HIGHLIGHTS• The photodetection capabilities of emerging perovskite-inspired lead-free Ag 2 BiI 5 are investigated.• In self-powered mode, a near-constant photoresponse through the visible with a NIR rejection ratio of > 250 is obtained.• Optoelectronic characterization provides insight into the interplay among efficiency, collection distance, and film micro-/nano-structure. ABSTRACT In recent years, solution-processible semiconductors with perovskite or perovskite-inspired structures have been extensively investigated for optoelectronic applications. In particular, silver-bismuth-halides have been identified as especially promising because of their bulk properties and lack of heavily toxic elements.This study investigates the potential of Ag 2 BiI 5 for near-infrared (NIR)blind visible light photodetection, which is critical to emerging applications (e.g., wearable optoelectronics and the Internet of Things). Self-powered photodetectors were realized and provided a near-constant ≈ 100 mA W −1 responsivity through the visible, a NIR rejection ratio of > 250, a long-wavelength responsivity onset matching standard colorimetric functions, and a linear photoresponse of > 5 orders of magnitude. The optoelectronic characterization of Ag 2 BiI 5 photodetectors additionally revealed consistency with one-center models and the role of the carrier collection distance in self-powered mode. This study provides a positive outlook of Ag 2 BiI 5 toward emerging applications on low-cost and low-power NIR-blind visible light photodetector.

Purpose The prevalence of artificial intelligence (AI) has considerably affected management and society. This paper aims to explore its potential impact on hospitality industry employees, bringing enlightenment to both employees and managers. Design/methodology/approach Data were collected from a survey of 432 employees who worked in full-service hotels in China. Structural equation modeling (SEM) was used to analyze the data. Findings Results presented a positive relationship between AI awareness and job burnout. No significant direct relationship was found between AI awareness and career competencies. Organizational commitment mediated the relationship between AI awareness and career competencies, as well as the relationship between AI awareness and job burnout. Research limitations/implications This study contributes to human resource management in the hospitality industry to theoretical and practical aspects. Theoretically, it enriched both career theory and fit theory. Practically, this study reminds managers to pay attention to the adverse effect of AI on human capital. It also enlightens the manager to think of the positive effects that AI may bring. Managers should provide proper support to overcome AI’s threat to human resources. Practical implications Practically, this study reminds managers to pay attention to the adverse effect of AI on human capital. It also enlightens the manager to think of the positive effects that AI may bring. Managers should provide proper support to overcome AI’s threat to human resources. Originality/value The study aims to analyze the impact of AI from a career perspective. It provided theoretical support and evidence for hotel managers for the effects of AI awareness on hotel employees. The study conveys a potential topic of concern that the hospitality industry may face in the future.

Purpose This paper aims to explore the effects of leadership style and trust in leadership on employees’ affective commitment under the epidemic situation. Design/methodology/approach A total of 580 valid questionnaires were collected online targeting the hospitality and tourism employees working from home during the particular period of the COVID-19 Coronavirus crisis. Structural equation modeling was used to analyze the data with AMOS software. Findings The findings indicated that perceived transformational leadership was a positive predictor of trust in leadership and affective commitment. In addition to the positive contribution to commitment, trust in leadership also mediated the relationship between transformational leadership and organizational commitment. Originality/value The current study contributes to the literature on leadership and organizational commitment. The results of this study may provide a valuable guide to organizations, leaders and young employees.

This study sought to explore the influence of perceived corporate social responsibility (CSR) on organizational identification and organizational commitment. Based on extensive literature review, the theoretical model was proposed. Perceived CSR was developed as the determinant, organizational identification as the mediator, and organizational commitment as the outcome. Targeting highly educated employees, this study surveyed employees with bachelor degrees or above. A total of 836 data were collected, and structural equation modeling was analyzed with statistical software AMOS 21.0 software. The findings indicated that perceived CSR contributed positively to organizational identification and commitment. Apart from the direct positive effect on organizational commitment, organizational identification also mediated the relationship between perceived CSR and employee loyalty. The study highlighted the importance of fulfilling social responsibilities, encouraged managers to understand young well-educated employees from different perspectives, and also shed light on performing effective human resource management (HRM) activities, which can meet the UN Sustainable Development Goals and accelerate the related development in tourism and hospitality.

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