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This paper used Zikic’s (2015) integrated framework for managing diversity to review the skilled migrant literature and explore reasons non-English-speaking background (NESB) skilled migrants (SMs) are disadvantaged in the host country recruitment market. This research examines organisations’ role in attracting and facilitating the entry of NESB SMs to their organisations and embracing diversity and inclusion in the workplace.

The authors conducted a systematic literature review following the integrated framework combining the intelligent career theory and the resource-based view. This framework allows the exploration of the challenges NESB SMs face with their career capital in the host country concerning the people management systems and processes organisations often use in recruitment.

This review revealed multiple challenges NESB SMs face when negotiating their workplace transition in the host country destinations. The study shows that the underutilisation and underemployment among NESB SMs are partly caused by these SMs’ foreign experiences but mainly by the host countries’ “NESB SM-unfriendly” recruitment practices. It also uncovers gaps between macro, meso and micro levels in SM recruitment.

A limitation inherent in a systematic literature review is that the effectiveness of the search is contingent upon the quality of the search strings used. Second, the core themes in the synthesis were identified following Zikic’s (2015) integrated framework and focused only on individual/micro factors of SMs and meso/organisational factors. Many other structural and contextual factors were not included in the review. This review is also limited to NESB SMs’ recruitment. Nonetheless, this process helps us achieve the core aim set for this review, to explore the reasons behind the hardships NESB SMs face when searching for ways to enter the host professional job market and the role of organisations in attracting and facilitating NESB SMs’ labour market entry.

This research connected NESB SMs’ micro-level difficulties to the meso layer of organisations’ HRM policies. This review clarified the role of organisational strategic HRM in attracting and welcoming NESB SMs into their organisation before leveraging their career diversity. The findings from the review also assisted in extending Zikic’s (2015) integrated framework.

The 7th decade manager (7DM) is an overlooked and under-researched group in organisation studies. This paper explores the changes which 7DMs experience in later life through the lenses of age, work and identity.

An interpretivist methodology was adopted and data were obtained via semi-structured interviews with 32 managers across 10 different sectors in England and Scotland. These data were analysed thematically.

Change manifested itself in various contradictory ways across three domains of age, work and identity. Age was experienced dichotomously, with these 7DMs identifying as subjectively younger yet openly (if reluctantly) accepting signs of ageing. They appeared more tolerant and kinder but could be impatient and outspoken. Work remained important, providing structure, a sense of purpose and camaraderie; however, career progression was not. Altruistically, the 7DMs exercised generativity by providing their colleagues with counsel in both work and personal matters. Their sense of self and identity work featured prominently, particularly in the liminality associated with the impending cessation of work. Preparation for the psychosocial transition to retirement was lacking.

This project would have benefitted from a larger and broader cohort demographic. Whether there are any significant gender or ethnic differences in attitudes, values or approaches to work cannot be ascertained from the data obtained. Future studies should therefore include a greater diversity of participants. There may also be merit in investigating if any differences exist for the ex-military 7DM manager compared to others.

Organisations can benefit from greater recognition of the value experienced managers in their later working lives can bring. Both the broader community of managers and their employers would benefit from leveraging the experience, knowledge and attributes of older managers in their passage through their 7th decade and better prepare younger people to succeed them.

Different agencies such as government, employers, professional bodies like the Chartered Institute of Personnel and Development, Trade Unions or consultancies may wish to explore the benefits and practicalities of preparing the individual for the transition to retirement. Importantly, this should address the psychosocial connotations associated with ceasing work. Whilst this applies to all 7th decade workers, we suggest that there are some challenges that are peculiar to being an older manager.

Whilst much is known about older workers, research relating to older managers, especially those in their seventh decade, is largely absent. This paper illustrates the changes and challenges they experience in both their professional and personal lives, some of which seem to be unique to this age group and many of which would benefit from being addressed in organisational policy and practice as well as further research.

The need to digitise is an awareness that is shared across our community globally, and yet the probability of the intersection between resources, expertise and institutions are not as prospective. A strategic view towards the long-term goal of cultivating and digitally upskilling the younger generation, building a community and creating awareness with digital activities that can be beneficial for cultural heritage is necessary.

The work involves distributing tasks between stakeholders and local volunteers. It uses close-range photogrammetry for reconstructing the entire heritage site in 3D, and outlines achievable digitisation activities in the crowdsourced, close-range photogrammetry of a 19th century Cheah Kongsi clan temple located in George Town, a UNESCO World Heritage Site in Penang, Malaysia.

The research explores whether loosely distributing photogrammetry work that partially simulates an unorganised crowdsourcing activity can generate complete models of a site that meets the criteria set by the needs of the clan temple. The data acquired were able to provide a complete visual record of the site, but the 3D models that was generated through the distributed task revealed gaps that needed further measurements.

Key lessons learned in this activity is transferable. Furthermore, the involvement of volunteers can also raise awareness of ownership, identity and care for local cultural heritage.

Key lessons learned in this activity is transferable. Furthermore, the involvement of volunteers can also raise awareness of identity, ownership, cultural understanding, and care for local cultural heritage.

The value of semi-formal activities indicated that set goals can be achieved through crowdsourcing and that the new generation can be taught both to care for their heritage, and that the transfer of digital skills is made possible through such activities. The mass crowdsourcing activity is the first of its kind that attempts to completely digitise a cultural heritage site in 3D via distributed activities.

The higher-level aim of this study is to investigate the impact of health information needs satisfaction on the fear of COVID-19 for the general population. The investigation is theoretically grounded on Wilsons’ model of information seeking in the context of inquesting the reasons for seeking health information as well as the information sources the general population deploy during the COVID-19 pandemic.

This cross-sectional survey examines the correlations between health information seeking behavior and the COVID-19 generated fear in the general population through the application of a specially designed structured questionnaire which was distributed online. The questionnaire comprised four main distinct research dimensions (i.e. information needs, information sources, obstacles when seeking information and COVID-19 generated fear) that present significant validity levels.

Individuals were motivated to seek COVID-related health information to cope with the pandemic generated uncertainty. Information needs satisfaction as well as digital health literacy levels is associated with the COVID-19 generated fear in the general population. Finally, a conceptual framework based on Wilsons’ macro-model for information seeking behavior was developed to illustrate information needs satisfaction during the pandemic period. These results indicate the need for incentives to enhance health information needs satisfaction appropriately.

The COVID-19 generated fear in the general population is studied through the information seeking behavior lenses. A well-studied theoretical model for information seeking behavior is adopted for health-related information seeking during pandemic. Finally, digital health information literacy levels are also associated with the fear of COVID-19 reported in the authors’ survey.

Driven by the need to deepen understanding of the mechanisms driving teacher collaboration for enhancing teacher learning and practices, this study aims to investigate the influence of collaborative organizational conditions, network intentionality and efficacy for leading curriculum learning on teachers’ professional growth within the context of New Zealand’s Communities of Learning-Kahui Ako (CoL) policy.

The study employs survey design collecting perceptual data from teachers within two CoLs comprising 12 schools in New Zealand. Structural equation modeling is used to analyze the relationships between collaborative organizational conditions, teachers’ network intentionality, leadership efficacy and teacher professional growth.

The findings reveal that collaborative organizational conditions significantly impact teachers’ professional growth such as their new learning and enhanced practices. Furthermore, teachers’ network intentionality and efficacy for leading curriculum learning serve as mediators, amplifying the effects of collaborative organizational conditions on teacher professional growth. Specifically, teachers who are more confident in their leadership abilities and intentionally build professional relationships are better at using collaborative opportunities to address teaching challenges and bring innovation to their schools.

This study contributes to the existing literature by examining the interplay between organizational conditions, internal motivational drive for collaboration, and teacher professional growth within the context of CoL policy in New Zealand. It sheds light on the mechanisms driving teacher professional growth and offers insights for enhancing teacher collaboration and professional learning experiences within CoL networks.

A growing body of research suggests that Research–Practice Partnerships (RPPs) are contributing to greater use of research in decision-making around school improvement efforts. The current study is part of an RPP including 11 K-12 schools in an urban fringe school district in California. This RPP aims to develop a deeper understanding of successful change efforts toward learner-centered education and the role of culture and climate. The current case study examines how, over time, this RPP developed into a data-driven dialogue around high-leverage areas for school improvement.

This mixed-methods study involves survey data and a series of individual principal interviews coupled with an innovative method, Conditional Mean Independent Correlations and growth functions, to support district decision-making.

This case study demonstrated that an RPP can both reveal and shape the ways in which principals examine the views and ideas that guide their leadership practices.

Implications about weaving thriving ecosystems for learning and flourishing are discussed.

This study explores how an RPP fosters a learning ecosystem that empowers school leaders in setting strategic priorities and making informed leadership decisions, particularly in the complex environment of school improvement. The RPP approach provided the opportunity to discover and address different perspectives between research findings and principals’ ideas on high-leverage areas for improvement. By focusing on research-informed measures of critical elements such as culture and climate, this study contributes to the broader goal of developing equity-centered school improvement strategies through the work of RPP.

The 2020–2021 COVID-19 pandemic spurred change across multiple healthcare industries. This study explores how managing vaccination data in the United States of America required cooperation among many different organizations necessitated by an emergency response. We studied how individual states interacted with the federal government to address the need for vaccination-related information during the pandemic.

In total, 11 interviews were conducted with individuals responsible for collecting vaccination data and reporting it to the US Federal Government. Seven of those individuals were directors of USA jurisdictional Immunization Information Systems (IIS). Archival data were also combined with the interview responses to inform the analysis and development of guidelines.

States across the USA had different ways of tracking and storing immunization data that was heavily influenced by state-level and federal legislation. The lack of a universal patient identifier made cross-state patient identification difficult. Federal requirements for reporting dictated much of how the different state-level entities collected, stored and reported data.

This study highlights the importance of data interoperability and data sharing by exploring how a loosely coupled set of entities without direct top-down control or a profit motive can govern data effectively. Our analysis provides greater clarity about the interactions between different stakeholders in a complex system.

This study presents primary interviews of 11 individuals, each responsible for tracking and reporting immunization information. Analysis of the data expands existing research on IIS on data sharing, system interoperability and dynamic pandemic responses.

This study aims to investigate the mediating role of different types of intellectual capital (human, structural and relational) in the relationship between artificial intelligence-driven supply chain analytics capability (AI-SCAC) and various supply chain decision-making processes, specifically rational, bounded and tacit decision-making.

The study used a quantitative survey strategy to collect the data. A total of 320 valid questionnaires were received from manufacturing companies. The data were analysed using structural equation modeling with partial least squares (PLS-SEM) approach through SmartPLS software.

The results indicate that human and structural capital significantly mediate the relationship between AI-SCAC and rational and bounded decision-making processes. However, structural capital does not mediate the relationship between AI-SCAC and the tacit decision-making process. Moreover, relational capital does not show a significant mediating effect on all of the decision-making processes. Notably, structural capital has the strongest impact on rational and bounded decision-making, while human capital plays a critical role across all three decision-making processes, including tacit decision-making.

This study contributes to the literature by providing a nuanced understanding of the differentiated impact of intellectual capital components on various decision-making processes within the context of AI-SCAC. While previous studies have broadly acknowledged the role of intellectual capital in decision-making, this research provides more understanding of how specific types of intellectual capital interact with AI to influence distinct decision-making processes. Notably, the differential impact of structural capital on rational and bounded decision-making versus tacit decision-making highlights the need for organisations to adopt a more tailored approach in leveraging their intellectual capital.

The primary purpose of this research is to conceptualise and validate the comprehensive framework for effectively measuring and managing employee-based brand equity (EBBE) benefits. The study endeavours to integrate professional and socio-emotional facets of employees' into the proposed model, lending it a more holistic approach.

The study focusses on the banking sector in Kosovo, employing structural equation modelling to analyse data from a sample of 325 employees.

Both professional and socio-emotional perspectives significantly influenced brand knowledge, positively impacting EBBE benefits such as employee satisfaction, retention and positive word of mouth (WOM). These findings provide empirical support for the theoretical assumptions concerning the role of professional and socio-emotional perspectives in building EBBE.

Theoretically, this research could bridge marketing and organisational behaviour theories by highlighting employees' role in building brand equity. Moreover, it might expand the social identity theory within an organisational context, emphasising employees' identification with the brand as a crucial element.

The study offers practical implications for the banking industry and similar contexts, suggesting robust internal marketing strategies prioritising professional development and socio-emotional connectivity. Theoretically, this research could bridge marketing and organisational behaviour theories by highlighting employees' role in building brand equity. Moreover, it might expand the social identity theory within an organisational context, emphasising employees' identification with the brand as a crucial element.

The paper presents an original contribution to the field of brand equity research by proposing and validating a novel framework for EBBE that uniquely integrates both professional and socio-emotional dimensions of employees' experiences. This approach is particularly innovative within the context of the banking sector, offering new empirical insights.

The purpose of this paper is to explore the challenges of implementing accountable artificial intelligence (AI) systems in India, focusing on the need for algorithms to justify their decisions, especially in subjective and complex scenarios. By analyzing various government projects, documented biases and conducting empirical case studies and experiments, the study highlights the limitations of AI in recognizing the nuances of India’s unique social landscape. It aims to underscore the importance of integrating political philosophy to ensure that AI systems are held accountable within India’s sociopolitical context, urging policymakers to develop frameworks for responsible AI decision-making.

The research adopts a mixed-methods approach to address the five research questions. It begins with an extensive literature review, focusing on AI’s transformative potential, algorithmic bias and accountability in the Indian context. Data is collected from 15 AI use cases in health care, education and public safety, 13 government automated decision tools and five bias cases, including facial recognition and caste-based discrimination. Additionally, ten case studies and three experiments on ChatGPT are analyzed. Content analysis is used to interpret and categorize the data, identifying patterns and themes. Specific case studies and experiments on autocompletion in search engines further support the findings.

The study revealed significant limitations in current AI systems when applied to India’s complex socio-cultural landscape. Analyzing 15 AI applications and 13 government projects, the research identified multiple instances of algorithmic bias. Experiments with Google’s autocomplete and ChatGPT showed that these systems often reinforce social stereotypes and struggle with nuanced, subjective situations. The findings emphasize the accountability gap in AI-driven decisions, highlighting the need for rigorous oversight, particularly in welfare projects where errors could lead to severe consequences. The study recommends developing regulatory frameworks, improving AI design and raising public awareness to address these challenges.

In the context of complex societies like India, a pressing concern arises: who should assume responsibility for the repercussions stemming from algorithmic failures to comprehend subjective complexities? To this end, there exist no serious scholarly works toward which present paper tries to shed new insights. It draws upon insights from the corpus of political philosophy literature, encompassing both classical and contemporary notions of responsibility, and seeks to establish connections between these concepts and the unique sociopolitical structure of India. The work is unique in the focus of the paper and is original in the direction projected.