The last decades have seen continuous increases in electronic commerce (e-commerce) and particularly mobile commerce (m-commerce). These sharp increases, especially during the Covid-19 pandemic, have led companies to become aware of the potential of this trade channel. This paper investigates the effects of antecedents on behavioral intention in m-commerce and the role of consumer satisfaction in the buyer decision process. In our investigation, we used the modified technology acceptance model (TAM). The research was conducted through a survey based on a self-administered questionnaire, with the data being analyzed by structural equation modeling and cross-tabulation. Following the investigation, we found that perceived usefulness (PU) and perceived ease of use (PEU) positively influence behavioral intention. Consumer satisfaction also plays a significantly positive role in m-commerce actual use, influencing future behavioral intention. The results also showed that generational and gender differences strongly affect behavioral intention, with younger generations and male respondents being more inclined to use m-commerce.

Healthcare managers consider the rewards and performances of employees as central elements of their activities due to the challenges caused by the phenomenon of healthcare employees’ emigrating to higher-income countries, which has reduced patient satisfaction and led to a negative image of hospitals. In this context, this paper analyzes how employee rewards influence the employees’ self-perceived performances in the hospital units of the emergency medical system in Romania. Using structural equation modeling, we analyzed the relationships between the investigated variables, showing that financial motivation and the recognition of employees’ merits are central to employees’ self-perceived performances. Ensuring equity also has a positive impact on how the reward package is established and managed. While financial rewards are the most important incentives to increase efforts to exhibit higher performances, recognition has a long-term motivational effect.

Intestinal/enteric heterotopia of the vulva is an extremely rare disease with only 3 cases described in the literature. We report here an unusual case of this disease occurring in a 26-year-old patient in a context of Crohn’s disease. To the best of our knowledge, such type of association has not been previously described. The potential origins of these lesions including metaplastic transformation, dysontogenetic changes, or epithelial colonic displacement/implantation are discussed.

As organizations grow in size and complexity, the challenges they face and the number of employees needing training and personal development (TPD) programs increase. The research in this paper focused on analyzing employees' perceptions of training and personal development (TPD) programs and the effects that training, vocational training, and personal development have on performance in four public domain organizations. The paper aims to analyze the perceived impact of TPD on organizational results. The relationship between TPD and performance in the public sector has not been an intensively researched field in Romania, especially in terms of the impact perceived by TPD employees on individual and collective performance. The analysis was conducted among 327 employees of Romania's public and private sector organizations. The determination of the influences between the variables was performed by research based on multiple regressions. The results show that TPD programs significantly influence the organizational outcomes in the perception of the employees selected in the study. TPD programs for employees are an integral part of the organization's strategy. The need to invest in the workforce is stronger than ever, as the ability to compete depends on knowledge development.

Purpose Drawing on signaling theory, this paper aims to argue in favor of a “placebo outsourcing effect” (POE) consisting of a positive relationship between provider’s bluffing and customer satisfaction. Design/methodology/approach The authors applied prediction-oriented segmentation SEM on a dyadic sample of 171 outsourcing relationships. Findings The authors highlighted two segments that display a form of POE, representing about three-quarters of the customer-provider dyads. The first segment exhibits a positive relationship between the provider’s bluffing and customer satisfaction that is further strengthened by the provider’s reputation and customer’s operational capabilities, while for the other segment, the provider’s bluffing has positive interactions with both operational capabilities and outsourcing experience. These findings show that service providers have reached the bluffing proficiency that enables them to bluff customer firms with varying levels of operational capabilities and outsourcing experience by using the most appealing signals for every type of customer. Practical implications Based on the findings, the authors provided to customer firms extensive guidelines to avoid the POE by frustrating service provider’s bluffing proficiency. Originality/value This study’s originality resides in the amendment of the disconfirmation paradigm of satisfaction in the outsourcing context by introducing and testing the POE.

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Organizational change can significantly impact organizational performance, but this impact can be different depending on the nature and purpose of the change and how it is managed. The paper proposes a model for evaluating the effects of the organizational change process on organizational performance, staff retention, and organizational abandonment. The empirical study in which the model is tested was carried out among 294 employees from Romanian organizations who answered the questionnaire questions. Structural equation modeling was used to process the data and obtain the results. Effective change management and employee involvement in the change process can contribute to the success of organizational change and the development of a positive organizational culture, leading to increased organizational performance, high employee retention, and the organizational dropout rate minimization. In addition, organizations should also consider open and transparent communication with employees, as well as providing support in developing the skills and competencies of employees so that they can adapt to organizational changes and contribute to the organization's success.

Human resource management (HRM) is a critical field in business and organizations, and practices in this field can significantly influence employee engagement and organizational culture. The paper proposes a model for evaluating the effects of HRM practices on employee commitment and organizational culture. The empirical study in which the model is tested was carried out among 294 employees from Romanian organizations who answered the questionnaire questions. Structural equation modeling was used to process the data and obtain the results. HRM practices can directly influence employee engagement and organizational culture. Involving employees in the decision-making process, offering opportunities for career development, properly managing labor relations, and promoting diversity and inclusion are HRM practices that can increase employee engagement and develop a positive organizational culture. The study has important managerial implications by highlighting HRM practices that substantially affect employee engagement and organizational culture. Employees more involved and loyal to the organization are more likely to respect its values and goals, so the organizational culture becomes more substantial and better defined. Therefore, organizations must implement HRM practices that help increase employee engagement and develop a more robust and better-defined organizational culture.