Abstract Business management education is increasingly making use of artificial intelligence as an emerging technology that will lead to major societal changes in learning and knowledge endeavours. This editorial article focuses on the link between business management and artificial intelligence as an enabler of social policy changes. This means considering the history of artificial intelligence and how business management education has evolved in recent years. By doing so, it encourages more focus on creative uses of social policy in terms of discussion about educational initiatives. This is helpful in gaining more insight into the novel and entrepreneurial ways business management education can embed artificial intelligence and improve overall learning outcomes.
Abstract Mental health concerns are rising for business school academics who cope with increased expectations about job performance. The multiple and concurrent tasks that academics engage in gives rise to feelings of stress and inadequacy that can lead to mental distress. The changing role of academia has created confusion and as sense of panic surrounding job longevity, which has resulted in increased emphasis on well-being in universities. Whilst universities pride themselves as supposedly good work environments in reality many academics are facing mental health issues. This means the joy once evident in academics in a profession they love has changed due to the increased complexities. In this editorial, I discuss the role mental health plays in an academic’s survival in the global educational environment. The consequences of altering work/life resources are examined with the goal of suggesting ways to alleviate mental health issues whilst respecting the privacy and individualisation of academics.
Abstract Protecting biodiversity on the planet through business involvement is a priority for many governments and citizens. To do this requires balancing different social, financial, and ecological objectives with economic output. This editorial questions what is the right way to do this based on considering different forms of capital, such as natural, human, social, manufactured, and financial. This enables renewed interest in the natural environment in terms of business involvement in issues such as climate change and the circular economy.
Abstract The Journal of Management and Organization (JMO) is the journal of the Australian and New Zealand Academy of Management. It is an international journal publishing work of global authors but has a distinct Australian and New Zealand heritage based on cultural and social pursuits. This means it is important to highlight how Australian and New Zealand management research has developed over the years and to acknowledge its uniqueness in global academia. This editorial focuses on JMO 2026 in terms of addressing needs to further ponder how values and context influences management research and practice. The role of research contexts and policy are discussed with the goal of enabling a future research agenda that specifically combines an Australian and New Zealand mindset.
Abstract As part of the Journal of Management and Organization’s 30th birthday celebration it is important to reflect and consider what is valuable advice. This perspective article is coauthored by a number of academics and brings together their thoughts about value in management practice. An international array of management teachers and researchers provide their advice in the hope of inspiring future generations of management researchers.
This paper explores how dual-career couples negotiate work and non-work responsibilities within hybrid work arrangements, a structural condition reshaping assumptions about careers, equity, and organisational support. Using a qualitative, social constructionist approach, it draws on 32 individual interviews with 16 dual-career couples, analysed dyadically using ideal-type analysis. The resulting typology comprises four types: egalitarian strategists, prioritising mutual career progression; dual-centric integrators, sustaining balanced engagement across work and family; corrective rebalancers, using hybrid work to address past inequities while retaining hierarchical elements; and adaptive supporters, where one partner temporarily reduces career focus to enable the other partner's progression. The typology advances understanding of how hybrid work reconfigures agency and interdependence within dual-career relationships by moving beyond foundational classifications to capture how identity orientations are enacted and negotiated through hybrid work. Recognising couple-level patterns offers insights to guide organisational flexibility to enhance equity, well-being, and retention without requiring individualised arrangements.
This perspective article is to celebrate the 30th birthday of the Journal of Management & Organization. To remember its achievements and to reflect on its successes a number of management academics were quizzed about their thoughts. This helps to identify future growth areas of management interest and to project new developments. By doing so it enables a holistic view about the role of management in practice, policy and society.
Literature reviews are core parts of the research process with most conducted in the early research stages. The way a literature review is done can differ depending on the type of research, its aims and goals. This means some view literature reviews as best being done through a systematic approach that has set stages and ways to analyse the literature. This editorial article discusses the main reasons for literature reviews in terms of being helpful, educative and progressive. This is useful in furthering the way researchers collect, interpret and analyse data. As more business management researchers and practitioners utilise review articles it is important to remain vigilant about their purpose and usefulness to business practices.
People with disabilities represent a large, underutilized labor force, and while disability employment is increasingly recognized as a strategic human resource opportunity, reports on its value are fragmented. Existing research often emphasizes benefits for firms or employees with disabilities, overlooking other stakeholders and potential accompanying costs. This systematic review synthesizes 45 empirical studies published between 2000 and 2025, examining both benefits and costs across multiple stakeholders, value dimensions, and organizational positions. Findings reveal that most reported values were gain-related and firm-centered. Meanwhile, patterns of intra-stakeholder clustering and inter-stakeholder linkages highlighted the complex dynamics of shared outcomes. Four benefit-cost dynamics were identified, alongside evidence of occupational segregation in low-value job roles. By applying a multi-stakeholder framework, this review advances the human resource management literature, showing how disability employment can be leveraged strategically to create interconnected values, foster inclusion, and support sustainable workforce practices.
Despite growing interest in generative artificial intelligence for creative work, the mechanisms driving individuals' psychological readiness and intention to adopt these tools remain understudied. This paper examines how self-leadership - a proactive process of self-influence - enhances generative artificial intelligence acceptance, individual confidence, and creative process engagement. Using a sample of 258 full-time employees, we tested a serial mediation model linking self-leadership to creative process engagement via artificial intelligence acceptance and creative self-efficacy. The results reveal a significant positive direct relationship between self-leadership and creative process engagement, alongside a significant indirect effect through both mediators. This study contributes to the literature by uncovering the psychological mechanisms and strategies necessary to foster technological readiness and intention within creative contexts.
Generative artificial intelligence is rapidly reshaping business education, presenting both opportunities and concerns for teaching, learning, and assessment. This study reviews how generative artificial intelligence has been addressed in business education research since 2023, with a focus on organisational and institutional implications. Using a scoping review guided by the Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) protocol, 32 peer-reviewed Scopus-indexed articles published between January 2023 and June 2025 were analysed. Four key themes emerge in the use of generative artificial intelligence: curriculum redesign, teaching practices, assessment integrity, and professional skills. Findings highlight benefits such as enhanced interactivity, personalised learning, reduced workload, greater accessibility, and stronger alignment with industry practices. However, challenges persist, including factual inaccuracies, reduced critical thinking, weakened assessment practices, and ethical concerns. Overall, generative artificial intelligence integration is both transformative and uneven, requiring careful and responsible adoption from an organisational context. The study outlines implications for educators, curriculum designers, and institutional policymakers aiming to develop a future-ready business education ecosystem.
Organizational actors face multiple paradoxical tensions that are not only intertwined with one another but also nested across different levels of the organizational hierarchy. Despite their importance, little is known about how such paradoxical tensions are interpreted and managed by organizational leaders. To explore this phenomenon, we conducted semi-structured interviews and collected multilevel data from 38 respondents, including corporate executives, team leaders, and managers in the Pakistani telecommunications sector. Through an interpretive phenomenological analysis of participants' lived experiences, we developed a multilevel nested paradox model. This model revealed four paradoxes nested both within and across levels: task efficiency and employee well-being, individual interest versus institutional interest, ethics and profitability, and empowerment and accountability. The tensions arising from customer demands, followers' expectations, and organizational requirements lie at the intersection of the levels occupied by followers, team leaders, and corporate executives. Our model shows that tensions at one level exacerbate tensions at other levels, and through this transmission process, paradoxes generate a constellation of paradoxes. The study's model suggests that leaders manage these nested tensions by applying a combination of splitting and integration strategies, dynamically sequencing and distributing responses across levels. This study contributes to the underexplored research on paradox multiplicity and deepens the understanding of paradoxes as a meta-theory. We also highlight several important theoretical and practical implications of this research.
This article aims to provide an overview of family firms and entrepreneurial ecosystems regarding their current trends and future research directions. A systematic literature review was carried out on 37 peer-reviewed journal articles and book chapters extracted from the Scopus and Web of Science Core Collection databases up to December 2025. By carrying out a coding procedure and thematic approach, we blend the input-process-outcome model with three levels of analysis (i.e., individual, family, and firm). Findings reveal that family firms shape and are conditioned by entrepreneurial ecosystems. At the same time, resource deployment and embeddedness foster knowledge transfer and regional resilience, thus corroborating the co-evolutionary relationship between family firms and entrepreneurial ecosystems. The contribution of this work is threefold: (i) an integrated theory-driven conceptual model; (ii) an inductive thematic map grounded in coded outcomes; and (iii) a future research agenda steering scholars towards novel research directions.
The paradox of environmental sustainability is often framed as a trade-off between profit and planet. Mainstream sustainability approaches remain constrained by anthropocentric and reductionist assumptions that treat economy and ecology as separable domains. Guided by Kaupapa M & amacr;ori (M & amacr;ori approach) principles, this research explores an alternative relational approach grounded in te ao M & amacr;ori (M & amacr;ori world view). Drawing on K & omacr;rero (M & amacr;ori narrative approach) with 11 participants, analysed through reflexive thematic analysis, the paper develops the Whakapapa-Mauri-Utu Regenerative Cycle. In this framework, Whakapapa (genealogy) establishes non-negotiable governance responsibilities, Mauri (life force) serves as an evaluative indicator of ecosystem health, and Utu (reciprocity) reorients economic activity toward restoration and collective wellbeing. This paper contributes to paradox scholarship by demonstrating that sustainability tensions are reframed when organisations are understood as genealogically embedded within spiritual and ecological systems. Rather than being managed through trade-offs between separable objectives, sustainability becomes a relational obligation enacted through genealogical integrity.
This study investigates employees' perceptions of artificial intelligence (AI) in the workplace, using data from 1,224 working adults across two samples. Drawing from an extended version of the Technology Acceptance Model, we examine how employees' trust in AI and their perceptions of AI's usefulness and ease-of-use at work shape their affective attitudes toward using AI, which in turn influence their intentions to adopt AI in their job. Perceived usefulness and trust in AI predicted employees' intentions to adopt it at work via affective attitudes toward using AI. The findings for perceived ease-of-use were inconsistent, suggesting potential workplace-specific implications of this pathway. None of the relationships differed by gender, education, or leadership status. The findings bridge the technology adoption and organizational science literature to offer theoretical insights, practical implications, and future research directions for facilitating employees' intentions to adopt AI at work.
The rapid expansion of artificial intelligence has accelerated its adoption across organizational functions. However, existing reviews often adopt sectoral or technology-focused perspectives, limiting understanding of its implementation within core firm activities. This study addresses this gap through a systematic review of articles published in Web of Science and Scopus up to December 2025, following established methodological guidelines. A total of 160 peer-reviewed articles met the inclusion criteria. Findings reveal convergent patterns of adoption in human resources, marketing and customer services, logistics, and finance. Artificial intelligence enhances analytics, automates routine tasks, personalizes interactions, and supports decision-making. Human resources applications focus on recruitment and workforce planning; marketing relies on predictive analytics and conversational interfaces; logistics improves forecasting and supply chain resilience; finance strengthens risk assessment and process efficiency. The study proposes an integrative conceptual model and research propositions, highlighting cross-functional challenges in governance, organizational capabilities, socio-technical alignment, and responsible implementation.
Transitioning to a sustainable economy requires firms to transform their business models in accordance with circular economy principles. Circular economy scholarship has predominantly examined resource-rich large firms and circular startups, leaving established, resource-constrained small-to-medium-sized enterprises (SMEs) underexplored. Facing capability constraints regarding resources, knowledge, and organizational capacity, government policy intervention plays an important role. Through interviews with 15 experts and analysis of seven government programs, we reveal the transition dynamics that shape SME circular engagement and how government intervention can reinforce the optimization of linear business models or facilitate moving toward circular business model transformation.
This systematic review examines the relationship between psychological contract breach (PCB)/fulfilment (PCF) and employee well-being, with a specific focus on mediating and moderating mechanisms. A systematic search in four databases yielded 59 empirical studies published between 1990 and 2024. The findings indicate that PCB hinders employee well-being, whereas PCF supports a range of well-being outcomes, and there is no consensus on whether PCB or PCF has a greater impact on employee well-being. Evidence also suggests that PCB and PCF are related but distinct constructs. Synthesising mediators and moderators, the review advances a contingent and process-based understanding of how psychological contract evaluations shape employee well-being. The evidence further indicates that the relative impact of PCB or PCF on employee well-being is conditional rather than universal. These findings extend conservation of resources and social exchange theories, and highlight the need for more theoretically rigorous and causally robust future research.
Affective Events Theory explains how workplace emotions arise from discrete events and shape attitudes and behaviour. Drawing on a phenomenological study of 29 employees and 13 managers working within oversight saturated supervisory contexts in the post-Royal Commission Australian financial services sector, this paper extends Affective Events Theory by examining how affective experience unfolds when accountability is continuous, and discretion is constrained. Across dual-cohort findings, affect was not primarily anchored to identifiable events that resolved over time. Instead, participants described emotion as persistent and cumulative, produced through ambiguity and emotional restraint, and circulating across supervisory roles. Employees reported sustained interpretive effort directed towards reading tone, silence, and procedural communication, while managers described regulating emotional expression to remain defensible under accountability pressures. These findings specify boundary conditions for the episodic logic of Affective Events Theory, by explaining how affect may be conceived as a sustained condition in contexts with sustained oversight, with meaningful implications for workplace attitudes and behaviours and for managerial practice in highly regulated organisational environments where accountability and supervision are continuous.
The rise of Generative AI has accelerated the shift toward Industry 5.0, marking a critical transition from the technology-centric focus of Industry 4.0 to a human-centric, value-driven paradigm. While its predecessor prioritized automation and technology, Industry 5.0 integrates advanced human-machine collaboration with social imperatives to create resilience. This study advances current literature by presenting a novel systems-based framework, grounded in systems theory and legitimacy theory, which conceptualizes Industry 5.0 as an interconnected ecosystem rather than isolated pillars. We identify technological adaptation, specifically AI integration, and human-centricity as critical inputs that drive economic, environmental, and social sustainability as systemic outputs. By mapping these interdependencies, the model demonstrates how cohesive components collectively fuel organizational transformation. These findings offer actionable insights for aligning corporate strategies with Sustainable Development Goals, providing policymakers and practitioners with future-oriented pathways to navigate this complex, emerging industrial environment.
