquisition. Strengthening certain traffic sources and adjusting website content to user expectations may improve digital service accessibility and communication effectiveness. Social Implications: Improved digital engagement with waste management platforms may contribute to public awareness, more effective communication of environmental initiatives and enhanced participation in sustainable waste management practices. Originality/value: This study contributes to research of digital communication in sustainability sectors by empirically demonstrating that traffic acquisition channels function as digital assets that influence engagement quality on waste management websites. By linking website analytics with sustainability communication, the study extends current understanding of how website access patterns shape interaction with environmental services.
Purpose: Adaptive performance has gained momentum critically as they navigate rapid technological, pedagogical, and organizational change in higher education. In this context, the study aims to investigate the role of adaptive leadership, work-life balance, and commitment on faculty’s adaptive performance. Design/Methodology: The study uses an analytical research design based on stratified sampling techniques. A structured questionnaire was used to collect data using a survey from 406 full-time teaching faculty (professors, associate professors, and assistant professors) of Nepalese universities from December 2024 to April 2025. Descriptive statistics were used to identify the respondents’ descriptive facts, while associations and effects of predictor variables were examined using inferential statistics. Findings: The findings demonstrate that adaptive performance is not merely an individual capability, but a socially embedded outcome shaped by leadership-driven work environments and commitment. Adaptive leaders create supportive working environments through quality work-life practices that enhance commitment. Originality/value: This study is original as it integrates the Adaptive Leadership, Quality Work-life framework, Job Demand Resource framework, and Pulakos’ Adaptive Performance models to reveal distinct motivational pathways, offering a context-specific understanding of faculty adaptive performance. In this way, the study opens new discussions on how institutions can strategically enhance faculty adaptive performance through shaping leadership-driven work environments and commitment.
Purpose: This study investigates the implicit factors driving business success and longevity within the context of a dynamic and turbulent economic environment. Methodology: Employing a quantitative research design with a descriptive correlational approach, the study analysed data from 347 employees across eleven Colombian companies recognised by the Mariposa de Lorenz Award for their financial solidity and social responsibility. The methodology utilised a non-probability purposive sampling technique to apply a durability factors questionnaire, originally comprising 47 items, and the data were analysed using IBM SPSS Statistics software. Findings: Exploratory factor analysis simplified the theoretical framework from thirteen previously identified components into two primary factors: «Responsible Culture» (encompassing organisational culture, social responsibility, and knowledge management) and «Strategic Management» (comprising corporate governance and business strategy). Results indicate a significant positive correlation between these two components, suggesting they are interdependent drivers of success. Furthermore, the analysis revealed that whilst perceptions of «Responsible Culture» vary primarily by hierarchical position, the appreciation of «Strategic Management» is sensitive to the employee’s position, age, and experience, with senior management placing greater emphasis on the latter. Originality / Value: Grounded in the Knowledge-Based View (KBV) of the firm, the research aims to identify the underlying elements that enable companies to maintain sustainable competitive advantages. The study concludes that the harmonious development of both strategic alignment and a «Responsible Culture» is essential for achieving corporate longevity and superior performance, offering practical insights for management in complex markets.
Purpose: This article analyses how value is distributed among stakeholders in the Spanish financial system from a post-growth perspective. It focuses not only on how much value is created, but on how it is allocated across main stakeholders, in order to assess financial institutions by their distributive orientation and its alignment with broader wellbeing goals. Design/methodology/approach: The article adopts a quantitative compositional approach to stakeholder value shares expressed as percentages that sum to 100%. To compare these “closed” data without distortion, it uses Aitchison’s distance, which is designed for compositional vectors and avoids the biases produced by the constant-sum constraint. The analysis estimates how far each institution’s distributive profile departs from the sectoral centre and then orders these distances to identify dominant orientations. On this basis, the article proposes a five-type classification of distributive profiles: social, legacy, extractive, neutral, and detractive, enabling systematic comparisons across different institutional forms within the Spanish financial system. Findings: The analysis identifies clear differences in stakeholder value distribution across institutions, indicating structured heterogeneity rather than random variation. The proposed five-type typology captures distinct distributive orientations: some profiles prioritise value allocation to labour and the public sector, others concentrate value toward investors, while neutral and detractive profiles reflect more balanced or weaker/negative distributive contributions. Overall, the results show that institutional diversity in Spanish finance is reflected not only in business models and governance, but also in the relative structure of stakeholder value allocation. Originality/value:Using distribution alongside profit changes how financial performance is understood. Profit shows how much value is retained, but not who benefits from it. A distributive approach based on Aitchison distance helps researchers, regulators, and managers assess how value is shared among stakeholders, and it can also help policy makers design rules based not only on profit, but on distribution. From a post-growth perspective, this matter because improving collective wellbeing depends not only on creating value, but also on how that value is allocated.
Purpose: This study examines the impact of human resources management (HRM) systems on attitudinal outcomes in Spain, comparing the predictive capacity of two alternative individual-level models (additive and multiplicative) with a focus on job satisfaction. Design/methodology/approach: The analysis draws on data from the Spanish sample of the OECD's Programme for the International Assessment of Adult Competencies (PIAAC). Partial least squares regression (PLS) is applied, along with complementary tests of observed and unobserved heterogeneity and out-of-sample predictive power. Findings: The models account for up to 10% of the variance in job satisfaction across the whole sample. Ability-enhancing practices have the greatest effect, followed by opportunity-related practices, while motivation contributes minimally. The multiplicative model performs slightly better than the additive one, revealing significant interaction effects among ability, motivation, and opportunity, whose practical relevance future research should further examine. The explanatory power increases slightly when focusing on employees in managerial positions. Accounting for unobserved heterogeneity identifies five employee segments, for which the multiplicative model achieves R² values ranging from 0.42 to 0.76. Research limitations/implications: PIAAC is a secondary, cross-sectional dataset, limiting analytical flexibility and preventing causal inference. Practical implications: Understanding how AMO dimensions interact may help HR managers design more effective practice configurations to foster job satisfaction. Originality/value: Empirical comparisons between additive and multiplicative applications of the AMO model remain scarce. Most prior research focuses on extrinsic motivation practices (such as pay-for-performance) and shows weak links with job satisfaction, while intrinsic motivation is rarely addressed. This study contributes to closing that gap and identifies five employee groups that differ in how they weigh the factors driving job satisfaction.
