Additive manufacturing

, 98

Africa Countries, HRM of SOEs in

, 256

African entrepreneurs

, 79

Age stigma

, 29–30

Ageism

, 29–30

Amazon’s Alexa

, 108–109

Anti-migrant policy

, 173

Apple’s Siri

, 108–109

Arab women

, 40

Artificial intelligence (AI)

, 98, 106

Artwork

, 213

Attention Deficit Hyperactivity Disorder (ADHD)

, 266

Augmented reality (AR)

, 98, 105–106

Autism

, 271–272

Autism Spectrum Disorder (ASD)

, 266, 292

Autonomous products

, 98, 106–107

Autonomous vehicles (AV)

, 107

Baby Boomers

, 89, 101

Belt and Road Initiative (BRI)

, 125–126, 128–129, 153

Big data analysis (BDA)

, 98

Bilingualism

, 124–125

Binary gender system

, 25

Black women

, 29

Blemishes of individual character

, 29–30

Boardroom gender diversity and effect on firm performance

, 42–43

Born-globals

, 206–209

circular business models

, 206

inexperience and liability of foreignness of

, 207–208

vague definitions

, 207

Bricolage solutions

, 79

Business

communication

, 126–127

internationalization

, 182

model configuration

, 209–210

performance

, 155, 157

Care professions

, 41

Careerist

, 9–10, 16–17

Careers of women in Japan

, 6

data analysis

, 8

data collection

, 8

data structure with examples of identified constructs

, 12

findings

, 8–14

identity framework

, 7

interview participants

, 11

methods and contexts

, 7–8

practical implications

, 16–17

theoretical implications

, 15–16

Caregivers

, 13, 16

Central Asian area

, 125–126

Central Asian languages

, 127

Chatbots

, 108–110

Childbearing age

, 30–31

China, HRM of SOEs in

, 251–252

Chinese diaspora

, 171–172

Chinese returnee entrepreneurs

, 153

Circular business models

, 206

conceptual background

, 206–209

research design

, 209–210

research findings

, 210–230

Circular economy born global

, 212–213

Cloud computing

, 98

Cognitive approach

, 73–74

Compatibility

, 206

Complementarity

, 206

Confirmatory factor analysis (CFA)

, 156

Conflicted

, 10, 16

Congruence

, 206

Contextualization

, 278–279

Corkscrew thinking

, 293–294

Corporate social responsibility (CSR)

, 250

Country of origin (COO)

, 182

Country of residence (COR)

, 182

COVID-19 pandemic

, 32–33

Cross-case analysis

, 225–230

Cross-cultural study

, 6–7

Cultural/ethnic groups

, 1

Cyber security

, 98, 110, 287–288

embracing inclusion of cyber security early careers talent

, 301–307

inclusion

, 288–291

opportunities and challenges in inclusion and diversity for cyber security talent

, 291–301

Cyber Security Competency Model

, 289–290

Cyber skills gap

, 295–301

Cyber-physical systems (CPS)

, 100

Department of Homeland Security

, 289–290

Depression

, 32

Developmental Coordination Disorder. See Dyspraxia

Diaspora(s)

, 1, 129, 170

associations

, 192–193

connectedness

, 127

diaspora-based linkages

, 173–174

as economic force

, 183–184

language portfolio

, 125

networks

, 127–129

as part of country of origin firms’ international staffing strategies

, 184–190

phenomenon

, 171–172

research on

, 182

triadic analysis to diversity

, 173–174

Diasporans

, 170–173, 184

managing diverse talent

, 175–176

old vs. new

, 173

Digital transformation

, 91–92

Disability

, 124

Diverse talents

, 239–240

groups

, 1

Diversity

, 41–42, 171–172, 206, 239–240, 268, 270, 272, 274

in cyber security young talent

, 295–301

management

, 1

strategies

, 169–170

Diversity, Equity and Inclusion (DEI)

, 124

Domestic firms

, 181–182

Dominant languages

, 127

Dyscalculia

, 266

Dyslexia

, 266

Dyspraxia

, 266

Early careers

, 289

Eastern-European Countries, HRM of SOEs in

, 255–256

Economic development

, 40

and growth

, 182–184

Embracing inclusion of cyber security early careers talent

, 301–307

Emerging markets (EMs)

, 71–72

descriptive findings

, 77–78

firms’ operations and institutions

, 73

future research directions

, 81–82

methodology

, 74–77

reactive responses to institutions

, 79–80

strategic responses to institutions

, 78–79

theoretical background

, 73–74

theoretical implications

, 80–81

Employment and Training Administration (ETA)

, 289–290

Employment relations

, 241

Empowered women

, 55–56

Empowering women

, 55–56

Empowerment

, 55

techniques

, 41–42

Entrepreneurial gender diversity

, 44–45

Entrepreneurship studies

, 78–79

Environmental, social and corporate governance (ESG)

, 91–92

Equality, Diversity and Inclusion strategy (ED&I strategy)

, 288

Ethics

, 272–274

Ethnic diversity

, 169–170, 172, 174

Ethnical stigma

, 26–29

Ethnicity

, 26, 29, 124

Family

, 52–53

businesses

, 87–88, 92

Family firms (FFs)

, 87–88

development path

, 93

family members’ presence in

, 88

generations in

, 88–89

internationalization

, 91–93

Female empowerment

, 40–41

Female entrepreneurship, enablers and barriers of

, 44–45

Female talents

, 1, 40–41

in countries with embedded patriarchal norms

, 46–47

empowerment

, 41–42, 45–46

Feminine management style

, 42–43

Flexibility stigma

, 32–33

Foreign diasporans

, 171

Foreign diasporas

, 169–170

Foreign direct investment (FDI)

, 170, 183–184

Foreign sales related to total sales (FSTS)

, 207

Foreign workforce

, 169–170

Functionalist

, 10, 13, 17

Furniture

, 219–225

Garment

, 210–213

Gender

, 25–26

discrimination

, 49–51

equality

, 40–42

gap

, 40

gender-focused initiatives

, 1

identity

, 26, 124

inequality

, 5–6

stigma

, 26

Gender diversity

, 42

in western world

, 40

Generation Xers

, 102

Generational cohorts

, 101, 103–108, 110

Generations

, 1

in FFs

, 88–89

Generations X

, 89, 101–102, 105

Generations Y

, 89, 101–102, 104–105, 297

Generations Z

, 89, 101–105, 297

Geopolitical tension

, 153

agenda for future research

, 163

constructs and measurements

, 157

discriminant validity

, 158

findings

, 157–160

moderating effects of level of technology advancement

, 155–156

new challenges in era of de-globalization and increasing geopolitical tensions

, 161–162

operationalization of construct

, 159

political relationship building and new venture performance

, 154–155

returnee entrepreneur creating business ventures in home markets

, 153–156

sample and data collection

, 156

Globalization

, 127

of innovation

, 192

Google

, 108–109

Google Now

, 108–109

Government Code and Cipher School (GC&CS)

, 298

Governments

, 60

Group membership

, 29–30

Heritage

, 125–126

Hispanic women

, 29

Home market uncertainty

, 153–154

Home-based strategic responses

, 79

Horizontal systems integration

, 98

Human resource (HR)

, 269

leaders

, 269

practitioners

, 16

Human resource management (HRM)

, 239–241

of SOEs in China

, 251–252

of SOEs in Countries of Africa

, 256

of SOEs in Eastern-European Countries

, 255–256

of SOEs in Indonesia

, 252–253

of SOEs in Vietnam

, 254–255

Ideation

, 206, 208

Identity

framework

, 7

identity-driven work attitudes and behaviours

, 13–14

Immigration status

, 124

Imported HRM

, 251

Imported personnel management with local characteristics

, 251–252

Inclusion

, 288–291

Individual responses

, 79–81

Individual-level studies

, 78

Indo-Bactrian rule

, 131–132

Indonesia, HRM of SOEs in

, 252–253

Industry 4.0 (I4.0)

, 98

generational cohorts

, 101–103

literature review

, 103–110

methodology

, 103

technologies

, 100–101

Information and communication technologies (ICT)

, 106–107

Instagram

, 104

Institutional environment

, 71–72

Institutional forces

, 71–72

in EM

, 73–74

Institutions

, 71–72

institution-based view of strategy

, 71–72

Internal Labour Organization (ILO)

, 24

International bodies

, 252–253

International business (IB)

, 71–72, 126, 184

International entrepreneurship (IE)

, 71–72

International hopes

, 40–41

International human resources management (IHRM)

, 182

International migration

, 169–170

International new ventures (INVs)

, 206–207

International staffing

, 181–182

diasporas as economic force

, 183–184

diasporas as part of country of origin firms’ international staffing strategies

, 184–190

future research

, 192–193

opportunities and threats of using diaspora in

, 191–192

International trade

, 125–126, 128–129

Internationalization

, 91–93

Internet

, 98

Internet of services

, 100

Internet of things (IoT)

, 98, 100, 107–108

Interpretation procedure

, 76–77

Intersectionality

, 26, 278–279

‘Iron rice-bowl’ system

, 252

Japan

, 6

Japanese society

, 6

Job-sharing

, 300–301

Journal selection and review scope

, 75–76

Kazakhstan

, 40–41, 46–47

female people experience in

, 41–42

healthcare sector in

, 47–48

Kazakhstan’s Concept of Family and Gender policy up to 2030

, 60

Kingdom’s Vision 2030 reform program

, 60

Knowledge transfer

, 172–173

Labour movement

, 253–254

Language

, 124

asset

, 129–130

business communication

, 126–127

capital

, 129

diversity

, 127, 135

findings

, 133–134

hierarchies and dynamics

, 132–133

multiethnicity, migration and diaspora networks

, 127–129

portfolio

, 127

research approach

, 133

resources

, 127

superdiversity

, 130–132

Latent moderated structural equations (LMS)

, 157

Law firms

, 33

Legal obligation

, 292

LGBT inclusion

, 40

Life as woman in Japan

, 8–9

Literature review

, 241–242

Local diasporas

, 170

Market uncertainty

, 157

Market-supporting institutions

, 154

Mental health stigma

, 32

Messenger

, 102–103

Micro-credit programs

, 60

Microfoundations

, 71–72

Microsoft’s Cortana

, 108–109

Migrants

, 1

Migration

, 127–129

Millennials

, 296–297

Minority

, 127

Mobile technologies

, 105

Motherhood

, 46

Multiethnicity

, 127–129

Multilingualism

, 124–125

Multinational enterprises (MNEs)

, 181–182

National Initiative for Cyber Security Education (NICE)

, 289–290

Neurodiverse initiatives

, 273–274

Neurodiverse talent

, 271–272

Neurodiversity

, 265

case in talent pool

, 268–272

and matters to organizations

, 266–268

opportunities for integrating neurodiversity Into TM research

, 272–279

reasons to broaden talent pool with

, 268

New diasporans

, 173

New perceptions

, 56–57

New venture performance

, 154–155

Niche born-globals

, 207–208

Non-binary gender approaches

, 40

Non-family businesses

, 92

Non-Western contexts

findings

, 49–57

implications for management, government and policymaking

, 59–61

limitations and future research directions

, 61

literature review

, 42–47

methodology

, 47–49

theoretical implications

, 58–59

Old diasporans

, 173

Old perceptions

, 56–57

Older workers

, 30

Part-time working lawyers

, 33

Patriarchal contexts

, 49–51

Pearl River Delta Economic Zone (PRDE)

, 156

Perceived uncertainty

, 153–154

Perceptual anxiety

, 153–154

Physical appearance

, 31–32

Physical attractiveness of professional woman

, 31–32

Physical marks

, 29–30

Policymakers

, 60

Political factors

, 253–254

Political relationships

, 157

building

, 153–155

Private-owned enterprises (POEs)

, 243

Proactive responses

, 74

Proactive use of networks in EMs

, 78–79

Problematization

, 76–77

examples of theoretical studies

, 77

Professional talent advancement

, 40–41

Qualitative method

, 47

Qualitative study

, 6–7

Race

, 26, 29, 124

Racial stigma

, 26

Reactive responses

, 74

to institutions

, 79–80

Reflective reading of EM research

, 74–75

Regionalization

, 127

Religion

, 124

Resource-based view (RBV)

, 270

Return on assets (ROA)

, 157

Return on sales (ROS)

, 157

Returnee entrepreneurs

, 152–153

creating business ventures in home markets

, 153–156

strategic implication for management of returnee entrepreneurs as diverse talent

, 162–163

theoretical implications on

, 160–161

Review

, 71–72

boundaries

, 75

process overview

, 74–77

Sales growth

, 157

Saudi-Arabia

, 40–41, 46–47

female people experience in

, 41–42

healthcare sector in

, 47–48

Science, Technology, Engineering (Arts) and Mathematics (STE(A)M)

, 295, 297–298

Search, Appraisal, Synthesis, and Analysis method (SALSA method)

, 99, 103

Self-actualization over managerial positions

, 54–55

Sexual orientation

, 124

Short message service (SMS)

, 102–103

Silk Road

, 128–129, 131–132

Single-method-factor approach

, 156

Small and medium-sized firms (SMEs)

, 206–207

Smart factories

, 100

Snapchat

, 104

Social capital

, 129

Social media

, 98, 103–104

Social networking sites (SNS)

, 104

Social process

, 25

Social responsibility

, 292–293

Social value

, 292–293

Socialist Legacy

, 254–255

Societal level stigma

, 24–25

Socioemotional wealth

, 92

Spillover effect

, 174

State bodies

, 252–253

State-owned enterprises (SOEs)

, 240

activities

, 241

analysis of articles

, 248

data analysis

, 244–245

evolution of SOEs HRM and TM research

, 248–250

HRM of SOEs in China

, 251–252

HRM of SOEs in Countries of Africa

, 256

HRM of SOEs in Eastern-European Countries

, 255–256

HRM of SOEs in Indonesia

, 252–253

HRM of SOEs in Vietnam

, 254–255

methodology

, 243–244

national contexts

, 250–256

publication outlets

, 246

research background

, 242

selection of articles

, 243–244

studies on

, 240–241

talent diversity and future research agenda of HRM and TM practices of

, 256–258

theoretical underpinnings of research on HRM and TM in

, 246–248

State-owned SOEs

, 242

Stereotypes

, 29–30

Stereotypical model for work

, 32–33

Stigma

, 24–25

sources and consequences in workplace

, 25, 27–28, 33

Stigmatization

, 24–25

Strategic responses to institutions

, 78–79

Structural equation modelling (SEM)

, 157

Superdiversity

, 130–132

Sustainable Development Goals (SDG)

, 41–42

Talent

, 265

pool

, 268

Talent management (TM)

, 72–73, 81, 88–89, 170–171, 239–241, 256, 266, 268, 270

contextualization and intersectionality

, 278–279

individuals

, 276–278

and neurodiversity

, 272–274

opportunities for integrating neurodiversity Into TM research

, 272–279

organization

, 275–276

specificities of and challenges for

, 89–91

Technology advancement, moderating effects of level of

, 155–156

3D printing

, 98

TikTok

, 104

Tourette syndrome. See Dyscalculia

Transgenerational continuity

, 92

‘20% Project’

, 300

Uncertainty

, 153–154

United Nations (UN)

, 41–42

Uppsala model

, 206–207

Values

, 207, 225, 230

Vertical systems integration

, 98

Vietnam, HRM of SOEs in

, 254–255

Virtual assistants

, 108–110

Voice assistants. See Virtual assistants

Web 2.0

, 103–104

WeChat

, 102–103

WhatsApp

, 102–104

Women

of colour in STEM

, 29

empowerment in leadership and employment

, 5–6

entrepreneurs

, 44

in Japan

, 6

Work attitudes

, 6–7

Work-home balance

, 51–52

Young talent

, 295