Purpose The purpose of this study is to explore individual workers’ interactions with culture dimensions of the society that surrounds them as they perform daily work. In many contexts, there are significant differences between the larger society and individual subcultures. For example, collectivist subcultures living within the otherwise individualistic society found in the USA create a dynamic environment ripe for emotion. The question becomes: how can workers navigate this interaction between subculture and the dominant cultural traits to ultimately find positive organizational outcomes? Design/methodology/approach This research uses a quantitative survey among 189 US-based workers claiming to be part of a collectivist subculture. A mediated model connecting collectivism, emotional intelligence (EI) and positive workplace outcomes (i.e. grit, resilience, affective commitment, sense of place commitment) is tested via the Hayes PROCESS methodology, allowing for direct and indirect effects results. Findings The results confirmed the mediated relationship between collectivism, EI and each of the positive outcomes hypothesized within the research model. The findings suggest that collectivists living within an individualistic society leverage EI as an important tool to translate their collectivist ideals into grit, resilience, organizational commitment and sense of place. Collectivist individuals can apply affective strategies for success in individualistic workplaces. Originality/value This study contributes new insights to the ongoing research on cultural identity, EI and workplace outcomes by demonstrating how collectivist subgroups within a predominantly individualistic society leverage EI to foster grit, resilience, affective organizational commitment and sense of place commitment. This research enters an unexplored line of investigation by positing that emotional abilities translate collectivist ideals into positive workplace outcomes, which has no existing theoretical underpinning to date.
Purpose Digital platforms have transformed how diasporic communities interact, enabling cultural connectivity, identity preservation and socio-political participation. This study examines the role of social media in shaping digital diasporas through a comparative analysis of four cases: the Indian diaspora in the USA, the Somali diaspora in the UK, the Filipino diaspora in the Middle East and the Chinese diaspora in Australia. This study aims to understand how digital engagement operates across diverse migration conditions and geopolitical contexts rather than assuming demographic equivalence. Design/methodology/approach This study adopts a qualitative research design based on thematic analysis of publicly available social media interactions. Case selection captures variation in population scale, digital engagement and migration histories, with population size serving as an empirical baseline rather than a comparative determinant. Data were drawn from globally dominant platforms – Facebook, Instagram, Twitter, TikTok and WeChat – focusing on cultural, political and economic forms of digital participation shaped by host-country environments and transnational practices. Findings The analysis identifies recurring patterns of cultural preservation, community support, political engagement and economic participation across the four diasporas. Social media facilitates cultural continuity and collective belonging while also enabling advocacy and transnational networking. At the same time, challenges such as algorithmic bias, misinformation and digital exclusion complicate diasporic interactions, highlighting the uneven visibility and influence of different migrant communities within digital spaces. Originality/value This study advances the concept of digital diasporic engagement by foregrounding migration condition as a key analytical variable in comparative analysis. By examining both stable and precarious migration contexts, it demonstrates how similar digital practices produce different outcomes depending on structural constraint and vulnerability. The findings offer original insights for diaspora studies and provide policy-relevant implications for inclusive digital governance and digital literacy initiatives.
Purpose This paper aims to draw from backward design theory to deductively develop a conceptual model of movie and television (TV) use in management education. The authors apply this model to comprehensively summarize the literature and identify research gaps and opportunities. Design/methodology/approach The paper presents a systematic review of articles addressing the use, or application, of movies and TV in courses to fulfill instructors’ goals published in management education’s major journals (from their respective inceptions to June 28, 2025). Findings A total of 229 papers were included in the final sample. Movies (rather than TV shows) were found to be the most commonly used medium (59%). Diversity, equity and inclusion (DEI); organizational behavior; and leadership (representing 16%, 15% and 14% of articles, respectively) were the most common topics addressed in this study’s sample. Perhaps most surprisingly, the majority of articles (55%) provided no data to support effectiveness, with just 10% providing quantitative data from students. Practical implications This review synthesizes the various topics and options an instructor should thoughtfully consider while designing their movie- and TV-embedded courses. In addition, this review (grounded in an established educational framework) strongly encourages the collection of data to evaluate the efficacy of these instructor choices, while providing various options for the collection of this data. Originality/value This research deploys a well-established learning theory, backward design, to analyze the literature on movie and TV use in management education. The analysis provides new and valuable insights on the level and type of empirical evidence collected in the literature with respect to movies and TV (i.e. the second stage of backward design) and various design choices instructors might consider when using movies and TV (which relates to the third stage of backward design) while providing a comprehensive review of movie and TV articles across major management education journals.
Purpose The emerging moral repair literature suggests that, in the aftermath of workplace wrongdoing, reintegrating offenders reaps numerous benefits, not just for the offender, but for the organization. However, only a small number of empirical studies have investigated whether reintegration actually produces these outcomes, and little is known about how and why these relationships occur. The purpose of this paper is to examine how and when offender reintegration leads to a variety of desirable organizational and offender-related outcomes. Design/methodology/approach The authors used a two wave survey design in two independent employee samples. In Study 1, the authors tested direct effects of perceived offender reintegration on offender outcomes using a two-wave survey of 133 full-time employees. In Study 2, the authors tested direct and mediation effects using a two-wave survey of 295 full-time employees. Findings The authors found that offender reintegration is linked, both directly, and indirectly, to a wide variety of desirable offender- and workplace-related outcomes. Reintegration directly influences offenders’ organizational citizenship behavior aimed at helping individuals (OCB-I), commitment to the organization and supervisor and job satisfaction (both studies) and reduced likelihood of reoffending and counterproductive work behavior (one study). The results also reveal mediating effects – satisfying the offender’s need for dignity and organizational belonging mediate relationships between reintegration and some of these desirable outcomes. Originality/value This study advances the literature by empirically testing direct and mediating relationships between workplace offender reintegration on a variety of desirable organizational and offender-related outcomes.
Purpose Enrollment in higher education is declining, while the needs of college students are changing. COVID-19 forced universities to reckon with the changing nature of student profiles. Amid fears of declining enrollment and retention, and COVID safety precautions limiting in-person instruction, faculty began actively implementing new pedagogical approaches. Students now expect flexible learning environments. Universities must develop strategies to support faculty in their efforts and meet student needs. The purpose ot this case study is to explore how a regional public university leveraged shared governance, faculty engagement, and institutional support structures to successfully implement HyFlex teaching as an organizational response to evolving student needs and shifting higher education environments. Design/methodology/approach This case study outlines the shared governance model to implement and manage HyFlex teaching at Montana State University Billings (MSUB), a public, regional comprehensive university with many online and adult learners. It includes faculty and student feedback regarding HyFlex experiences, explains how faculty were incentivized to participate and explains how administration developed institutional supports to ensure quality courses using this modality. Findings With more than two-thirds of faculty trained and approved to teach HyFlex, and nearly 100 classes available to students across different disciplines, MSUB is a success story that can be adapted for use at other institutions. Originality/value This case study provides a road map for other higher education institutions. Through application of a true shared governance model, university leaders were able to effectively enact changes to course design and delivery, which may otherwise have been controversial. While it is always important when managing the implementation of academic initiatives, the additional workload and pedagogical redesign needed for HyFlex teaching required buy-in among faculty from the start. This study outlines how educational organizations can foster a truly collaborative governance model.
Purpose This paper aims to provide a conceptual framework explaining how organizations can satisfy individuals’ identity motives by enacting family orientation (FO) cues. The framework introduces family logics as the interpretive mechanism through which organizational members translate FO cues into perceived modes of need-satisfaction, regardless of whether the firm is a family firm. Design/methodology/approach Drawing on social identity theory (SIT), the research conceptualized FO as organizational-level cues that can support six identity motives (self-esteem, continuity, distinctiveness, belongingness, efficacy and meaning). Because SIT emphasizes that early-life group experiences in family systems shape how individuals interpret group cues, the authors posit that family-group experiences hold meaningful perspectives for the way individuals engage with other important systems, such as organizations. Findings FO dimensions can function as actionable organizational cues, regardless of firms’ family orientation. When those cues are interpreted through family logics, they increase perceived identity motive satisfaction, which strengthens identification and downstream outcomes. Originality/value Prior approaches emphasize either organizational practices or individual needs in isolation. By specifying a cue-interpretation-motive-satisfaction mechanism and mapping FO dimensions to identity motives, the family logic framework provides a novel bridge that family firm insights make available to all organizations.
Purpose Most modern research on implicit leadership theory (ILT) has been couched in an organizational management context, focusing on business leaders, despite early acknowledgement that the context matters in understanding leadership prototypes. This research aims to explore the role of ILT in the context of political voting behavior. In attempting to understand political outcomes, emphasis has traditionally focused on characteristics of political leaders and more recently, follower characteristics. However, individual-level implicit beliefs about what characteristics an ideal leader should possess have been largely unexamined in the political context. Design/methodology/approach Data were collected from a sample of 559 participants via Amazon Mechanical Turk, who provided survey responses about ILT, political identification and ideology, voting behavior in the 2016 and 2020 US presidential elections and other demographic variables. Analyses included examination of the ILT measurement model in the political context, examination of the generalizability of ILT across politically relevant individual difference factors and an empirical test of a proposed mediation model hypothesizing ILT as a mediator between political ideology and voting behavior. Findings The present research finds that the ILT factor structure primarily discussed in business settings holds within the political context, the factor structure is consistent across individual differences of party affiliation and political ideology and ILT mediates the relationship between political ideology and voting behavior. Originality/value The current work complements and extends the current literature on ILTs into the political context, discussing and providing evidence for the implications of ILTs on voting behavior. The extension of ILT research into the political context is important because how voters view political leaders has practical implications for the outcomes of elections.
Purpose Organizational workforce diversity is a double-edged sword, providing both substantial opportunities and prospective obstacles. Hence, the aim of this study is to evaluate the impact of perceived organizational diversity on cooperative performance, with a focus on the mediating role of employee engagement. Design/methodology/approach A structured questionnaire was utilized to collect data from 222 employees of multistate cooperative societies, and partial least squares structural equation modeling was used to analyze the interconnections between these variables. Findings The results show that perceived organizational diversity exerts a positive influence on cooperative performance, and this relationship is partially mediated by employee engagement. The findings suggest that implementing targeted diversity, equity and inclusion (DEI) strategies can foster positive employee perceptions toward diversity, ultimately enhancing the performance of multistate cooperative societies. Practical implications The study offers actionable insights for top management, suggesting investments in diversity initiatives, human resource practices and clear communication of DEI objectives to foster positive attitudes among employees. The study also suggests adopting formal DEI statements and establishing dedicated committees for DEI initiatives. Originality/value This study pioneers the investigation of the relationship between perceived organizational diversity, employee engagement and performance within the context of multistate cooperative societies in India, and provides new insights into an unexplored domain.
This paper aims to discuss the potential for developing an educational campus in the metaverse, provides a demonstration of an immersive virtual learning environment, and presents a description of the interdisciplinary collaboration focused on incorporating immersive serious game development in online education. The paper presents a description of a prototype immersive virtual reality environment that was created using Unity Game Engine (v.2022.3), with massive loop handling multiplayer functionality. Due to technical instability in the immersive platform, students in an online organizational behavior course did not ultimately participate in the immersive environment; instead, students were surveyed regarding their perceptions of engagement during synchronous online class sessions that incorporated interactive and simulation-based activities. The prototype immersive virtual reality learning environment demonstrates the potential for immersive serious games within a Metaversity context. Survey results indicate that students perceive synchronous online sessions incorporating interactive and simulation-based activities as engaging and valuable, suggesting design implications for future immersive learning environments. The small sample size and the unstable platform hosting the immersive environment limit the ability to draw generalizable conclusions. However, the prototype immersive environment does provide a demonstration of the potential of the metaverse for serious game education. This paper further develops the literature of online learning and student engagement by illustrating the impacts of immersive virtual reality as an online learning tool. In addition, the interdisciplinary approach to developing the prototype environment expands, not only the application of technology, but also demonstrates the quality of serious game development for use in the metaverse that goes beyond standard off-the-shelf immersive environments for online educational purposes.
This paper aims to review existing research on the career attitudes, values and behaviors of the Millennial generation (born approximately between 1981 and 1996) to differentiate how research evidence confirms or contradicts the stereotypes of Millennials based on their coverage in the popular press. The authors conducted an integrative literature review comprising 102 studies published between 2004 and 2025 that were published in peer-reviewed journals of sufficiently high quality. The authors present out findings based on five main themes: career success; career development, patterns and progressions; work-life interface; career-relevant individual differences; and contextual influences on Millennials’ careers, including the global financial crisis of 2008 and the Covid-19 pandemic. What is found largely questions the stereotype of Millennials as being lazy, self-interested job-hoppers. Instead, the authors find that they are committed to work but with a strong sense of work-life balance. Millennials represent three-quarters of the global workforce in 2025 and are increasingly in leadership positions. Understanding their careers helps others working with them as employees and/or managers. Generational stereotypes have staying power and can contribute to intergenerational conflict; having a perspective based on research evidence provides a more nuanced perspective. To the best of the authors’ knowledge, this is the first literature review of research on Millennials that specifically focuses on understanding their careers attitudes, values and behaviors. This study complements existing reviews on Millennials at work.
This paper aims to examine the integration of artificial intelligence (AI) into talent management (TM), focusing on how different AI applications are reconfiguring talent processes and outcomes. Following the Preferred Reporting Item for Systematic Reviews and Meta-Analyses (PRISMA) 2020 guidelines, a systematic literature review was conducted across four major databases (Scopus, Web of Science, EBSCO Business Source and ProQuest ABI/Inform), identifying 238 records published between 2000 and 2025. After screening and full-text review, 124 peer-reviewed articles were included in the final synthesis. The review reveals two dominant modes of AI adoption in TM: augmentative systems that enhance human judgment and autonomous systems that replace human decision-making. Across recruitment, development, retention and performance management, AI is reshaping processes but remains unevenly theorized. Persistent gaps include limited attention to ethics, fairness and cross-cultural variation, as well as weak integration across micro- and macro-level perspectives. The review is limited to English-language, peer-reviewed publications. Future research should examine longitudinal and non-Western contexts and develop integrative theories that link individual-, organizational- and societal-level perspectives on AI in TM. The augmentative–autonomous framework provides human resource (HR) and organizational leaders with a lens for evaluating AI adoption choices, balancing efficiency with transparency, fairness and trust. AI is changing how organizations recruit, develop and manage people, raising important questions of fairness, accountability and trust. This study shows that augmentative applications, which support human decision-making, tend to preserve transparency and employee agency, while autonomous applications, which replace human judgment, increase risks of bias, exclusion and reduced voice. By clarifying these differences, the framework helps policymakers, practitioners and researchers anticipate the societal consequences of AI adoption in TM and design strategies that promote inclusion, equity and responsible use of technology. To the best of the authors’ knowledge, this study offers the first comprehensive, PRISMA-compliant systematic review of AI in TM. It introduces a framework that clarifies how augmentative and autonomous AI reshape talent systems, offering a foundation for advancing both scholarship and practice.
The purpose of this study is to provide an engaging debate-style exercise to be used by college-level instructors of management, organizational behavior or leadership courses. This activity enables students to actively teach themselves benefits and drawbacks of four competing motivation theories: goal-setting theory, expectancy theory, equity theory and reinforcement theory. This debate-style activity has proven useful in both engaging students and increases the depth of their understanding of motivation theories. This exercise is an original exercise created by the authors to better teach the four theories of motivation.
This study aims to meta-analyze the relationship between (positive and negative) affect and work attitudes (job satisfaction, organizational commitment and turnover intentions) for Mechanical Turk (MTurk) data samples. This study analyzed 26 papers containing 31 unique samples consisting of 9,950 MTurkers for positive affect studies and 14,772 MTurkers for negative affect studies. The affect–attitude correlations for each work attitude were stronger for positive affect than for negative affect. The affect–attitude correlations observed in the current study for MTurkers were also stronger than those reported in prior studies for non-MTurkers (like conventional samples, Qualtrics workers and Zoomerang workers). Drawing from prior research, we caution that researchers using MTurk samples for their studies might find inflated effect sizes in their results owing to poor data quality in MTurk samples. This meta-study analyzed the magnitudes and directions of the affect–attitude relationship for MTurkers. This paper also compared these affect–attitude correlations with those reported in previous studies for traditional samples. A contribution of this research lies in identifying that there may be a presence of halo and horn effects among MTurkers regarding their impressions of positive psychological work concepts.
Transformational leadership (TFL) and leader-member exchange (LMX) are two widely studied leadership constructs in the field of leadership. While they seem different, a closer look reveals similarities between TFL and high-quality LMX that question their distinctiveness. By adopting a mixed-method approach, this study aims to critically review the relationship between TFL and LMX from both conceptual and empirical perspectives to evaluate their distinction and unique contributions to workplace outcomes. The conceptual section reviews the extant literature to identify similarities between TFL and high-quality LMX. The empirical section adopts an umbrella review method, identifying 36 meta-analytic studies with TFL, LMX or both to examine meta-analytic correlations between TFL and LMX and TFL, LMX and their shared nomological networks. The conceptual review shows that TFL incorporates conceptual elements of high-quality LMX and vice versa. The empirical review shows that TFL and LMX are highly correlated and the patterns of their shared nomological networks are different. LMX shows stronger correlations with employee performance, citizenship behaviors, overall job satisfaction and commitment. On the other hand, TFL is more strongly associated with motivation, satisfaction with the leader and reduced deviance. While it cannot be concluded that TFL and LMX are redundant, the findings suggest a significant overlap. This comparative review of TFL and LMX provides an opportunity for a more parsimonious accumulation of findings and extends the understanding of two prominent leadership constructs.
Purpose This research advances recent scholarly conversations regarding the role of the physical body in organizational leadership by reviewing, synthesizing and clarifying extant literature on embodied leadership. In doing so, this study aims to advance embodied leadership approaches in the empirical study and practical application of organizational leadership. Design/methodology/approach The authors apply an integrative review (Cronin & George, 2023) of embodiment in the organizational leadership literature to identify three communities of practice in which the concept has been explored, distill findings from each community to identify common themes and then synthesize those themes into an integrative conceptual framework. Findings This study shows that scholarship on embodied leadership is fragmented across three communities of practice: leadership development, leadership aesthetics and leadership emergence. By synthesizing these streams, the authors propose an integrated conceptual definition of embodied leadership as a group-level influence process involving bodily sensing, regulation and leaderlike enactment. Finally, the authors present an integrative conceptual model that clarifies how the body shapes leadership situations and enactments, offering a foundation for future empirical study. Originality/value Embodied leadership approaches are popular in the practices of coaching, organizational development and human resource development, while scientific understanding lags. The authors define embodied leadership and offer an exploratory conceptual model to enable future scholars to further explore the role of the physical body in leadership processes.
Organizations increasingly employ algorithms to support or automate decision-making processes across various functions, such as personnel performance evaluation, resource allocation and strategic planning. Despite growing research interest, the literature on algorithmic decision-making (ADM) remains fragmented across disciplines and reports mixed findings on its effectiveness. This systematic review aims to synthesize existing literature to develop an integrated understanding of ADM in organizations. Following PRISMA guidelines, this systematic review examined 90 articles to identify patterns in theoretical foundations, antecedents, outcomes, mediating mechanisms and moderators of ADM in organizations. Four theoretical strands – organizational theory and management theories, trust in algorithms, justice and ethics theories, and decision theory and computational rationality – formed the theoretical foundation of ADM research. ADM’s individual and organizational outcomes are shaped by algorithm, task, human and organizational characteristics. These relationships are mediated by perceived fairness, trust in algorithms, role ambiguity and conflict, interpretive labor, and reductionism, and moderated by human-algorithm interaction and the regulatory environment. To reconcile the mixed findings and paradoxes, the Integrative Tension Alignment (ITA) Framework is proposed to conceptualize ADM outcomes as emergent properties of four tensions: transparency ↔ opacity, autonomy ↔ control, human ↔ algorithmic agency, and exploration ↔ exploitation. The ITA framework advances ADM scholarship by offering an integrative model that serves as a theoretical foundation for future longitudinal and multi-method empirical testing.
This study is threefold. The authors define and provide a typology for generative AI-enhanced stimuli (GES); map how GES have been used in organizational behavior (OB) experiments; and outline a research and practice agenda for integrating GES into OB designs. The authors used the scoping review methodology and followed conventional best practices for reporting, via Preferred Reporting Items for Systematic Reviews and Meta-Analyses Extension for Scoping Reviews (PRISMA-ScR). The authors searched peer-reviewed articles published between 2014 and 2024 through Scopus, PsycINFO, Web of Science, Business Source Complete and Google Scholar. This study identifies critical trends to assist scholars in using GES as part of their experimental research designs. This then provides an overview of the different theoretical, practical and methodological considerations linked to using GES. In addition, it identifies key outcomes affected by GES use and provide key avenues for future research, including theoretical, practical and methodological considerations. This study provides new and timely insights regarding GES in OB research. This scoping review guides scholarship by considering theoretical, methodological and ethical factors.
This study aims to explore the impact of artificial intelligence (AI) on the management of innovation processes within organizations. The research focuses on how AI tools affect decision-making, resource allocation, leadership and performance control in innovation contexts. A systematic qualitative literature review was conducted, analyzing 77 academic articles published between 2019 and 2024. The Planning, Organizing, Leading and Controlling (POLC) framework guided the analysis, enabling a structured examination of AI’s influence on management functions in innovation processes. AI can significantly enhance planning and organizing functions by enabling data-driven decision-making, automating tasks and optimizing steps of the innovation process. It can also improve quality assessment and risk identification. However, its role in leadership remains underdeveloped, particularly in fostering creativity, collaboration and human-centered leadership, highlighting the need for more empirical research on AI’s integration with human leadership skills. The study is limited by its focus on English language publications, a specific publication period and narrowly defined search terms. Organizations should assess how AI can be tailored to their innovation strategies, particularly in enhancing planning and operational efficiency. Choosing appropriate tools for both operative and strategic management is essential, but their use does not remove the role of human judgement and intuition. AI’s integration into innovation management raises ethical and cultural considerations, especially regarding leadership and performance control. This study advances innovation and management research by applying the POLC framework to analyze how AI transforms traditional management practices. It offers practical insights, highlights gaps in AI-supported leadership and calls for more empirical research to enhance organizational competitiveness.
This study aims to synthesize the fragmented strategic factor markets (SFM) literature and propose a coherent conceptual framework highlighting key theoretical extensions and practical implications. It identifies conceptual tensions, underexplored intersections, and emerging challenges related to capabilities, resource valuation and pricing, and managerial cognition within SFMs, emphasizing the growing impact of artificial intelligence (AI). The study adopts an integrative review methodology, synthesizing insights from 46 core papers explicitly engaging with SFM theory. These studies were systematically analyzed through a thematic framework consisting of three analytical dimensions: capabilities, valuation and pricing, and cognition. This approach enabled identification of conceptual gaps, emerging themes, and future research opportunities. Capabilities within SFMs are dynamic processes evolving through continuous market interactions, rather than static internal attributes. A critical analytical distinction between valuation and pricing is essential, valuation reflects firm-specific, capability-driven judgments, while pricing captures external market dynamics. Cognitive processes, particularly when combined with AI, significantly influence resource acquisition decisions. This integration raises questions about whether AI-driven analytics might equalize or amplify competitive differentiation through enhanced managerial insight. This paper uniquely synthesizes four decades of fragmented literature on SFMs and extends existing theory through novel conceptual distinctions, especially regarding the dynamic role of capabilities, the analytical separation of valuation from pricing, and the integration of cognitive perspectives. Additionally, by highlighting AI’s emerging but complementary role within managerial cognition, the review revitalizes SFM theory, providing insights relevant to contemporary strategic challenges in resource acquisition.
