Purpose The literature aims to strive to unearth current research developments, conceptual underpinnings and a future research agenda that enhances understanding of the phenomenon and its organizational implications by programming an assimilation of the existing literature on workplace ostracism with a specific focus upon the Asian context. Design/methodology/approach At the outset, 422 research papers were assimilated from the Scopus database. Altogether 225 publications were produced after removing the redundant and repeated studies – particularly those that overlapped with database like Scopus, ProQuest – were eliminated using preferred reporting items for systematic reviews an metanalyses approach. Literature that focussed upon workplace ostracism of organizations in Asian context were provided more attention. Authors conducted bibliometric analysis which encompassed word cloud analyses, cluster analyses, intellectual structure map on emerging research trends, thematic evolution maps. Findings The review portrays that workplace ostracism has deleterious impacts on workforce job performance, psychological well-being and overall organizational efficiency. The synthesis of studies highlights the important patterns regarding its organizational implications. While global perspectives dominate the discussion, existing literature focussing on Asia unravel culturally nuanced mechanisms of exclusion, coping strategies and organizational responses. Originality/value The current literature originates a regio-centric specific analysis if workplace exclusion by harping upon Asian cultural settings by focussing on a critical gap often overlooked in the extant research. The paper enriches theoretical understanding and practical relevance by investigating how cultural norms and ethics in Asia impact experience and perceptions of ostracism at work. It also fine-tunes culturally attuned directions for future research, symbolizing insights that are both academically significant and applicable in real world organizational contexts, while providing an insightful reference for academicians and practitioners alike.
Purpose This study aims to examine how theoretical coherence is produced and maintained within an organisational field as theoretical diversity expands. It introduces canon path dependence to explain how dominant frameworks may persist through processes of extension without substi-tution, stabilising coherence while structuring the conditions under which new contributions become visible and legitimate. Design/methodology/approach Using a longitudinal data set of family business research (1990–2025), the study adopts a diagnostic, multi-layered design to analyse how coherence is organised at the field level. Findings The findings indicate that the field examined evolved through a patterned process of exten-sion without substitution rather than paradigmatic replacement. Established frameworks remained central organising reference structures as new contributions accumulated around them. This continuity was reflected in temporal retention, cognitive centrality and recurrent institutional publication pathways. While supporting evaluative coherence, this architecture also structured the conditions under which new contributions became visible and legitimate. Research limitations/implications The analysis is based on a single empirical field, which limits direct generalisation. The study nevertheless develops a processual framework that may inform comparative analyses of co-herence and legitimacy across other knowledge-producing fields. Practical implications Evaluative infrastructures shape what becomes visible and legitimate, highlighting the need for reflexive engagement with dominant frameworks. Originality/value This paper contributes to organisational analysis by showing how field-level knowledge sys-tems organise coherence, evaluation and legitimacy. It extends strategy process concepts beyond the organisational boundary while repositioning fields as organised systems of evalu-ation and sensemaking.
Purpose This study aims to investigate how employees’ experience of citizenship pressure counterintuitively might be negatively associated with their change-oriented voluntary work efforts, in a dynamic mediated by their intentions to quit and moderated by the work-related support they receive from their family. Design/methodology/approach The tests of the research hypotheses rely on survey data collected among Canadian-based employees who work in the health-care sector. Findings When employees perceive excessive pressure to go beyond the call of duty, it can relate negatively to their change-oriented organizational citizenship behaviour (OCB) through a mechanism that involves their thoughts about leaving their employer. This mediating effect might be buffered, however, if employees can rely on support from family members who care about their work. Practical implications For organizations, this study pinpoints quitting intentions as a critical mechanism through which employees’ sense that they are forced to undertake extra effort relates to their diminished change-oriented voluntarism, a response that contradicts employer goals and expectations. It also explicates how this translation might be offset by support that extends beyond the work realm. Originality/value Being exposed to excessive expectations to volunteer can paradoxically be associated with a tendency among employees to refrain from undertaking voluntary change behaviours, even though such behaviours could produce relevant, original solutions for company challenges. This counterproductive dynamic can be subdued by an external source of help, that is, support from loved ones.
Purpose This study aims to examine how changes in USA–China tensions (UCTs) are associated with aggregate inward foreign direct investment (FDI) in the USA and China. It also distinguishes the directly observed investment risk from possible adaptive opportunities created through relocation, diversification and alternative market-entry strategies. Design/methodology/approach The study uses panel data over 1993–2023 and establishes the regression by using the Cross-Sectionally Augmented Autoregressive Distributed Lag (CS-ARDL) model and Fully Modified Ordinary Least Squares (FMOLS) models. A geopolitical tension index, capturing trade disputes, sanctions and diplomatic frictions, is incorporated alongside relevant macroeconomic controls to ensure robustness. The dual-method approach allows for consistent inference under potential endogeneity and cross-sectional dependence. Findings The empirical results from both CS-ARDL and FMOLS are consistent and reveal a significant negative association between UCTs and FDI inflows in both the short and long run. Heightened geopolitical uncertainty weakens investor confidence, while trade restrictions, tariffs and sanctions further discourage cross-border investment between the two economies. Research limitations/implications The dependent variable is aggregate inward FDI for each country rather than origin-destination bilateral flows. The analysis therefore cannot separately estimate US investment in China and Chinese investment in the USA. Practical implications For policymakers, the results highlight the importance of diplomatic stabilization and predictable trade policies to sustain international investment flows. For investors and multinational firms, the study underscores the need to integrate geopolitical risk into strategic location and diversification decisions. Governments seeking to attract diverted FDI can benefit by improving institutional quality and reducing policy uncertainty. Originality/value This study contributes to the literature by providing a long-horizon (1993–2023) empirical assessment of geopolitical tensions and FDI using a robust dual-method strategy (CS-ARDL and FMOLS). It offers new evidence on how sustained USA–China frictions structurally alter bilateral investment behavior, positioning geopolitical risk as a central factor in global FDI reallocation.
Purpose This paper aims to develop field admissibility to explain why some claims, technologies, standards and interventions alter expectations, routines, interfaces and strategic possibilities across organisational fields, whereas others remain inert despite apparent legitimacy, design quality or sponsorship. Design/methodology/approach This paper uses problem-driven conceptual theory building, purposive integrative synthesis, construct differentiation and mechanism decomposition. It specifies the unit of analysis, outcome, mechanisms, configurational logic, boundary conditions and empirical implications; the Maxwellian analogy is retained only as a bounded heuristic. Findings Field admissibility is an object-relative, historically produced and unevenly distributed condition. Consequential passage depends on symbolic rendering, relational-political carrying, infrastructural-material inscription and temporal synchronisation. These mechanisms interact through sequencing, compensation, contradiction and bottleneck effects, while stabilisation, restriction, opening and reconfiguration alter admissibility over time. Research limitations/implications The framework requires object-specific longitudinal, comparative and processual research that identifies operative thresholds, binding constraints, competing explanations and observable consequences of passage and non-passage. Practical implications The staged diagnostic distinguishes design failure from field inadmissibility, locates the binding constraint and guides whether to redesign the object, build carriers or interfaces, resequence implementation or await an institutional window. Originality/value This paper shifts field analysis upstream from diffusion, adoption and institutionalisation to the conditions that make organisational differences receivable, conductible and consequential. It also conceptualises field power as control over categories, carriers, interfaces and temporal rhythms.
Purpose This conceptual paper explores how organisational structures influence the effective implementation of linguistic diversity within the broader Diversity, Equity and Inclusion (DEI) agenda. It addresses underexplored questions concerning the interplay between linguistic diversity, organisational structure and the development of organisational linguistic resilience (OLR). The paper aims to examine how organisational structure both mediates and moderates the effects of linguistic diversity on organisational resilience. Design/methodology/approach A theoretical framework is developed and propositions are postulated, incorporating independent, mediating, moderating and dependent variables. Findings This paper proposes a helpful framework for understanding how organisational structure affects the relationship between linguistic diversity and organisational resilience. Research limitations/implications The study offers several implications for research. Empirically, future research can operationalize OLR through measurable dimensions such as communicative adaptability, linguistic inclusion and language-sensitive coordination. Researchers may further examine how multilingual communication practices influence employee voice, psychological safety, retention, innovation and leadership legitimacy across different organizational and institutional contexts. Recent empirical evidence suggests that language-sensitive leadership and inclusive communication practices significantly shape employee participation, trust and collaborative performance in multilingual workplaces. Comparative studies across Global North and Global South contexts may additionally reveal how linguistic hierarchies and socio-cultural inequalities differently influence organizational inclusion and resilience outcomes. Practical implications The study offers insights for organisations, particularly in the Global South, on how linguistic diversity initiatives can be better aligned with structural configurations to enhance adaptability and resilience. It also provides a conceptual foundation for future empirical research that treats linguistic diversity as a strategic organisational resource. Social implications From an economic and societal perspective, organizations with stronger OLR may benefit from lower turnover, improved innovation, enhanced collaboration and stronger localization capabilities in culturally diverse markets. Conversely, exclusionary language practices may create hidden organizational costs through disengagement, communication inefficiencies and reduced knowledge sharing. Contemporary evidence also demonstrates that linguistic exclusion and accent bias negatively affect employee well-being, workplace commitment and career progression (Back and Piekkari, 2024). Policymakers and management educators may therefore use the framework to design language-sensitive workplace inclusion guidelines, culturally responsive DEI standards and management curricula that strengthen equitable participation and reduce linguistic marginalization within multilingual societies. Originality/value Drawing on a Strategy-as-Practice (SAP) perspective, this paper reframes linguistic diversity as an everyday site of strategic action rather than merely a communication concern, and extends SAP scholarship, contributing to theory building.
Purpose This study aims to examine how toxic leadership behaviours undermine organisational performance by eroding psychological safety and explores behavioural coaching as a participant-reported corrective intervention. Design/methodology/approach Drawing on two distinct data sets, employee narratives (n = 210) describing experiences with toxic supervisors and a longitudinal coaching programme evaluation (n = 145), this qualitative study uses thematic analysis to identify “safety-killer” behaviours and assess perceived coaching effectiveness. Using Threat-Rigidity Theory, the research examines how toxic leadership triggers behavioural withdrawal. Findings Five toxic leadership behaviours, leadership hypocrisy, inconsistent expectations, micromanagement, lack of strategic vision and blame-shifting, systematically dismantle psychological safety and trigger communication narrowing, “shadow functioning” and “Silent Exit”. Evaluation results indicate high participant-reported satisfaction: 97% of participants reported that developmental expectations were met, and 84% reported perceived performance breakthroughs. Research limitations/implications This study relied on self-reported data. Future research should use multi-source data and longitudinal designs to establish causal relationships. Practical implications Holistic coaching focused on supportive communication, reflective capacity and the resolution of background issues can mitigate dysfunctional leadership. Proactive coaching offers organisations a cost-effective alternative to the high turnover costs associated with the “Toxicity Tax”. Social implications Addressing toxic leadership reduces workplace harm, improving employee well-being and organisational culture. Originality/value This study disaggregates toxic leadership into specific “safety-killer” behaviours, integrates psychological safety and threat-rigidity theories to explain withdrawal patterns, and identifies coaching as a promising intervention to interrupt toxic behavioural cycles.
Purpose Although data analytics and artificial intelligence are increasingly reshaping logistics decision-making, limited empirical evidence explains how organisations transform these technologies into tangible intelligence-driven performance, particularly in emerging economies. This study aims to develop and empirically examine the concept of logistics intelligence performance (LIP), defined as a multidimensional organisational capability that captures a firm’s capacity to transform logistics data and AI tools into timely, accurate and forward-looking decisions. Design/methodology/approach The study is based on survey data collected from 2,752 Moroccan firms. A quantitative approach is adopted, combining confirmatory factor analysis (CFA) to validate the measurement model of LIP with descriptive statistical analysis and a comparative machine learning framework. Multiple predictive models are implemented and evaluated, including linear regression, decision trees, ensemble methods (Random Forest, Gradient Boosting, XGBoost), support vector machines, k-nearest neighbors and artificial neural networks, to compare their ability to explain variations in LIP. Findings The CFA confirms the validity and reliability of the LIP construct, showing strong model fit and convergent validity. Machine learning models outperform linear regression in predicting LIP, with artificial neural networks achieving the highest accuracy (R² up to 0.74). Results indicate that data quality, analytical capabilities and alignment between analytics and decision-making are the strongest determinants of LIP. AI adoption alone has limited impact without complementary organisational capabilities. Findings also reveal significant non-linear relationships, threshold effects, and capability complementarities shaping the development of logistics intelligence across firms. Originality/value This study contributes to the literature by conceptualising and empirically validating LIP as a distinct organisational capability. By integrating organisational capability theory with machine learning methods in the context of an emerging economy, the research moves beyond technology adoption perspectives and provides new insights into how firms convert data and AI investments into intelligence-driven logistics performance.
Purpose This study aims to draw on signaling and informal institutions theories to hypothesize that the employee-centric signals emitted by corporations do not aim at meeting solely the expectations of prospective and current employees but also the institutional pressures that constraint and influence a firm’s action and choice. Design/methodology/approach In support of these predictions, the association between the visibility of employee-centric signals in the corporate websites of 282 Fortune 500 firms and measures of operational performance like Return on Sales and annual gains in Earnings per Share were strongest among firms operating in service industries as well as among firms employing large numbers of individuals. Findings Under these institutions begetting the expectation of an employee-centric corporate stance, employee-centric signals might both increase institutional legitimacy and have performative effects inspiring judicious employee behavior. Originality/value Certain institutions exert pressure on firms to portray an employee-centric stance, and firms might benefit from quenching these institutional pressures by sending employee-centric signals.
Purpose This study aims to investigate how senior HR leaders in India enact corporate governance through everyday ethical practice, challenging board-centric, agency-theoretic accounts of governance and repositioning HR leadership as a governance mechanism. Design/methodology/approach The study uses interpretative phenomenological analysis (IPA) to examine the lived experience of 15 senior HR personnel from public and private organisations in Delhi NCR, India, via purposive sampling. Data was collected through 40- to 85-minute semi-structured interviews, analysed using IPA’s protocol, with rigour supported by reflexive memoing and expert validation. Findings Five interrelated themes emerged: Legal Compliance and Risk Management, Ethics and Integrity, Justice and Equity, Ethical Leadership and Stakeholder Engagement. This shows HR leaders acting as sense-makers, gatekeepers and boundary spanners who interpret, embed and negotiate governance principles rather than applying rules. Research limitations/implications The study is bounded by a single-economy, cross-sectional design and a senior HR perspective, so findings are most applicable to similar institutional settings. Future research should adopt longitudinal, multi-actor and cross-country comparative approaches. Practical implications Organisations should formally treat HR leadership as a governance role rather than an administrative one and develop evaluation frameworks capturing relational factors such as trust and fairness alongside structural compliance. Policymakers should consider the interpretive burden on HR actors under weak regulatory enforcement. Originality/value To the best of the authors’ knowledge, this is among the first studies to offer a phenomenological account of HR leadership as an enacted internal governance mechanism in an emerging economy, integrating governance micro-foundations, sensemaking, organisational justice and stakeholder theory within a unified processual framework.
Purpose To explore the challenges facing rural entrepreneurs in adopting ecommerce in an under-researched African context, this study aims to adopt a multi-country exploration involving five countries and offers valuable managerial and theoretical implications. Design/methodology/approach With samples covering significant geographical regions – North, South, North-eastern and West Africa – this research adopted a qualitative method with an interpretivist approach. The empirical data was collected via in-depth semi-structured interviews with 30 rural entrepreneurs drawn from a wide range of sectors in Egypt, Nigeria, South Africa, Sudan and Zimbabwe. The data analysis followed Gioia approach for qualitative rigour. Findings The findings reveal institutional voids – political instability and lack of technology savviness, social infrastructure and financial resources. Participants further revealed that these challenges result in loss of valuable opportunities for learning, communication, productivity and expansion, as well as inability to compete with their urban counterparts. Findings also highlight specific challenges facing rural women entrepreneurs – socio-cultural barriers and gender stereotypes. Despite these challenges, participants who invest in ecommerce revealed significant benefits – improved customers sourcing, customer retention, customer experience and customer satisfaction. The findings also reveal business expansion, enhanced brand visibility and improved supply chain management because of ecommerce adoption. Originality/value Extending prior theories specifically the Digital Entrepreneurship Ecosystem (DEE) and the Technology-Organization-Environment (TOE) frameworks; the current paper demonstrates how technological, organizational and environmental factors interact in an institutionally challenging setting and suggest a hybrid model unique to resource-constrained rural Africa.
Purpose Using flexible work arrangements (FWAs) has increased, particularly during the COVID-19 pandemic, resulting in mixed effects on employees. This study aims to examine the mediating role of psychological capital (PsyCap) in linking FWAs to adaptive performance (AP) and affective commitment (AC). Design/methodology/approach Data from 202 employees across Germany were analysed using structural equation modelling. Findings FWAs are positively related to PsyCap (β = 0.395, p = 0.000), which in turn strongly predicts AC (β = 0.542, p = 0.000) and AP (β = 0.653, p = 0.000). The indirect effect of FWAs on AP via PsyCap is significant (β = 0.258, p = 0.000), indicating partial mediation. Originality/value This nationwide study in Germany contributes to knowledge by proposing an innovative conceptual model, highlighting the pivotal role of PsyCap as the missing puzzle piece in explaining the inconsistent findings regarding the relationship between FWAs and employee-related outcomes. To the best of the authors’ knowledge, this is the first study examining the mediating role of PsyCap in this research stream.
Purpose This study aims to analyze 10 organizational experiences in Spain that have implemented a reduction in the weekly working hours – either full or partial – through a four-day working week, without a reduction in salary, exploring motivations, applied models and organizational impacts from a management perspective. Design/methodology/approach A qualitative study based on semi-structured interviews with human resources managers, general managers and executive teams from organizations in various sectors (including technology, industry, education and hospitality) across six Spanish autonomous communities. The analysis focused on identifying common patterns in the motivations for adoption, implementation approaches and perceived organizational effects. The motivations combined work-life balance objectives, social responsibility considerations and talent attraction and retention strategies. Different implementation models were observed, including daily reductions in working hours, the elimination of Friday work and rotating shift systems adapted to specific operational requirements. Findings The findings indicate that the primary motivations for adopting a four-day workweek were improving work-life balance, strengthening talent attraction and retention and increasing organizational efficiency. Organizations considering a four-day workweek should adapt implementation models to sectoral characteristics, establish clear performance indicators and promote ongoing evaluation processes to monitor organizational and employee outcomes. Originality/value The study provides empirical evidence in the Spanish context, challenging the paradigm that links productivity with the number of hours worked and filling a significant gap in the literature.
Purpose This study aims to explore the influence of retail corporate social responsibility (RCSR) on organisational sustainable performance (OSP) through the active agency of consumers. It examines the mediating role of consumer citizenship behaviour (CCB) and the moderating influence of green consumption practices (GCP) in shaping this relationship. Design/methodology/approach This study adopts a two-phased structural equation modelling approach to test the proposed hypotheses. Data were collected from 485 retail consumers in Andhra Pradesh, Telangana and Odisha using purposive sampling. To minimise common method bias, a two-wave time-lagged survey design was employed: RCSR and GCP were assessed in Phase 1, followed by CCB and Organisational OSP in Phase 2. Bootstrapping techniques were applied to validate structural relationships and to examine both direct and indirect effects, including the moderated mediation pathways influencing OSP. Findings The research shows that CSR has a significant positive impact on OSP (β = 0.733, p < 0.001), while CCB plays a critical role and mediates the relationship between CSR and OSP. Furthermore, the current research also finds out that GCP not only moderate the relationship between CCB and OSP, but also enhance the overall effect of CSR on OSP. The moderated mediation analysis confirms that GCP enhances the efficacy of CSR initiatives in fostering sustainable practices (95% CI: 0.001–0.018). Originality/value Consumer consciousness to the environment has grown alongside increased pollution and waste, making CSR strategies central to retailers aiming to encourage responsible consumption. Consequently, this research fills important gaps in the literature, presenting useful findings for suppliers, retailers, policymakers and scholars interested in promoting sustainable development agendas. The present study has demonstrated the relationship between CSR, CCB and GCP as key indicators of the necessity of implementing sound and ethical policies to enhance business organisational environmental management practices and resilience.
Purpose This paper aims to investigate a theoretically underexplored mechanism through which caste structures inequality: its role in confining workers’ spatial and occupational mobility. Drawing on 76 in-depth interviews with informal-sector workers in Patna, India, this study asks: How does caste-structured social capital produce and reproduce spatial immobility as a distinct dimension of precarious work? Design/methodology/approach Reflexive thematic analysis of semi-structured interviews conducted between July 2024 and April 2025 with workers across construction, security, housekeeping and small manufacturing in Patna, Bihar. Participants were drawn from Scheduled Caste, Other Backward Class, Scheduled Tribe and General category groups, with purposive and snowball sampling ensuring variation across caste, occupation, gender and neighbourhood. Findings Caste structures workers’ access to housing areas, neighbourhood networks and occupational clusters in ways that create a compound spatial trap. Workers from marginalised castes are excluded not only from resourceful job networks but from the urban spaces − residential areas, front-of-house roles and upward mobility pathways − that are prerequisites for escaping precarity. This spatial confinement is materially reinforced through housing gatekeeping, symbolically reproduced through occupational stigma and temporally extended through intergenerational aspiration foreclosure. Research limitations/implications The study is situated in one Indian city. Comparative work across regions and urban contexts would extend the generalisability of findings. Future research should examine how digital platforms and collective organising interact with spatial exclusion. Practical implications Urban planning, labour law enforcement and anti-discrimination policy must address spatial exclusion as a structural condition of caste-based precarity, not merely as a workplace phenomenon. Social implications Spatial confinement produces layered dignity injuries that are simultaneously personal, social and intergenerational, with effects extending far beyond the immediate workplace. Originality/value This paper makes an original contribution by theorising caste as a spatial mechanism of labour market exclusion, a dimension that existing literature on caste, precarity and social capital has not explicitly addressed. It advances a conceptual distinction between social capital as a resource deficit and social capital as a spatial regime.
Purpose This study aims to review the use of stakeholder theory in environmental, social and governance (ESG) controversies research over the past 20 years, identifying trends, methods and theories, while highlighting gaps for future research. Design/methodology/approach This review examines 37 articles published from 2004 to 2024 that explicitly use stakeholder theory to address ESG controversies. It uses a systematic literature review and bibliometric analysis, along with performance analysis, science mapping and the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. Findings This review highlights three research clusters: risk management, corporate governance and financial implications, showing the interdisciplinary growth of stakeholder theory. It reveals a strong use of quantitative methods, the dominance of the USA and European contexts and the integration of stakeholder theory with frameworks such as legitimacy and agency theories. Research limitations/implications This analysis is limited by the small sample size and reliance on Scopus and Web of Science databases. The findings highlight the need for qualitative, mixed methods and broader geographic contexts. Practical implications The findings indicate that policymakers and practitioners should strengthen governance frameworks and enhance stakeholder engagement to reduce ESG controversies, particularly by aligning board oversight, risk management and stakeholder involvement. Social implications This study emphasizes the importance of addressing ESG controversies by aligning corporate practices with stakeholder expectations, increasing transparency and promoting sustainability across regions and sectors. It also highlights the need to strengthen stakeholder accountability and disclosure to boost public trust and align corporate actions with societal standards. Originality/value This study advances ESG research by consolidating fragmented studies, clarifying stakeholder theory’s role in addressing ESG controversies and highlighting underexplored regions, industries and qualitative methods.
Purpose As Millennials and Gen Z increasingly dominate the workforce, generational shifts in workplace dynamics must be understood by organisations. In addition, it is critical to recognise how the values of these younger generations influence workplace behaviours. Thus, this paper aims to explore how the authenticity and assertiveness of Millennials and Gen Z can drive changes in organisational culture. It also considers the impact on policies and practices. Design/methodology/approach This paper uses a narrative literature review across major academic databases, such as ABI/INFORM, Business Source Complete and Google Scholar. It synthesises research on generational variances, parenting styles and workplace authenticity. Findings This paper presents three core propositions. First, Millennials and Gen Z place a greater demand on authenticity and structural inclusivity than older generations. Second, aligning with corporate sustainability, authentic diversity metrics and strong mental health support can greatly reduce turnover. Finally, traits of digital-native communication are changing organisational feedback loops; however, they also create complex intergenerational frictions. Originality/value This paper provides a novel interdisciplinary bridge that integrates the developmental parenting literature with organisational identity theories. Consequently, this paper offers a systemic, testable conceptual roadmap for future multi-generational workforce research.
Purpose This study aims to examine the mediating role of green knowledge sharing on the relationship between green transformational leadership (GTL) and green innovation. Design/methodology/approach A quantitative research design was adopted, with data collected from small to medium enterprises (SME) respondents. The hypothesised relationships were tested using partial least squares-structural equation modelling, which enabled the simultaneous assessment of measurement and structural models, as well as mediation effects. Findings The results of this study indicated that GTL has a significant positive effect on green innovation and green knowledge sharing. Green knowledge sharing also significantly influenced green innovation and partially mediated the relationship between GTL and green innovation. These findings suggest that leadership influences environmental innovation both directly and indirectly through knowledge-based processes. Practical implications The findings of this study highlight the need for organisations to develop leadership capabilities that foster not only environmental commitment but also knowledge-sharing cultures that enable innovation. Originality/value By integrating the Natural Resource-Based View and the Knowledge-Based View, this study provides a process-oriented explanation of how leadership capabilities are translated into environmental innovation outcomes. The findings revealed that green knowledge sharing is a critical mechanism linking GTL and green innovation, thereby addressing the “black box” in prior research. This study also contributes empirical evidence from Zimbabwean manufacturing SMEs, a context that remains underexplored in sustainability research. Overall, this study advances understanding of green innovation as a knowledge-driven organisational capability.
Purpose This paper aims to examine how algorithmic versus human resume screening shapes applicants' perceptions of organisational dehumanisation (OD) and its consequences (i.e. intentions to pursue employment, organisational attractiveness and negative word-of-mouth). It explores one potential boundary condition of this relationship (i.e. negative attitudes towards artificial intelligence).Design/methodology/approach Three experimental studies were conducted on social media (Studies 1-2) and prolific academic (Study 3). Study 1 (n = 249) used a vignette experiment manipulating resume screening type (algorithmic vs human). Studies 2a (n = 210) and 2b (n = 392) used a 2 & times; 2 between-subjects design manipulating screening type and decision favourability (acceptance vs rejection). These studies also controlled for justice perceptions and examined negative attitudes towards artificial intelligence as a moderator.Findings In Study 1, algorithmic resume screening increased OD, which was associated with lower intentions to pursue employment, reduced organisational attractiveness and more negative word-of-mouth. Studies 2a and 2b replicated these effects regardless of decision favourability and while controlling for justice perceptions. Study 2a also showed stronger effects among applicants with negative attitudes towards artificial intelligence, although this interaction did not replicate in Study 2b.Originality/value This research contributes to a better understanding of how algorithmic resume screening shapes applicants' perceptions, notably OD.
PurposeThe purpose of this paper is to provide 20-year bibliometric and systematic review of green human resource management (GHRM) research (2002–2024) to map the intellectual structure, thematic dynamics and the developmental patterns of the field and provide researchers and practitioners with an overall conceptualization of the field development. Design/methodology/approachDual-method design using bibliometric analysis and systematic literature review was used to analyze 446 documents in Scopus and Web of Science. The methodology combined performance analysis (publication trends, productivity indices and citation impact), science mapping (bibliographic coupling, co-citation analysis and six slice thematic evolution) and network analysis (keyword co-occurrence and collaboration patterns). The thematic content analysis was rigorously conducted in accordance with the four-step framework suggested by Braun and Clarke (2006) on 16 key studies to outline thematic streams and gaps in this research. Findings GHRM studies show remarkable 11.41% annual growth in the three stages of development nascent (2002–2015), acceleration (2016–2019) and exponential growth (2020–2024). Geographic analysis indicates that there is great concentration on Asian and developing economies with China (87 publications) and India (45) and Malaysia (21) contributing to herald the Western hegemony in sustainability research. The Journal of Cleaner Production proves to be the most successful one (43 articles, 5,914 citations), and Jabbour and de Sousa Jabbour (2016) can be considered the most influential author. Thematic evolution The field of six slices of thematic evolution is followed through conceptualization (2002–2017), operationalization (2018–2020) and external integration (2020–2022) to strategic consolidation (2023–2024). Keyword co-occurrence analysis depicts four conceptual clusters, including Core GHRM Practices, Sustainability Outcomes, Environmental Integration and Innovation with Human Capital that elucidates a causal pathway in which GHRM practice generates green human capital, which leads to innovation and circular economy implications that culminate into sustainability performance. Research limitations/implicationsThe limitation to peer-reviewed articles in Scopus and Web of Science (in English) could be not the most relevant grammar of the grey literature and non-English articles. Practical implicationsThis paper offers context-specific advice regarding designing culturally congruent GHRM systems based on the global eco-efficiency, regulatory and international sustainability norms. Originality/valueThis study provides unparalleled longitudinal information by providing six time-slices of granular time which capture thematic emergence, convergence, divergence and decline never documented in the GHRM literature. The emerging combination of Theory, Context, Characteristics and Methodology framework and bibliometric results as well as the multi-dimensional gap analysis (theoretical, contextual, methodological, content, outcome and practice) offers intellectual history as well as the theoretically grounded future research directions at an unprecedented level of sophistication.
