Generation Z (Gen Z) has emerged as the largest and most challenging consumer group for destination marketers. This study investigates the varying effects of social media marketing activities (SMMAs) on Gen Z travel behaviors. A comparative analysis approach between Gen Z and other generations was used to assess the attributes of SMMAs and their role in tourism destination visits. Gen Z tourists were more susceptible to the four traits of SMMAs (entertainment, trendiness, interaction, and word-of-mouth) when choosing destinations and were more likely to pay a premium for visiting than their generational counterparts. Gen Z females were more likely to be influenced by SMMA customization and word-of-mouth features, while Gen Z males were more sensitive to the entertainment features of SMMAs. These findings deepens marketers’ understanding of Gen Z travelers’ preferences and behaviors so that they provide constructive directions for marketers to implement effective SMMAs strategies.

This study aims to examine the effects of various maternity leave support on the quiet quitting behaviors and mental health conditions of working mothers across industries during the post-pandemic period. Through an empirical survey method of 310 valid responses from a panel data, the study results indicated that working mothers who took maternity leave were less likely to adopt quiet quitting behaviors when they returned to work after childbirth and showed better mental health at work compared to their peers who did not take maternity leave because of childbirth and/or childcare. Additionally, paid maternity leave was not found to have a significant effect on quiet quitting behaviors and mental health of working mothers across industries, but the duration of maternity leave was found as a significant factor in impacting working mothers’ quiet quitting behaviors and their mental health conditions. Moreover, peer workers’ quiet quitting behaviors and supervisors’ support for childcare (e.g., flexible work schedule) were found significantly to improve working mothers’ quiet quitting tendencies at work. Lastly, there exist significant differences in age and race in the working mothers’ quiet quitting behaviors at work.

No abstract

No abstract

No abstract