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.
As organizations expand globally, the spatial distribution of top management teams (TMTs) across regions becomes increasingly prevalent. This paper aims to review the diverse literature on the geographic dimensions of teams (collocation, dispersion, and virtuality), and more specifically, the spatial configuration of upper echelons. Several studies explore the composition of TMTs, the diversity of their members, and their influence on firms' strategic choices. However, the international location of TMT members remains largely overlooked. We conduct a systematic literature review that draws on spatial theory and the upper echelons approach. The results allow the development of a conceptual framework that integrates research related to the spatial dimensions of TMTs. The purpose is to contribute to a better understanding of how the spatial configuration of TMTs influences strategic leadership processes in geographically dispersed organizational contexts. We discuss the implications of this spatial perspective of upper echelons and propose potential avenues for future research.
Adolescent cyberbullying has evolved into a significant public health and governance challenge in digital environments. This study provides a systematic bibliometric mapping of 1,202 peer-reviewed articles published between 2001 and 2025, examining the intellectual structure and thematic development of the field. By using Scopus for data retrieval and VOSviewer for co-occurrence analysis, the study identifies publication trends, influential contributors, institutional patterns, and six dominant thematic clusters. Findings indicate a sustained growth in research output, particularly after 2015, with a strong concentration on mental health outcomes, victimisation, and psychosocial risks. Emerging themes include minority vulnerability, cyber dating violence, artificial intelligence-based detection systems, and digital prevention strategies. However, governance constructs such as platform accountability, regulatory oversight, and algorithmic transparency remain comparatively peripheral. The study highlights the need for stronger integration of organisational, institutional, and socio-technical perspectives to complement individual-level research and inform coordinated policy, educational, and platform-based interventions.
Vicarious learning helps small and medium-sized enterprises (SMEs) acquire foreign market knowledge by observing and interpreting other firms' actions and outcomes in international markets. We searched Scopus, ProQuest, and EBSCOhost (2000-2025) and retained 27 studies (2007-2025). The synthesis organizes prior studies into four analytically derived categories that summarize how vicarious learning is conceptualized and operationalized in SME internationalization research: (T1) peer performance benchmarking, (T2) imitation and leader-following, (T3) institutional mimetic pressures, and (T4) network-, cluster-, and advisor-enabled vicarious learning. Across themes, a subset of studies suggests that absorptive capacity may condition whether external experience is recognized, assimilated, and exploited, although direct tests remain uneven and in some cases the contingency is inferred rather than explicitly tested. We translate these insights into an organizing framework and a future agenda on boundary conditions, measurement, and multi-level designs, positioning the review as mechanism clarification that imposes conceptual order on a fragmented literature, rather than as field-level consolidation.
Smallholder farmers in developing economies are key suppliers in agri-food value chains, yet often lack capabilities to meet quality, reliability, and sustainability expectations. This paper presents a systematic literature review of empirical studies on farmer development, conceptualised as supplier development at the farm gate to examine who builds farmers' capabilities, which initiatives are implemented, and with what sustainability outcomes. Searches of a multidisciplinary library discovery service and Scopus identified 15 studies reporting implemented farmer development initiatives and farmer-level outcomes in developing economies. The synthesis shows that capability building is dominated by government and non-governmental organisation-led programmes, typically bundling training, extension, input provision, and financial support, while buyer-led initiatives are rare and performance is measured mainly in economic terms, with social and environmental dimensions under-specified. The review positions smallholder capability building within supply chain management and argues that building smallholder capabilities is both a development imperative and a strategic supply chain task.
The incorporation of algorithmic systems into organizations is reconfiguring decision-making processes and raising new ethical challenges related to transparency, impartiality, and accountability. This study maps the field of algorithmic ethics in organizational contexts through a co-citation-based bibliometric analysis of 1,437 Web of Science publications (search conducted on August 20, 2025). The analysis identifies 12 thematic clusters and reveals a robust intellectual structure, with high modularity (Q = 0.726) and a high weighted mean silhouette value (S = 0.894). The findings highlight the centrality of algorithmic management, responsible artificial intelligence, and explainability, as well as bridging works that connect technical, normative, and management-oriented perspectives. The study advances an integrative conceptual model and a future research agenda that point to the emergence of algorithmic ethics as an institutional logic of organizational governance. For managers, the results underscore the need to embed algorithmic ethics within organizational decision-making and control systems.
Traditional leadership theories often portray influence as stable traits or behaviors, yet complex organizations require leadership to be understood as an emergent, feedback-driven process that co-evolves with contextual demands and follower motivation. This study conceptualizes servant leadership as a nonlinear, adaptive process rather than a fixed style, integrating Complexity Leadership Theory with the Job Demands Resources model and Regulatory Focus Theory. Servant leadership is theorized as an enabling mechanism through which shifting job demands and resources are translated into employees' promotion and prevention orientations, shaping person-job fit, satisfaction, intrinsic motivation, initiative, and experienced responsibility. Using a two-phase longitudinal design, Phase 1 tested simple and serial mediation with structural equation modeling, and Phase 2 employed a cross-lagged panel model to examine reciprocal feedback dynamics. Results support a four-path process in which servant leadership differentially activates promotion and prevention focus and participates in ongoing feedback loops.
Neurocognitive patterns in leadership shape employee behavior and organizational outcomes, offering important insights for advancing human resource management (HRM) theory and practice. Using a focused, theory-driven journal-based content analysis of ten high-ranked HRM and organizational journals, this review synthesizes neuroleadership research published between 2005 and 2025. The analysis is guided by six integrated neuroleadership themes (decision-making, emotional regulation, motivation and reward processing, social cognition, stress resilience, and attentional control) across six core HRM domains and interpreted through performance-oriented and sustainability-oriented HRM perspectives. The findings suggest that neuroleadership research predominantly emphasizes sustainability-oriented HRM, with decision-making and emotional-cognitive themes most frequently examined within learning and development, followed by employee engagement and well-being and organizational development. In contrast, performance-oriented HRM emphases, such as performance control and transactional management, receive comparatively less attention. The review highlights the need to expand research on motivation, stress resilience, and attentional control to address the demands of an increasingly digitalized workforce.
This study offers a systematic and theory-informed integrative synthesis of research at the intersection of artificial intelligence (AI) and entrepreneurship. Although interest in this domain has expanded rapidly, existing research remains fragmented, technology centered, and weakly connected to theories of entrepreneurial decision-making. To address this gap, the study adopts a hybrid review design that combines a systematic literature review with bibliometric co-word analysis and thematic synthesis. Based on 372 articles indexed in the Web of Science (WoS) Core Collection (2010-2025), the analysis maps the intellectual structure, thematic landscape, and temporal evolution of AI-entrepreneurship research. Four thematic quadrants are identified, reflecting core applications, transversal foundations, isolated specializations, and peripheral themes. The synthesis shows that AI is largely conceptualized as a functional input, while cognitive and behavioral dimensions of entrepreneurial judgment remain marginal. Building on these insights, the article proposes a cognitively informed research agenda to guide future work.
