Taking tourists’ perspective rather than destination offerings as its core concept, this study introduces “perceived destination brand worldness” as a variable. Perceived destination brand worldness is defined as the positive perception that a tourist has of a country that is visited by tourists from all over the world. Then, the relationship between perceived destination brand worldness and intention to revisit is analyzed using partial least squares regression. This empirical study selects Taiwanese tourists as its sample, and the results show that perceived destination brand worldness is a direct predictor of intention to revisit. In light of these empirical findings and observations, practical and theoretical implications are discussed.

The objective of this research is to investigate the balance between employees’ organizational behavior and the method of managers’ decision making in creating a good organizational climate in Gas Company of Zanjan province, Iran. The statistical population of this research includes 180 professions, staffs, and managers of the company and the study selects 120 people according to random sampling and by the use of Cochran formula. The descriptive-survey research method is cross sectional type. The questionnaire made by researcher was used for data gathering and its reliability and validity was approved. SPSS software was used for data analysis, correlation test was used for the effectiveness, and the effectiveness was specified. Also, LISREL software has been used for performing structural equations of model. The results of the research state that the variables of the balance between organizational behavior of staffs such as the balance of management commitment, balance of leadership, balance of communications, balance of learning, and balance of motivation were effective on its effectiveness in creating good organizational climate in the Gas Company of Zanjan province by managers’ decision making methods.

Industries, nowadays, are concerned about energy consumption and ever narrowing rules of emissions by the governments. Therefore, a race to clean; green and less energy consuming manufacturing is going on throughout the world. But in authors’ perspective, the major part of energy exploitation lies in the production of a rejected product. Therefore alongside the use of energy saving processes and machinery, industry should primarily look for rejection reduction. This, apart from energy saving and profitability, will add to the moral responsibility of every person toward nature. Here in this paper, authors describe a case study in which the increased rejection rate of a part of cycle chain assembly is controlled by the application of Six Sigma. Six Sigma, from many years has proved to be an ultimate solution when it comes to the application part in manufacturing industries. It’s very generic and easily applicable methodology has drawn tremendous positive results throughout the world. A financial gain of INR 0.267 million was yielded by implying six-sigma approach. In a move toward energy saving, the money saved by the project was used for green manufacturing to promote energy conservation.

Vast changes and increase in global events have caused a crisis among public and private organizations. If organizations cannot manage the created crisis, they might be damaged widely. Lack of readiness and inappropriate management of crisis might even lead to the destruction of the organizations. Therefore, crisis management prepares the conditions to reduce the destructive effects caused by crisis. Having crisis management in organization requires expansion of various indicators that implementing and operating each of these indicators increase the organization capability to confront with crisis. In the present study, identifying and ranking indicators of crisis management have been considered. The primary results indicate that 12 indexes have been identified for crisis management. In addition, the results, according to experts’ ideas, led to elimination of two indicators and 10 indexes were finalized. Then, using VIKOR method, the final indicators were ranked. The results of ranking indicated that three indexes of appropriate management style, management of human resource and responding speed, as well as crisis confrontation regarding cost, time were at the best to be implemented in the organization.

The existing literature has called for more studies to be conducted on how human resource activities affect service recovery performance. This study therefore ascertains the effects of Job Satisfaction, employee Commitment, Workplace Friendship and Team Culture on Service Recovery Performance. The survey research design was used in this study. The participants were frontline employees from the various service sectors in Ghana. The convenience sampling was used as the sampling technique. A total of 372 responses were used in the final analysis. The scale items were adapted from the existing literature. Confirmatory factor analysis was used to assess the fit of the model. Multiple linear regression was used to test the hypotheses. The findings indicate that Job Satisfaction, Employee Commitment, Workplace Friendship and Team Culture significantly exerts positive influence on Service Recovery Performance of frontline employees. The findings from the study imply that there are several antecedents to Service Recovery Performance. Team Culture, Workplace Commitment, and Employee Commitment can influence Job Satisfaction which in turn will affect Service Recovery Performance resulting in customer satisfaction and retention.