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The gig economy and gig work have grown quickly in recent years and have drawn much attention from researchers in different fields. Because the platform mediated gig economy is a relatively new phenomenon, studies have produced a range of interesting findings; of interest here are the socio‐technical issues that this work has surfaced. This systematic literature review (SLR) provides a snapshot of a range of socio‐technical issues raised in the last 12 years of literature focused on the platform mediated gig economy. Based on a sample of 515 papers gathered from nine databases in multiple disciplines, 132 were coded that specifically studied the gig economy, gig work, and gig workers. Three main socio‐technical themes were identified: (1) the digital workplace, which includes information infrastructure and digital labor that are related to the nature of gig work and the user agency; (2) algorithmic management, which includes platform governance, performance management, information asymmetry, power asymmetry, and system manipulation, relying on a diverse set of technological tools including algorithms and big data analytics; (3) ethical design, as a relevant value set that gig workers expect from the platform, which includes trust, fairness, equality, privacy, and transparency. A social informatics perspective is used to rethink the relationship between gig workers and platforms, extract the socio‐technical issues noted in prior research, and discuss the underexplored aspects of the platform mediated gig economy. The results draw attention to understudied yet critically important socio‐technical issues in the gig economy that suggest short‐ and long‐term opportunities for future research directions. [ABSTRACT FROM AUTHOR]

Little evidence exists on whether and why organizations comply with regulations that are not monitored or enforced. To address that shortage, this study evaluates the 2007 repeal of an essentially unenforced regulation mandating private and local government employers in Sweden to post their vacancies publicly at the Public Employment Service. Exploiting the fact that central government employers were not affected, difference‐in‐differences analyses identify a substantial negative effect of the repeal on local government employers' vacancy posting propensity – with similar results for the private sector. At odds with deterrence models of regulatory compliance, these findings hint at an important role for organizational factors related to cultures and norms. Heterogeneity analyses indicate that local governments with more law‐abiding organizational culture and stronger social responsibility commitment were more prone to comply with the unenforced regulation. The results thus simultaneously point to an untapped potential and to some possible preconditions for unenforced regulatory strategies. [ABSTRACT FROM AUTHOR]

How does a firm's supply management strategy affect post-innovation disruption or post-disruption innovation in the supply chain? Interestingly, the supply chain innovation literature has also advocated for the important roles of suppliers in contributing to a buying firm's innovation performance (Kumar et al., 2020; Narasimhan & Narayanan, 2013). [Extracted from the article]

In the article, the author calls for papers on the topics of organizational risk and the COVID-19 pandemic, with submission deadline scheduled on February 1, 2022.

In this British Psychological Society (BPS) landmark paper, we employ an evidence synthesis approach to review the broad range of diversity research published in BPS journals between 2011 and 2021. By focusing on research that investigates stereotypes associated with, and discrimination towards, minority and minoritized groups, we seek to provide readers with a better understanding of the dynamics of a diverse workforce and, going forward, to facilitate the efforts of the psychology research community towards building a body of work that meaningfully addresses workplace inequalities. We thematically analyse and synthesize 25 articles, which fall into four interconnected themes: identity development and management; negative stereotypes, prejudice, and discrimination; working in a diverse team; and the broader organizational environment. Highlighting key strengths of this work and areas for future development, we note the absence of overarching theoretical debates and discussions that might facilitate the development of an on‐going narrative across diversity‐related research published within BPS journals. We outline a future research agenda to bridge methodological divides and to connect with diversity literatures in related disciplines such as human resource development (HRD), human resource management (HRM), and organization studies. In so doing, we advocate for psychologists to move beyond a solely individualistic perspective and instead recognize and account for the context within which diversity‐related processes take place. [ABSTRACT FROM AUTHOR]

The research into patient involvement is seldom concerned with the significance of cultural and structural factors. In this discussion paper, we illustrate our considerations on some of the challenges in implementing the ideal of patient involvement by showing how such factors take part in shaping the ways in which the intentions to involve patients are converted to practical interventions. The aim was to contribute to the approach dealing with contextual and structural factors of significance for patient involvement. With the idea of "institutional logics," borrowed from the Danish scholar, Erik Riiskjær, we first demonstrate, with examples from our own research, how patient involvement is interpreted differently within the different logics. Then, we show how the different interpretations of patient involvement meet and conflict in mutual competition as the ideals are sought to be converted to practical interventions. At last, we argue that an adequate theoretical model for the development in the future health care system should be expanded with a "patient logic." [ABSTRACT FROM AUTHOR]

Despite extensive developments in the field of Human Resource Management, we still have limited and fragmented knowledge of how the external and internal environment of an organization influences direct employee voice. In this conceptual paper, we draw on signaling theory and theorize on whether and, if so, how direct employee voice and organizational voice climate are shaped at times of macro and organizational turbulence. Specifically, we introduce the concepts of solidary, utilitarian, and opportunistic crisis‐related Human Resource (HR) practices and propose that they send different signals to employees, influencing their voice perceptions in distinctive ways. We also theorize that employees interpret these signals vis‐à‐vis the experienced meso‐ and macroturbulence, a process that affects HR system strength and the subsequent formulation of voice perceptions and voice climate emergence. With this work, we contribute to the voice and strategic HR literature by offering an integrated and multilayered understanding of how top‐down processes at turbulent times such as crisis‐related HR practices can influence bottom‐up emergent phenomena. [ABSTRACT FROM AUTHOR]

The European Union (EU) studies literature has not engaged much with instances in which the European Commission exhibited dysfunctional and pathological behaviour. The paper employs a least likely case to suggest that the Commission might adopt such behaviour even under adverse circumstances. It examines the Commission's public opposition to a private sector involvement scheme for Greece in 2011, despite member states and investors favouring such an option. This stance exacerbated financial instability, proving detrimental for the Commission's stated crisis‐management goals. By using qualitative material, including 10 elite interviews, the paper attributes this behaviour to the Commission's pro‐integration culture as historically interpreted in the context of financial crises. This led the Commission to universalise inefficient policies whilst being insulated from external feedback. The study offers insights on when the Commission adopts dysfunctional behaviour whilst providing a novel angle on its role in EU integration. [ABSTRACT FROM AUTHOR]

Moving beyond the extant HR implementation research that has often viewed the implementation decisions primarily as front‐line managers' (FLMs) prerogative, this article explores interactive processes involving three key actors: HR managers, senior managers, and FLMs. Drawing on a political lens, the authors find that the way in which FLMs enact HR practices depends on the relative power of the enforcing actors (i.e., HR managers) and the endorsing actors (i.e., senior managers). The study findings reveal that while the enforcers employ a range of influence tactics (e.g., legitimization, pressure, rational persuasion, and consultation) to facilitate strict HR enactment, the endorsers use counter‐influence tactics (e.g., legitimization, assertiveness, and inspirational appeal) in support of deviant HR implementation behaviors. Carefully navigating both sides' influence tactics in light of past involvement experiences, FLMs choose subsequent implementation behaviors accordingly. The paper makes a meaningful contribution to the HR devolution research by delving into relational power dynamics that develop over an early phase of HR implementation. The resulting theoretical framework provides novel insights into the reasons behind FLMs' divergent forms of implementation behaviors. It shows that the ongoing multi‐lateral interactions and political maneuverings involving HR‐related actors trigger distinct HR involvement patterns. [ABSTRACT FROM AUTHOR]

Using a sample of Chinese A‐share listed firms over the period 2010–2017, this paper investigates the impact of local donation culture on corporate tax avoidance. We find that firms located in areas with a strong local donation culture are less engaged in tax avoidance. The results remain robust under a variety of robustness tests. Furthermore, we find that this relationship is driven by enhancing the moral identity of managers. In further analysis, we also explore the role of media attention, chief executive officer's (CEO's) childhood famine experience, and CEO duality in the relationship between local donation culture and corporate tax avoidance. This study enriches the existing literature on culture and firms' behaviors, and the conclusion of this paper has significant policy implications for governing corporate tax avoidance. [ABSTRACT FROM AUTHOR]

Evidence based practice is essential to advanced practice nursing, enabling the delivery of quality care and improved patient outcomes. As the name suggests, it requires healthcare decisions to be based on the best available and current evidence. Advanced practice nurses need astute critical analysis skills to appraise the evolving literature, and require research skills to lead on scientific inquiry and develop the profession. Yet, advanced practice nurses may not recognize themselves as research leaders. Participation in a journal club can promote evidence‐based practice, improve clinician's critical thinking skills, and expose members to different research methodologies, however, nurses continue to face barriers to participation in these clubs. Establishing a clinical‐academic partnership appears to be both mutually beneficial for clinicians and academics and is a significant enabler in the sustainability and functioning of the club through sharing expertise and experience. A supportive workplace culture is favourable to research utilization and knowledge translation. This paper outlines the role, practicalities, challenges, and benefits of setting up a hybrid urology journal and research club for advanced practice nurses in a clinical‐academic partnership. [ABSTRACT FROM AUTHOR]

Agile methodologies are sometimes adopted, with the assumption that benefits can be attained by only using a set of best practices, which can sometimes work to a degree. In this paper, a case is discussed where a software‐producing organization of seven teams achieved significant improvements. The goal of the research was to answer two questions: how an already agile organization could improve its performance further and what is the impact of promoting quality aspects? The questions were answered by implementing interventions based on prior literature and data emerging from semi‐structured interviews. The context was an established business with a complex revenue stream structure, meaning the mix of various project/service/product based work rendered the adoption of agile methods a challenge. Action research comprising three rounds of interventions was conducted to improve the organization and its quality culture while enforcing code review practices. Interventions resulted in a significant improvement in quality, as measured by reported defects. Therefore, it is suggested that agile methods are not sufficient on their own to take software business forward unless a quality‐focused culture is simultaneously achieved through a mindset change and organizational structures to enforce quality practices. The paper contributes to research on the managerial practices of software business and agile transformation by providing empirical support to introducing formal quality improvement to the agile mix as a method for practitioners to improve organizations with complex business models and multiple teams. [ABSTRACT FROM AUTHOR]

As organizations have recognized their cause/solution relationship with the environment, increasing attention is being given to the role of employees make in achieving green organizational objectives. Even though, business sustainability initiatives are often led by leaders; employee green behavior (EGB) plays a vital role in success of such initiatives. The current paper focuses on relatively less researched topic of EGB. It uses a narrative review approach to develop a multi‐level conceptual framework that draws upon the connectivity of leadership influence at firm and team levels, and how this influences individual level EGB. The paper offers a holistic approach to influencing effective green strategies in organizational contexts. By doing so, it contributes to the larger debate on different dimensions, mechanisms, and levels of environmentally responsible behavior in organizational settings and opens up new avenues for multi‐level and cross‐layer empirical research. [ABSTRACT FROM AUTHOR]

Humanitarian organizations are increasingly using biometric technology. Although the existing literature comprehensively covers this issue, it overlooks the considerable divergence in approaches and policies. In fact, there are significant differences in how biometric data are collected, stored, processed, shared, and protected. Drawing on an analysis of relevant news items, documents, and 17 semi‐structured interviews with humanitarian practitioners, this paper explains the variational biometric practices of humanitarian organizations. The case studies are the UN Refugee Agency, the United Nations World Food Programme, the International Committee of the Red Cross, Médecins Sans Frontières, and World Vision International. Contributing to the scholarly debates about, first, the use of technology in humanitarian response and, second, the complex interdependence and power relations between major donors, States, and international organizations, this paper argues that combinations of three broad factors – organizational culture, mandates and scope of action, and institutional structure significantly shape how each organization understands and practices biometrics. Humanitarian organizations have different interests, motivations, ideologies, statuses, structures, and areas of expertise, and they respond differently to the demands of the States and other influential actors, thus having different applications of biometric data. [ABSTRACT FROM AUTHOR]

Organizational and risk cultures in the financial industry are argued to be the root cause of banking problems. It is concerning that financial regulators and practitioners still consider the industry to be seriously fragile in several respects, particularly to operational risks and risks associated with digital transformation and innovation—not that the risks of organizational misconduct have disappeared. The rescue of Credit Suisse in 2023 confirms this. This paper employs extant theories of organizational culture, learning, and action to critically evaluate the existing risk paradigm in banking and to highlight its deficiencies, which practitioners can only address by questioning the flawed assumptions and dysfunctional values and behaviors found to be endemic in banks. However, business and risk practitioners are also married to institutional approaches that focus on assessing risk and measuring historical losses to allocate regulatory capital, rather than forward‐looking approaches to measure and manage risk. This requires a paradigm change. This paper presents a novel risk measurement and accounting methodology, Risk Accounting, to help underpin such change. Risk accounting measures risk exposure in quantitative and qualitative terms and can be implemented using an AI‐enabled digital architecture that could solve endemic problems with risk data aggregation and analysis. Significantly, risk accounting enables a financial value to be placed on risk exposures at a granular level. This level of transparency provides an incentive to change behaviors in banks and support cultural change while providing a basis for a paradigm change in the way operational risk is managed. [ABSTRACT FROM AUTHOR]

Background: People with motor neuron disease (pwMND) are routinely offered gastrostomy feeding tube placement and (non‐invasive and invasive) ventilation to manage the functional decline associated with the disease. This study aimed to synthesise the findings from the qualitative literature to understand how individual, clinical team and organisational factors influence pwMND decisions about these interventions. Methods: The study design was guided by the enhancing transparency in reporting the synthesis of qualitative research (ENTREC) statement. The search of five bibliography databases and an extensive supplementary search strategy identified 27 papers that included qualitative accounts of pwMND, caregivers and healthcare professionals' (HCPs) experiences of making decisions about gastrostomy and ventilation. The findings from each study were included in a thematic synthesis. Findings: Making decisions about interventions is an emotional rather than simply a functional issue for pwMND. The interventions can signal an end to normality, and increasing dependence, where pwMND consider the balance between quality of life and extending survival. Interactions with multiple HCPs and caregivers can influence the process of decision‐making and the decisions made. These interactions contribute to the autonomy pwMND are able to exert during decision‐making. HCPs can both promote and threaten pwMND perceived agency over decisions through how they approach discussions about these interventions. Though there is uncertainty over the timing of interventions, pwMND who agree to interventions report reaching a tipping point where they accept the need for change. Conclusion: Discussion of gastrostomy and ventilation options generate an emotional response in pwMND. Decisions are the consequence of interactions with multiple external agents, including HCPs treading a complex ethical path when trying to improve health outcomes while respecting pwMND right to autonomy. Future decision support interventions that address the emotional response and seek to support autonomy have the potential to enable pwMND to make informed and timely decisions about gastrostomy placement and ventilation. Patient or Public Contribution: The lead author collaborated with several patient and participant involvement (PPI) groups with regards to the conceptualisation and design of this project. Decisions that have been influenced by discussions with multiple PPI panels include widening the scope of decisions about ventilation in addition to gastrostomy placement and the perceptions of all stakeholders involved (i.e., pwMND, caregivers and HCPs). [ABSTRACT FROM AUTHOR]

In the context of ongoing global pandemics and political and economic instability, supporting public health organisations to improve their performance and develop their resilience is becoming a central issue in the organisational resilience research agenda. This paper offers a briefing on the viability and sustainability (v&s) approach and provides an example of application of the self‐transformation methodology (STM) at the breast care unit in an English Health Trust. The way of conducting the systemic application, the chosen methodology and tools and the way of interacting with the clients all exhibit the aspects of holistic flexibility. The paper demonstrates how the v&s approach and the STM enabled the collective identification of more effective policies and strategies for improving individual and organisational effectiveness for this health service unit, when interacting with a complex and changing environment. It also discusses the potential for adapting and replicating the approach across the healthcare sector. [ABSTRACT FROM AUTHOR]

Despite the proliferation of HRM research, only a small fraction explores the context of small and medium‐sized enterprises (SMEs). Where HRM in SMEs has received attention, the literature base remains fragmented and variable, comprising a plurality of definitions, explanations, and methods. To advance understanding, this paper uses a quarter‐century systematic review drawing on an evidence base of 137 peer‐reviewed articles. A cumulative framework is presented capturing key developments and synthesizing existing areas of research focus. Analysis of limitations and knowledge‐gaps finds a failure to differentiate across various types of SMEs, limited appreciation of SME characteristics and contextual conditions, and a dominance of managerial perspectives. An agenda for future research on HRM in SMEs is outlined with respect to definitional parameters, HR practices, HRM–performance, key determinants, and presenting issues. The paper concludes that SMEs offer a unique, fruitful, and timely context for investigations of HRM. [ABSTRACT FROM AUTHOR]

This paper focuses on the earnings management and the culture of China Time‐honoured Brand. It shows that the accrual earnings management and real earnings management of China Time‐honoured Brand are significantly lower than other enterprises. The transmission mechanism between culture and corporate earnings management comes from the executives' culture infiltration. Property rights and incentive compatibility have significant moderating effect on the relationship between China Time‐honoured Brand and earnings management. From the quantitative point of view, this paper supplements the function of China Time‐honoured Brand culture in overcoming the problem of corporate information distortion and points out also the transmission mechanism and adjustment factors. On the one hand, it helps to deepen the understanding of the cultural factor and corporate financial behaviour, and on the other hand, it provides the direct evidence about the influence of Chinese excellent traditional culture to the small companies. The article helps to understand the relationship between traditional culture, corporate culture and corporate financial behaviour and its mechanism of action, which has an important practical significance. [ABSTRACT FROM AUTHOR]

Globally, mental health systems have failed to adequately respond to the growing demands of mental health services resulting in a disparity between the need and provision of treatment. Paucity of mental health care providers contributes to the aforementioned disparity. This can be addressed by engaging Nurse Practitioners (NPs) in an integrated model within healthcare teams. This paper describes the implementation of NPs as Most Responsible Provider (MRP) care of model in a specialised mental health hospital in Ontario, Canada. Guided by the participatory, evidence‐based, patient‐focused process for advanced practise nursing (APN) role development, implementation, and evaluation (PEPPA) framework, authors developed a model of care and implemented the first seven steps of the PEPPA framework – (a) define the population and describe the current model of care, (b) identify stakeholders, (c) determine the need for a new model of care (d) identify priority areas and goals of improvement, (e) define the new model of care, and (f) plan and implement the NP as MRP model of care. Within these steps, different strategies were implemented: (a) revising policies and procedures (b) harmonising reporting structures, (c) developing and implementing a collaborative practise structure for NPs, (d) standardised and transparent compensation (e) performance standards and monitoring (f) Self‐Assessment Competency frameworks, education, and development opportunities. This paper contributes to the state of the knowledge by implementing NPs as MRP model of care in a specialised mental health care setting in Ontario, Canada; and advocates the need for incorporating mental health programmes within the Ontario nursing curriculum. [ABSTRACT FROM AUTHOR]

The world is filled with hard and complex problems, oftentimes requiring involved solutions. In large organizations attempting to solve these types of problems, a mindset shift and key candidate methodologies centered on collaborative systems thinking culture (CSTC) can assist significantly. The paper explores the state of the practice, change involved with implementing systems thinking, impacts of a collaborative approach within an organization, as well as the seven phases that a reader can introduce into their organization to realize some of the benefits. The same approach was used to create this paper under collective authorship from Cohort 6 of the INCOSE Technical Leadership Institute (TLI); an international group of individuals collaborating exclusively through virtual platforms. From writing papers to executing large technical programs, the CSTC approach will prepare technical teams for tackling challenging problems in an inclusive way with the intent to finish projects on time while also cultivating healthy systems engineering habits and practices. This lessens the reliance on corporate engineering procedures to drive collaborative behavior by fiat. Finally, blending CSTC into the fabric and culture of an organization is emphasized as being needed for the full benefit. That benefit includes saving programs by moving to a CSTC. [ABSTRACT FROM AUTHOR]

This article introduces the special issue in Human Resource Management featuring employer branding and talent acquisition. We provide a brief history of talent acquisition and introduce an employer branding approach to this process, especially emphasizing the potential of this approach for building competitive advantage. The challenges of employer branding on social media in the digital age are also highlighted. We then introduce the five papers contained in this issue, each representing a variety of levels of analysis, theoretical perspectives, environmental contexts, and methodological and design approaches to scholarly investigations on this topic. Our introduction concludes with a list of research questions characterizing an agenda for future research based aroundthe themes of (i) macro contextual effects; (ii) strategic employer branding; (iii) psychology and processing of employer brands; (iv) role the time; and (v) methods and approaches. [ABSTRACT FROM AUTHOR]

In this paper, we revisit lessons learned regarding the process of Structured Dialogic Design in the arena during the past 50 years. Thirteen Lessons are presented with the intent of helping stakeholders design a strategy for escaping the labyrinth (vicious cycle) produced by the strong interactions among three issues: (1) the critical role of inclusive deliberative dialogue; (2) the dependency of inclusive deliberative dialogue on the application of a systemic methodology for supporting its authentic implementation; and (3) the commitment by organizations to inclusive deliberative dialogue. This paper will also discuss the development and deployment of Logosifa, the latest software platform to support the process and the enhancements (including improved metrics and a facilitator dashboard) informed by the lessons learned. [ABSTRACT FROM AUTHOR]

Aim: Discussing the nurses' voice behaviour could support the managers in making the right decisions and solve problems. Design: This was a discursive paper. Methods: The discursive was based on reviewing the literature. Results: Nurses play a critical role in offering useful constructive advice, which leads to management figuring out and solving problems immediately for the purpose of bettering the working environment. Therefore, we assert that trust in leadership and the leader–leader exchange system also plays a critical role in enforcing voice behaviour. Trust is a crucial aspect of voice behaviour, and integrated trust in leadership and leader–leader exchange as a possible practical suggestion for the fostering of voice behaviour are proposed. Nurse managers must maintain a sense of reciprocal moral obligation in order to nurture value‐driven voice behaviour. It is important that open dialogue, active listening and trust in leadership exist. Nurse managers must consider ways to foster mutual trust, and support and enable nurses to use voice behaviour in everyday practice. [ABSTRACT FROM AUTHOR]

In Europe, micro‐firms contribute significantly to both the economy and the environmental impact on ecosystems. Helping them become greener and stimulating innovation toward new sustainable and circular solutions could substantially contribute to the European goal of achieving carbon neutrality and environmental sustainability, as promoted by the European Green Deal and Next Generation EU programs. Nevertheless, eco‐innovation (EI) by micro‐firms is studied little in the literature. In this paper, we analyze the main determinants of conventional and EI adoption by micro‐firms. We used an ad‐hoc survey developed for enterprises in Emilia‐Romagna (Italy), an important region in terms of innovation where micro‐firms play a significant role in the economy. The paper analyzes whether human capital, training, R&D activities, collaboration activities to improve learning, and the environmental culture within the firm act as main determinants of innovation adoption, in addition to other standard drivers and barriers to innovation adoption studied in the extant literature. Moreover, we compare innovation adoption strategies between micro‐firms and SMEs. While our results highlight differences in the determinants of EI and conventional innovation adoption, there are important heterogeneities when it comes to innovation adoption strategies. [ABSTRACT FROM AUTHOR]

Aim: The aim of the study was to explore and understand the organizational culture of a workplace in terms of support and well‐being for staff experiencing perimenopausal and menopausal symptoms at work. Design: It is widely acknowledged that perimenopause and menopause symptoms are experienced by a large percentage of the female workforce. There is a lack of research into how nurses are supported through menopause (Cronin et al. Issues in Mental Health Nursing, 42, 2021, 541–548). The perimenopause and menopause transition can be a challenging time where many may require symptom management and support (RCN, The Menopause and Work: Guidance for RCN Representatives, 2020). This paper presents a case study research (CSR) approach to examine one healthcare organization. Methods: CSR design was used: A survey distributed to all staff employed, a review of the available documentation on menopause and interviews with managers from different levels of the organization. The COREQ consolidated criteria was used for reporting the qualitative research reported this study. Results: The case study generated both quantitative and qualitative data using surveys, interviews and documentation. Data from the organization (n = 6905) showed a majority female workforce of 81.9% with 40.6% aged between 41 and 55 years old, meaning a third of the organization working through perimenopause and menopause. Survey responses (n = 167) collected biographical and psychometric data on the prevalence of perimenopausal and menopausal symptoms. Seven managers were interviewed highlighting two themes: Access to support and culture of menopause and 13 documents from the organization on menopause were analysed for content. The study design permitted an iterative approach to data collection and providing an in‐depth understanding of the needs and support for those experiencing perimenopause and menopause. The findings help healthcare organizations to understand their workforce and take in to account the larger numbers of female employees particularly nurses with the need to provide person‐centred support mechanisms and an organizational approach for all employees. [ABSTRACT FROM AUTHOR]

The article provides information on the internal business strategy development, focusing on organizational change, corporate culture and knowledge management. Topics include multinational decarbonization treaties and policies for climate change mitigation, sociotechnical transition and future energy sources.

Employee mental health is a central issue in today's global workplace. This paper analyzes the effect of high performance work systems (HPWSs) on employee mental health. We integrate HPWS concepts with job demands‐resources (JD‐R) theory to examine competing theoretical perspectives—a positive HPWS influence and a negative HPWS influence on employee mental health. We examine employees' perceptions of psychological empowerment as an indicator of the motivational pathway of the JD‐R and work‐role overload as an indicator of the strain pathway to explain the differential effect of HPWSs on mental health. We also incorporate organizational identification theory to demonstrate how one's identification with the organization can either accentuate or attenuate feelings of both psychological empowerment and work‐role overload. Findings from a study of 999 employees in 174 South Korean organizations indicate that HPWSs are positively associated with employee mental health via employee perceptions of empowerment and that HPWSs are negatively associated with employee mental health through perceptions of work‐role overload. Furthermore, the study finds that organizational identification attenuates the relationship between HPWS and both empowerment and overload. Practice‐level post hoc analyses also reveal that the job design characteristics, pay level, and participative decision‐making are linked to empowerment. In addition, participative decision‐making is most strongly associated with work overload. [ABSTRACT FROM AUTHOR]

This article--which serves as an introduction to the special issue of the role of (strategic) human resource management (HRM) in the era of environmental disruptions--summarizes previous research, introduces articles related to this special issue, and provides suggestions for future research in the area. This special issue intends to advance HRM research by putting it in the context of disruptive environments, aiming to deepen our theoretical and empirical knowledge about the role of HRM in these disruptive environments, and provide insights to managers and policymakers who must deal with current as well as future disruptions in extra-organizational environments. The different sections of this introductory paper are structured from the perspective of an individual ("How can HRM help individual employees cope with environmental disruptions?"), an organization ("How can HRM help organizations be more resilient against environmental disruptions?"), and a community/societal perspective ("How can HRM help the community being affected by environmental disruptions?"). We conclude by proposing several research ideas and practical implications for human resource professionals that would enable them to deal with individual employees, their organization, and the community in times of environmental disruptions. [ABSTRACT FROM AUTHOR]

This paper examines the role of HR practices in shaping inbound open innovation outcomes through the lens of the competency, motivation and opportunity (CMO) model. The paper investigates the aforementioned associations by considering the intervening roles of organizational learning culture and knowledge sharing. The data were collected from managers working in different sectors in the United Kingdom. The findings reveal positive linkages between the different types of HR practices studied and establish the mediating mechanisms of organizational learning culture and knowledge sharing. This study contributes to the current body of knowledge by developing and empirically testing an integrated model of open innovation that is at the intersection of four broad areas – strategic HRM, organizational learning, knowledge management, and innovation management. By identifying processes that can improve the odds of success in the open innovation paradigm, this study can assist managers in designing more effective strategies. [ABSTRACT FROM AUTHOR]

Aim: To improve the level of hospital workers' safety performance in response to emergencies (e.g. COVID‐19), this paper examines the relationship between hospital workers' job control on safety performance, and the mediating role of hospital safety climate and the moderating role of social support. Design: In this cross‐sectional questionnaire survey, a convenience sampling of hospital workers from three hospitals that have COVID‐19 cases from Beijing and Shandong Province in China. Methods: These questionnaires were used to obtain self‐reported data on hospital workers' job control, hospital safety climate, social support and safety performance. Mplus software was used to calculate CFA. SPSS25.0 software was used to calculate mean values, standard deviations, correlations and regression analyses. Results: The participants were 241 hospital workers from three hospitals in China (male = 55.2%, female = 44.8%; age range <30 to >45; physician = 58%, nurse = 22%, other hospital worker = 20%). A moderated mediation model among job control, hospital safety climate, social support and safety performance was supported. Moderated mediation analysis indicates hospital workers' job control effectively improves the level of safety performance; hospital safety climate plays a partially mediating role in the process of job control affecting hospital workers' safety performance; social support moderates the effect of work control on medical workers' safety climate. Hence, it is important to increase job control and hospital safety climate. Further, social support for hospital workers should be encouraged, advocated and supported. [ABSTRACT FROM AUTHOR]

This paper situates the burgeoning movement of critical work and organizational psychology (CWOP) within a broader and ongoing effort to rehabilitate work in a broken society. Drawing upon Loren Baritz's seminal critique of the field, The Servants of Power, the argument is made that while CWOP scholars clearly militate against pandering to the "power elite," they nonetheless risk becoming servants of work, defined as the propensity to perpetuate work's outsized psychological significance. To support such an argument, a core yet neglected theme in Baritz's book is revisited, that of the role of the critic, to demonstrate how CWOP scholars might navigate their own entanglements with servitude while at the same time contest work's symbolic power. The paper also addresses the charge of intellectual elitism that can result from holding such a position of "critical distance" not just from mainstream scholarship, but from work itself. Implications for the future of CWOP are discussed. [ABSTRACT FROM AUTHOR]

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Aims: Across higher education, systems and policies explicitly address the impact of research. This paper contributes to the impact and engagement discussion from a regional, rural and remote perspective. We focus on how impact and engagement fit with regional, rural and remote research and explore strategies that can be employed to enhance impact and engagement in a rural health research context. Context: The impact agenda in Australia is a response to a worldwide call for demonstrable change or potential for change resulting from university research. As funding models evolve to integrate impact, there are increased pressures for universities and academics to plan for, evidence and report on it. The current lack of focus on impact in regional, rural and remote research may further disadvantage regional, rural and remote researchers' prospects for career progression and funding opportunities. Approach: Ignoring or avoiding impact will marginalise rural researchers and research. We discuss the definitions of impact and engagement as they apply to rural research and argue that engagement and impact must be commensurate with employment conditions. To platform regional, rural and remote impact, we provide strategies to assist researchers and administrators in building impact and engagement into their research and academic culture. Conclusion: The message to researchers is that impact is here to stay. The high levels of rural engagement can lead to impact, but we need to be clever at providing clear evidence to make that visible. [ABSTRACT FROM AUTHOR]

The concept of role ambiguity, despite its wide application in nursing research, lacks a clear definition and conceptualization, resulting in inconsistencies about how it is defined, operationalized, and applied in research. The purpose of this paper was to analyze and define the concept of role ambiguity among hospital nurses providing nursing care, using the concept analysis method developed by Walker and Avant. The three defining attributes of role ambiguity were lack of information (information deficiency), lack of clarity, and unpredictability. Antecedents included lack of clear role definitions, lack of education/training, communication problems, supervisory behaviors and support, organizational culture, practice environment conditions, experience, group cohesiveness, and preferred work setting. The consequences of role ambiguity included increased stress, lack of organizational commitment, job dissatisfaction, burnout, and increased intent to leave. This concept analysis provides a clear conceptual definition to better understand role ambiguity among hospital nurses along with implications for nurse leaders, educators, clinicians, and researchers to support nurses and guide future research. This paper further emphasizes the importance of nurse‐manager relationships in reducing the experience of role ambiguity among hospital nurses. [ABSTRACT FROM AUTHOR]

Background: Public institutions have the opportunity to implement environmental sustainability policies through leveraging their buying potential. Given the role of hospitals within the food system, the implementation of sustainable initiatives into hospital foodservices is a priority. Compared to conventional agricultural methods, organic food production uses more sustainable practices and warrants consideration for utilisation in hospitals. This systematic review aimed to synthesise the published literature to identify benefits, limitations and implementation issues regarding the use of organic foods in hospital foodservice settings. Methods: The review protocol was prospectively published (PROSPERO registration CRD42022322245) and reported consistent with Preferred Reporting Items for Systematic reviews and Meta‐Analyses (PRISMA) guidelines. A systematic search of four databases was undertaken for papers published from January 2000 to March 2022; key outcome data were extracted and synthesised. Study quality was assessed using the Quality Criteria Checklist for Primary Research or the Critical Appraisal Skills Programme checklist. Results: After review of 4102 titles/abstracts and 113 full‐text papers, the final library comprised 10 papers of moderate to high quality. The implementation of organic foods increased quality in addition to environmental sustainability improvements. The price premium, additional production requirements, change to kitchen routines and concerns with food quality and security of supply were reported as barriers. Government targets for increasing organic food, organisational support, and staff knowledge and training supported implementation. Conclusions: This review identified opportunities for the implementation of organic foods into hospital foodservices, but there are numerous barriers to be overcome through strategies including organisational support and staff training. Key points: The implementation of organic foods increased quality and led to improvements in environmental sustainability in hospital foodservices. Barriers to implementation included the price premium, additional production requirements, change to kitchen routines and concerns with food quality and security of supply. Implementation was supported by government targets for increasing organic food, organisational support, and staff knowledge and training. [ABSTRACT FROM AUTHOR]

The independent review of children's social care (2022) has proposed a radical reset of England's children's services, shifting a remote, assessment heavy system towards one that works alongside communities to help prevent statutory interventions. However, notions around the harnessing of community resources to deliver Early Help are often underpinned by assumptions regarding the voluntary, community and social enterprise (VCSE) sector and the ease with which such organizations can be integrated into preventative strategies. This paper reports findings from embedded research within a unitary authority in Southwest England during remodelling of its Early Help service to work more collaboratively with local VCSE organizations. The study generated data from ethnographic observations, semi‐structured interviews and focus groups with 95 participants, including local parents, service providers, VCSE organizations and Council leaders. The findings illustrate that families value the compassionate, responsive and flexible support available within many VCSE settings. However, differences in practice cultures, regulatory pressures on statutory providers, the need to (re)build trust in communities and sensitivities around power‐sharing and resourcing meant negotiating VCSE sector integration was fraught with complexities. Few studies have gained such privileged access to a Local Authority's remodelling of Early Help services, and this paper has significant insights for the debates surrounding the independent review of children's social care (2022) and its recommendation to bring services 'closer to communities'. [ABSTRACT FROM AUTHOR]

The literature on Covid‐19 has demonstrated that frontline workers use different coping strategies and engage in sense‐making to address negative emotions. However, we know little about the underlying process of sense‐making. Thus, this paper uses institutional logics to investigate how sense‐making of negative emotions is enabled and constrained. This analysis draws on a diary written by a nurse at an Italian hospital, which represents an account of the emotions experienced by medical staff. The analysis identifies a set of enablers and disablers of sense‐making, as well as, the patterns that alleviate and intensify frontline workers' emotions. Based on these findings and evidence of the Covid‐task force at Papa Giovanni XXIII hospital in Bergamo, Italy, this paper illustrates Critical Systems Heuristics as a means to address the disablers of sense‐making through participatory conversations that consider different institutional logics. [ABSTRACT FROM AUTHOR]

In recent years, design thinking (DT) has become a pervasive innovation approach in the managerial community as a structured way of solving challenging problems through a human‐centered perspective. The approach fosters lateral thinking and has a huge impact on the organizational culture and the core elements of the innovation process. At the same time, the number of organizations trying to solve problems through the application of artificial intelligence (AI) is constantly growing, although more than 80% of AI projects never reach deployment due to the wrong strategic approach, poor data quality, or a lack of AI awareness among employees—and those that do remain below profitability expectations. The aim of this paper is therefore to connect the AI and DT communities by proposing a first framework supporting the development of AI solutions in a human‐centered way. The contribution of this paper is thus twofold: First, we investigate ways in which design thinking adds real value along the design process of intelligent solutions, thereby enriching the present body of design management literature. Second, we propose a first framework by linking core elements of both worlds to support strategic designers and data engineers in designing such applications. Finally, we propose a research agenda that can serve as a basis for future research directions in order to advance contributions at the intersection of the two fields. [ABSTRACT FROM AUTHOR]

Background: The Covid‐19 pandemic disrupted higher education in many ways, such as the move to Emergency Remote Online Teaching and Learning (EROTL), often including a move to online assessments and examinations. With evidence of increased academic dishonesty in unproctored online assessment, institutions sought ways to ensure academic and institutional integrity and reputation. In doing this, many institutions selected and implemented online proctoring solutions. Objectives: This article maps considerations of online proctoring solutions in the nexus between ensuring academic and institutional integrity and reputation, and addressing stakeholder concerns regarding invasive surveillance and the impacts on student privacy. Methods: The study involved a PRISMA‐informed systematic review of three digital libraries, namely Clarivate's Web of Science, Elsevier's Scopus, and Springer's SpringerLink, for peer‐reviewed journal articles and conference proceedings. After screening, a final corpus of 27 articles was analysed. Results and Conclusions: The findings include evidence that, in the midst of the Covid‐19 pandemic, higher education institutions were largely influenced by cost, usability and efficiency in choosing online proctoring solutions to ensure academic and institutional integrity. Student privacy was either considered in terms of data protection and transparency, or not at all. This article aims to provide valuable insight into the criteria used to select online proctoring solutions to ensure academic and institutional integrity in online examination environments. Student privacy appears not to have the consideration it warrants. Lay Description: What is currently known about the subject matter: Academic dishonesty increases in un‐proctored online learningCovid‐19 led HEIs to adopt online proctoring to ensure academic integrityConcerns remain regarding the impact of online proctoring on student privacyOnline proctoring has become an established feature in higher education What the paper adds: A thorough systematic review of online proctoring during the pandemicSituates the move to online proctoring in the nexus of integrity and privacyMaps institutional considerations for selecting online proctoring solutionsEvidence of the relative unimportance of student privacy in picking solutions The implications of study findings for practitioners: Online proctoring is not the only solution to address academic dishonestyOnline proctoring provides a scalable solution to ensure academic integrityIssues such as student anxiety, connectivity, accessibility, etc are relevantStudent privacy beyond data storage and transfer should always be considered [ABSTRACT FROM AUTHOR]

This paper examines the establishment of a feminist academic organization, GENMAC (Gender, Markets, and Consumers; genmac.co), serving gender scholars in business schools and related fields. In so doing, it builds on the emerging literature of feminist academic organizations, as situated within feminist organizational studies (FOS). Through a feminist case study and by assessing the reflections of GENMAC's board members, we tell the story of the emergence of GENMAC and detail the tensions the organization encountered as it formally established itself as a feminist organization within the confines of a business school setting, a patriarchal system, and a neoliberal university paradigm. We build on the FOS literature by considering how our organization counters cultures of heightened individualism and builds collective action to challenge sexism through the nexus of research, support, and advocacy pillars of our organization. We demonstrate how, through these actions, our organization challenges hierarchies of knowledge, prioritizes the care and support needed for the day‐to‐day survival of gender scholars in business schools, and spotlights and challenges structural inequalities and injustices in the academy. [ABSTRACT FROM AUTHOR]

Participatory approaches are important to ensuring that the involvement of children in decision‐making is normalised in service provision. Participation work requires that professionals have well‐developed engagement skills, and a commitment to the right of the child or young person to participate. Effective participatory approaches also require that organisations provide active support for child‐centred practice. The Reconceptualising Services from the Perspectives of Experienced Children and Teens (ReSPECT) approach is an Australian professional development (PD) program that addresses these key aspects of participation work. It offers professionals a way to:(1) increase their awareness of the complex issues, challenges and benefits surrounding participation; and (2) develop a sense of empowerment and competence in the 'doing' of participation work. The PD program encourages professionals to understand their own position in relation to participation work with children, develop bespoke strategies that account for their unique practice context and assemble support structures that can maintain their participation strategies beyond the training. The principles and practices of the ReSPECT PD program are outlined and positioned within the existing literature on theoretical and practice approaches. The paper contributes to critical debate on the mechanisms that can lead to changes in professional practice and organisational culture, for the meaningful engagement of children as stakeholders in decision‐making. It is shared as a way of supporting others designing professional development approaches for child and youth decision‐making. [ABSTRACT FROM AUTHOR]

Drawing on qualitative focus groups and interviews, this paper draws on participatory and relational approaches to explore how prospective and very new workers in their early teens in Canada talk about and navigate workplace safety. We foreground our young participants' discussions and safety management strategies to discuss their shared and sometimes narrow understanding of unsafe work; their mixed, and often limited, experiences of safety training; and the individualized avenues they prioritize to deal with potential and concrete safety issues. Countering our participants' inclination towards individualized solutions, we focus on how these young workers are embedded in relationships with others as well as the material world, including workplace cultures; networks and hierarchies of people; specific materials, time and time pressures; and safety‐related policies. Such a relational lens can in turn guide how we think about fostering workplace safety in ways that challenge more individualized approaches, specifically through recognizing interdependencies that shape how young people think about workplace safety; expanding beyond unidirectional, individualized educational strategies; and favouring shared self‐advocacy, especially with older workers, including through unionization. [ABSTRACT FROM AUTHOR]

The safety of practitioners working in the area of domestic abuse is a current subject of research and practice concern, as services endeavour to better understand constantly evolving tactics of violence and abuse and respond appropriately. This paper reports on a subset of findings from a practice‐led research project focussed on capacity‐building workers and their organizations to address domestic abuse, which highlighted the ongoing concerns expressed by practitioners—particularly female practitioners—about their own physical, emotional, and professional safety. Ethnographic notes were taken of Community of Practice discussions in four regions of New South Wales, Australia, involving 69 senior health practitioners from a range of service streams: specialist domestic abuse, mental health, substance use, and child protection. Themes identified through thematic analysis included the following: a tailored approach to practising safely; attending to physical safety; threats to professional identity; promoting emotional well‐being; documentation to support worker safety; and attending to cultural safety. These themes are encapsulated in the practitioner question: Who's got my back?—highlighting the importance of legislation, policy, and practices that provide an environment in which safety and support are embedded in a culture of care at every organizational level. [ABSTRACT FROM AUTHOR]

Flourishing is the highest good of all persons, but hard to achieve in complex societal systems. This challenge is borne out through the lens of the global nursing shortages with its focus on the supply of nurses to meet health system demands. However, nurses and midwives spend a significant part of their lives at work and so the need to pay attention to the conditions that facilitate flourishing at work is important. Drawing on ancient and contemporary philosophies, as well as critical, creative and embodied ways of knowing, enabling a flourishing practice ecosystem will be explored in this paper. [ABSTRACT FROM AUTHOR]

Environmental, Social, and Governance (ESG) ratings were developed to account for the multidimensional nature of the sustainability of firms. Research on ESG ratings suggests that working towards sustainability means engaging in a utopian effort, as in the chimera myth. We developed a conceptual framework of corporate activities that guides a systematic literature review based on 79 papers. Our analysis confirms that ESG ratings remain a black box, explored mainly from a purely monetary perspective and with contradictions on value created for companies and collective well‐being. Therefore, we deduce that research is still "chasing a chimera," being this incomplete knowledge due to divergences in (1) theories, (2) regulations, (3) geographic and (4) corporate culture, (5) constructs/metrics, and (6) corporate attitude towards disclosure. Consequently, we identify research gaps and avenues for future research to foster corporations' responsible behaviours and socially responsible investing. [ABSTRACT FROM AUTHOR]

This paper employs the concept of epistemic justice to examine the potential for gender equality plans (GEPs) to bring about sustainable transformative change towards gender equality in higher education. Mindful of both the limitations and opportunities of gender policy interventions, the paper highlights the importance of approaching gender inequality as a problem of justice and power rather than as an issue of "loss of talent." The paper draws on Fricker's account of epistemic justice as well as on Bourdieu's analysis of power in the academic field, to evaluate seven GEPs in European universities for their potential to transform gender–power relations in academia. The analysis reveals that insufficient attention is paid to the role of academic power in creating gender injustice at all institutional levels and to the role of organizational culture in the perpetuation of gender inequalities in those settings. The study suggests that the incorporation of an epistemic justice lens in the creation of GEPs would address gendered power relationships and lead to sustainable equitable outcomes. [ABSTRACT FROM AUTHOR]

Aim: To evaluate a year‐long mentorship program, pairing nurses from different regions across the world to support their global leadership capability, and identifying additional consequences of their participation. Background: Investment in developing nurse leaders continues as a strategic global imperative. Building on the first cohort's recommendations, this second program illustrates continued progress. Program evaluation: Using the logic model of program evaluation, this non‐empirical paper uses data collected from anonymized questionnaires and participants' stories to help improve the program, illustrating innovative practices to develop the confidence and competence of emerging and established nurse leaders globally. Discussion: The value of mentorship was recognized, and there were gains for both mentors and mentees in the development of leadership confidence and competence. Through engagement and collaboration with the whole community, participants were encouraged to understand their own and others' cultures avoiding assumptions and stereotypes. Conclusion: This evaluation illustrates that in addition to helping improve future programs, mentorship has enabled the growth of individuals' skill sets and the confidence to reach out to peers across the world to understand the meaning of global health and to make a meaningful contribution to the challenges they face. Implications for nursing practice: Nurse managers should be encouraged to develop and formalize a mentoring culture to benefit the leadership competence and well‐being of their workforce. Implications for nursing policy: Every nurse has a responsibility to invest in nursing leadership for themselves and others. Mentorship can assist nurse leaders to build workforce capability to lead and contribute to the policy agenda locally, nationally, and internationally. Starting early and at the individual level, global mentorship programs can develop leadership expertise to help nurses find their voice and strengthen their confidence and competence to lead and therefore build the strategic leaders of the future. [ABSTRACT FROM AUTHOR]

Despite the increasing wage disparities and the unfair distribution of resources in many organizations, there have not been enough academic explorations into the role of these contextual variables on dehumanization processes and psychosocial risk factors among employees. This project addresses how perceptions of economic inequality and unfairness in the distribution of resources can influence individuals' perceptions of dehumanization and self‐objectification, and trigger detrimental consequences in the workplace. Using two correlational surveys in different cultural contexts (N = 748), and two experimental studies (N = 662), this research consistently shows that both high inequality and high unfairness perceptions decrease job satisfaction and dignity at work through dehumanization processes. Specifically, both inequality and unfairness increase perceived organizational dehumanization, which in turn increases participants' self‐objectification. Self‐objectification is associated with lower job satisfaction and dignity at work. This paper discusses the consequences of economic disparities on individuals' recognition of their own humanity. [ABSTRACT FROM AUTHOR]

This paper details the progress to date of the Indigenous Knowledge Systems Lab (IKS Lab) at Deakin University in establishing organisational processes and methods of inquiry grounded in Indigenous protocols. Continuity of traditional knowledge and practice in the Lab requires a deep‐time perspective of complex systems both local and nonlocal, ensuring that ancient psycho‐technologies are retrieved forward for context‐dependent, collectively responsive thought leadership and projects stewarding relational systems increase during phase shifts anticipated from future inflection points of wicked proportions. This work requires abductive reasoning, the eradication of discrete discipline boundaries, continuous adaptive responsiveness, distributed authority, agentic dyads of individual and group sovereignties, kinship protocols for solitary/pair/group/multigroup activity, traditional embassy protocols for dialogue between diverse systems and traditional Law‐based principles translated into propositions that can inform innovative systems functions and theory. [ABSTRACT FROM AUTHOR]