On 27 January 2025, Nvidia lost $589 billion in market capitalization in a single trading session—the largest single-day value destruction in stock market history—triggered by the question of whether a Chinese AI laboratory had replicated frontier intelligence at a fraction of the cost. The episode exposes a theoretical puzzle: Why do actors in different national contexts tell strikingly different stories about artificial intelligence? This article proposes that Alan Turing’s nine objections to machine intelligence, first published in 1950, function as a shared institutional grammar whose selective deployment reflects the institutional logic of the national context in which AI actors operate. Three national archetypes are identified and analysed through documentary evidence: the United States (market-liberal logic, moral legitimacy through consciousness and existential-risk invocations); China (state-directed logic, cognitive legitimacy through systematic suppression of the Turing grammar) and France/EU (sovereignty-regulatory logic, pragmatic legitimacy through controllability and compliance reframing). Four formal hypotheses follow from this framework and are supported by analysis of recent public AI governance documents. The article contributes a novel theoretical proposition to management, labour studies and technology governance: AI legitimation is a field-level phenomenon structured by a symbolic vocabulary that practitioners deploy without knowing its origin.
The objective of this study is to investigate the impact of green human resource management practices (GHRMPs), including green involvement, green motivation, green skills development, green rewards and green selection, on employees’ performance and turnover intention among employees of three-star, four-star and five-star hotels. The study also examines the moderating role of the work environment based on the social exchange theory. Data were collected from 419 hotel employees using structured questionnaires measured on a 7-point Likert scale. Structural equation modelling was employed to analyse the data. The findings reveal that GHRMPs positively influence employee performance and negatively affect turnover intention. Employee performance mediates the relationship between GHRMP and turnover intention. Furthermore, the results demonstrate that the work environment moderates the association between GHRMPs and employee performance, as well as the relationship between GHRMPs and turnover intention. Findings suggest that hotels can improve employee performance and reduce turnover intention by implementing GHRMPs and nurturing a positive work environment, thereby achieving sustainable operations and gaining a competitive advantage.
Consumerist education has focused on providing consumers with information to help them make better market choices, shifting responsibility for protection from institutions to individuals. This model, adopted in marketing, tends to reinforce neoliberal logic by individualizing responsibility for consumption and disregarding structural asymmetries between consumers and companies. Drawing on the theories of transmodernity and the pedagogy of the oppressed, this research analyses the education offered by the Cooperative for the Provision of Technical Services for Agrarian Reform in the Agroecological Production Units Project (APUP), presenting an alternative approach to empowering individuals that moves away from traditional consumerist education in marketing. A qualitative study was conducted using four online training courses and in-depth interviews with members of the project’s pedagogical coordination team. Findings reveal that APUP’s educational practices foster critical awareness of oppression, encourage collective responsibility for social transformation and promote agroecological alternatives grounded in cooperation, sustainability, pluriversality and the valorization of local knowledge. Rather than preparing individuals to navigate markets more effectively, the project supports the development of critical and autonomous subjects capable of challenging structural inequalities. The study contributes to marketing by advancing a decolonial understanding of consumer protection rooted in Global South experiences and transmodern forms of education.
What are the long-term effects of remote work on employees’ psychology, creativity and workplace happiness? Does the psychological aspect of remote employees influence their creativity differently than in-office employees? This study addresses these questions using the componential theory of creativity to explore the roles of psychological capital and happiness at work in shaping creative performance behaviour among information technology employees. Data were collected using validated scales from 283 remote and 305 in-office information technology employees in creative roles and analysed through structural equation modelling. The findings reveal that in-office employees exhibit significantly higher levels of happiness at work and creative performance behaviour than their remote counterparts. Moreover, for in-office employees, happiness at work partially mediates the relationship between psychological capital and creative performance behaviour, a dynamic that is notably absent among remote workers. Theoretically, the study advances the componential theory of creativity by identifying work location as a boundary condition, showing that creativity in in-office settings is jointly driven by psychological capital and workplace-embedded happiness, whereas remote creativity relies predominantly on individual psychological capital. Practically, the findings underscore the need for differentiated HR and leadership interventions across work arrangements rather than uniform well-being policies. Societally, the results highlight the importance of regulatory attention to work intensification and employee well-being risks associated with sustained remote work. However, the study’s conclusions should be interpreted with caution, as the data are industry-specific to information technology, which may limit generalizability across other sectors.
