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Although many organisations and governments internationally acknowledge that a diverse workforce is essential for improved decision-making, employee well-being and organisational performance and competitiveness, women with disabilities and their (potential) participation and contributions within organisations continue to be overlooked and under-researched. Examining the careers of women with disabilities through the lens of human resource management (HRM) allows for the development of policies and practices that support their inclusion and progression in the workforce and helps lay the foundation for legislative, institutional and organisational changes that address the unique challenges faced by this cohort.

We conducted a comprehensive, systematic scoping review that analyses various career-related aspects for women with disabilities across different cultural and geographical contexts internationally. A two-stage review (Stage 1 – Title and abstract screening and Stage 2 – Full-text review) of the extant literature on the careers of women with disabilities yielded 80 relevant empirical articles.

Our review identified four key career-related themes pertaining to women with disabilities: (1) Educational interventions and support for positive career outcomes of women with disabilities; (2) Workplace discrimination and workplace accessibility of women with disabilities; (3) Factors influencing the career development and advancement of women with disabilities and (4) The role of gender in the career exploration and decision-making processes of women with disabilities.

This systematic scoping review contributes to the nascent scholarly discourse on enhancing career-related outcomes of women with disabilities and offers evidence-based insights to guide future HRM research on the intersection of gender and disability/ies in careers.

The purpose of this paper is to bring new insights into the underexplored mediating role of psychological empowerment (PE) in the link between high-performance work systems (HPWS) and employees’ affective commitment. Furthermore, given the distinct behaviour that the different dimensions of PE have shown in previous studies, we have followed the call for more empirical research in this field by considering such specific dimensions. Thus, the present paper examines, from a multilevel perspective, the extent to which Spreitzer’s (1995) employee PE dimensions (meaning, competence, self-determination and impact) mediate the relationship between HPWS and employee affective commitment.

A multilevel approach, with matched data from HR managers and a sample of 504 core employees in 142 Spanish firms, is used to test the hypotheses through structural equation modelling methodology.

We corroborate that three of the dimensions of employee PE (meaning, self-determination and impact) mediate the relationship between HPWS and employee AC.

The study contributes to the existing literature by elucidating the importance of generating motivating feelings in employees as a way of promoting affective reactions in organisations. More specifically, it highlights the usefulness of examining and boosting different segments of the psychological empowerment construct when seeking committed employees.

In acknowledgment of the Truth and Reconciliation Commission of Canada's Call to Action #92, the purpose of this paper is to present the business case for honoring Indigenous rights in Canada. We outline the strengths as well as risk-mitigation that come from honoring Indigenous rights and present opportunities to action economic reconciliation.

The authors utilize professional insights, lived community experience and research on the extent of Indigenous rights in Canada to form the business case.

There is evidence of risk to businesses that forgo honoring Indigenous rights.

Many businesses consider Indigenous rights and relationship building as barriers to moving forward on projects such as economic development. Through a rights-based lens, this paper outlines that honoring Indigenous rights is a business opportunity producing risk mitigation and social value.

The paper offers a simplified and concise business case to a complex issue and suggests an approach honoring Indigenous rights for non-Indigenous businesses.

The purpose of this study is to draw a scientific map of the Grand Tours cycling as part of the growing research field in this field at the global level. This study also identifies the components of scientific production in this field along with their collaboration patterns.

With the aim of achieving a comprehensive and deep understanding of the studies related to the Grand Tour, this research aims to address the existing gaps and provide a comprehensive summary of these scholarly works. To achieve this goal, the authors used a systematic and scientometric combination method, analyzing studies from the past half century (1970–2022).

The research findings reveal that scientific studies related to cycling events exhibit a geographical concentration within the continent of Europe, surpassing other continents. Notably, Spain, the USA, the UK and Italy emerge as pioneers in this field of inquiry. The main themes identified in these studies encompass cycling, the Tour de France, performance, professional roa cycling, heart rate, endurance, doping and power output.

This research, along with other systematic studies, contributes to the existing literature in this field by providing both quantitative and qualitative data. Additionally, the study serves as a foundation for identifying active and influential countries, institutions and authors in this domain. Such insights are highly effective in establishing scientific focal points in this field.

This study, in conjunction with the introduction of key figures in mega cycling event research, sheds light on the thematic areas explored within these studies. Notably, it is the sole study that has illuminated hidden facets of this field using scientometric and systematic methods.

This study aims to provide a new perspective and path to reduce the unsafe behavior of new generation of construction workers (NGCWs) in China. The purpose of this study is to explore the influencing mechanism of work-family balance on the unsafe behavior of NGCWs and test the mediating effect of job satisfaction and the moderating effect of group safety climate.

A theoretical model on the influencing mechanism of work-family balance on unsafe behavior of NGCWs was constructed through theoretical analysis. Research data were collected from 502 NGCWs via a questionnaire survey, and research hypotheses were testified with regression analysis.

The results show that work-family balance not only directly reduces NGCWs’ unsafe behavior but also indirectly reduces it through job satisfaction, which plays a partial mediating role. In addition to positively moderating the relationship between work-family balance and NGCWs’ unsafe behavior, group safety climate can also moderate the relationship between work-family balance and job satisfaction in a positive way.

This study provides practical implications for construction companies to reduce the unsafe behaviors of NGCWs from the perspective of work-family balance. Specifically, construction companies should adopt more flexible work rules, such as flexible organization and rotation systems, to increase their work autonomy. Meanwhile, construction companies need to improve the work environment and basic conditions for NGCWs, establish a reasonable salary system and provide attractive promotion opportunities to increase their job satisfaction. In addition, construction companies should provide active safety lectures and training, and supervisors should improve safety communication and interaction levels. Co-workers should remind workers about their safety attitudes and behaviors promptly. A good group safety climate will be created through the efforts of construction companies, supervisors and co-workers.

This study clarifies the influencing mechanism of work-family balance on the NGCWs’ unsafe behavior and further tests the partial mediating role of job satisfaction and the positively moderating effect of group safety climate on the influence relationship of work-family balance on job satisfaction and NGCWs’ unsafe behavior, which defines the boundary conditions of the relationship between work-family balance and NGCWs’ unsafe behavior, and promotes the effective integration of social exchange theory and theoretical system of influencing mechanism of construction workers’ unsafe behavior.