This study explores the relationships between career and psychosocial mentoring, and the employee outcomes of affective organizational commitment (AOC), job involvement, and turnover intention. The relationships between psychosocial mentoring and the employee outcomes of AOC and turnover intention were significant. Building from affective events theory, the authors found that AOC mediated the relationship between psychosocial mentoring and employee turnover intention. The study emphasizes the importance of emotion and affect by showing that employees who experienced positive mentoring events at work exhibited higher levels of AOC, which in turn led to reduced turnover intention. The implications are discussed.

In the winter of 2015 world leaders presented plans for keeping the global temperature rise below 2°C due to projected climate change threats. These threats present organizations, communities, and citizens with the need to change viewing corporate social responsibility (CSR) as a voluntary luxury to being a necessity. This essay proposes refocusing CSR efforts in light of projected climate challenges and expanding our investigation into the role of communication in such efforts. Communication is more than a tool to craft a positive corporate image so as to gain or protect legitimacy. It is the means through which CSR sustainability-related initiatives are created and disseminated within organizations and among their key stakeholders (i.e., governments, communities, competitors, supply chains, employees). Suggestions for future research exploring CSR, sustainability, and communication are offered.

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Highlights Camping—an accommodation and form of recreation—is an understudied tourism sector. The influence of COVID-19 on future camping consideration was explored. Recent United States-based leisure travelers were surveyed about COVID-19 ( n = 2685). Camping experience and social distance are related to tent camping and glamping. Scale of COVID-19 influences tent camping and glamping consideration.

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Purpose -The information sources employees in one Fortune 100 organization draw on to learn about sustainability are identified. The linkages between knowledge about sustainability, perceptions of the organization's involvement in sustainability initiatives, and interest in learning more about sustainability are investigated. Design/methodology/approach -Employees (n ¼ 1,952) completed an online survey investigating what they knew and thought about sustainability, and the sources of their information. The information sources investigated included external association sources, media sources, supply-chain sources, interpersonal sources, and intraorganizational sources. Findings -Important external information sources include professional/industry associations, faith-based institutions, and supply-chain partners. Important internal sources include supervisors, company meetings, and the company sustainability report. Those who think sustainability is important to their organization's long-term success were interested in learning more about sustainability. Awareness of the organization's sustainability initiatives is related to the belief sustainability is important to the organization's success.Research limitations/implications -Limitations include a cross-sectional study, single-item measures, and nominal data. Practical implications -Companies launching sustainability initiatives need to understand and manage the information sources their employees utilize. Originality/value -This is a large empirical study that focusses on information sources and employee perceptions involving sustainability.

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