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This paper aims to provide readers with a comprehensive overview of the current state of the millennial literature, highlighting the significance and challenges of millennial professionals, their reported high turnover and the various recommendations designed to engage and retain them.

An integrated review approach was applied to synthesise contemporary peer-reviewed articles, supplemented by legacy and grey literature and relevant book chapters, to comprehensively explore and construct a cohesive overview of the current research on the millennial workforce.

Within the wealth of available information, examining the various studies on millennial turnover reveals diverse theories, evidence and opportunities for advancement, underscoring the necessity for more robust empirical studies. The investigation identified three overarching retention strategy themes: (1) intergenerational conflict management, (2) workplace adaptations and (3) solutions rooted in a protean career orientation. In alignment with protean career concepts, coaching shows promise as an underexplored option.

This article holds practical significance by offering researchers a comprehensive and cohesive overview of the millennial literature. Additionally, it gives organisations a novel perspective on the crucial role coaching can play in engaging and retaining millennial employees.

The increased focus on retaining millennial workers in recent decades has spurred a proliferation of articles and books on this subject. However, this body of research remains fragmented, lacking an overview that provides a clear picture of its current state. This review aims to bridge this gap.

Artificial Intelligence (AI) is revolutionizing the world. Despite the numerous advantages of AI in terms of faster processing and higher efficiency, AI hasn’t been widely accepted by humans yet. This study aims to shed light on this phenomenon by exploring the Dunning–Kruger Effect in AI knowledge and examining how AI knowledge affects AI acceptance through AI-related self-efficacy.

By collecting data from 179 managers, we examined the Dunning–Kruger Effect in AI knowledge and used mediation analysis to explore the mechanisms by which AI knowledge leads to AI acceptance.

Our findings indicated the presence of the Dunning–Kruger Effect in AI knowledge. Furthermore, our results revealed that AI knowledge has a nonlinear effect on AI acceptance through AI-related self-efficacy.

In contrast to previous research that posited a linear link between knowledge and acceptance of technology, this study offers a new framework for the nonlinear relationships between AI knowledge, AI-related self-efficacy and AI acceptance by extending the Dunning–Kruger effect to the AI field.

This study aims to explore the gaps concerning the organizational operant resources (OORs) of logistics service providers (LSPs) expected in outsourcing relationships. The study considers the views of both manufacturing firms (M-firms) and LSPs in India and DACH region (Germany, Austria and Switzerland) seeking gaps within and across regions.

This research employed a survey targeting executives from large M-firms and LSPs in both India and DACH. The perceptions about the importance and improvement expectations of 17 OORs are analyzed. A modified version of importance-improvement analysis (A-B), a novel comparative A-B analysis (CABA) method, has been proposed to identify the importance and improvement gaps in OORs between M-firms and LSPs within and across India and the DACH region.

There are more gaps between M-firms and LSPs in India compared to DACH. Cross-country comparisons reveal that LSPs in India and DACH have similar perceptions concerning the OORs, but M-firms in India have significantly higher improvement expectations than those in DACH.

This study proposes an analytical approach that enables managers to identify improvement areas and better align with their outsourcing relationship partners. It also highlights aspects that need to be considered while entering emerging markets such as India.

The analysis approach using CABA is novel. Also, among the cross-country studies, this is the first to compare outsourcing relationships in India with the DACH region while involving both users' and service providers' perspectives.

This article proposes a Multilayer Network (MLN) model for studying business ecosystems. The model focuses on the flows of products, services and money between buyers and sellers, emphasizing that these flows form both actor-level and emergent system-level ecosystem structures.

The article examines two case studies of real estate owners and their suppliers, using financial transaction data to provide a detailed, data-driven view of business ecosystems.

The study advances real estate theory by deepening research on the digitalization of real estate owners, especially on their enterprise architectures and supplier networks. Despite size differences, both case firms have similar, complex supplier-network structures. The findings may inform enterprise architecture management and procurement practices in the real estate sector.

The MLN model defines terminology for ecosystem layers and provides methods for establishing ecosystem boundaries. This aligns with the micro-level critique in management and ecosystems research. We conclude by highlighting that event data, when available, can enhance future business ecosystem analysis by enabling the study of broader ecosystem structures with the MLN model.

Drawing on two competing theories, the online disinhibition effect and communication privacy management, this study explores the antecedents of cyber harassment and the mediating and moderating role of digital citizenship on cyber harassment among adults.

To ensure the quality of the data collected, participant recruitment was conducted using two panels: Qualtrics and Cloud Research. The sample comprised 262 participants who were USA residents aged between 18 and 87 years who use the Internet regularly. Additionally, the survey required a balance of participants across racial and educational levels. The survey was drawn from items for which reliability and validity indexes have been tested and confirmed in prior disparate studies.

Results show that digital citizenship is a significant moderator in the relationships between disposition to value web privacy, perceived online disinhibition and cyber harassment. Digital citizenship behavior mediates the relationship between perceived online disinhibition and cyber harassment but does not mediate the relationship between disposition to value privacy and cyber harassment.

The results of this study broaden the understanding of digital citizenship as a behavior modification for cyber harassment, specifically among adult Internet users. Further, we seek to bring together two streams of research that have previously been studied separately: the literature on the antecedents of perceived online disinhibition and disposition to value web privacy concerns.

This study aims to investigate the mediating effect of career resilience (CR) on Generation Z’s emotional intelligence (EI) and perceived career outcomes such as career satisfaction (CSAT), burnout and intention to leave a career. In its short organizational tenure, Gen Z has faced the adverse effects of global events affecting their views of career and, ultimately, CR.

A cross-sectional survey method was used to test the hypothesized relationship. A total sample of 160 respondents were assessed. Hypotheses in this study were tested by using Hayes’s (2018) PROCESS tool based on OLS regression and with a bootstrap method.

The most significant finding of this study concludes that although small, CR has a positive mediating indirect effect on Gen Z’s CSAT and burnout. However, contrary to past findings, we found a negative relationship between Gen Z’s EI and CR. Furthermore, although EI and CSAT have a positive relationship, CR and CSAT are negatively correlated. Meanwhile, Gen Z’s EI through CR positively affects Gen Z’s CSAT.

The study has implications for how organizations can attract, retain and engage Gen Z.

Despite Gen Z being a part of the workforce for at least six years, limited empirical research on Gen Z has been published. Indeed, Gen Z’s workforce inexperience does not yield in-depth explanations of CR concepts; however, as we continue to learn more about Gen Z and their interactions with the work environment, the authors begin to get a peek into the future of the workforce.

With organic farming (OF) emerging as a pivotal and sustainable farm enterprise globally, its adoption – particularly through sustainable organic farming practices (SOFP) – underscores the crucial role played by the competencies of organic farmers. This study aims to conduct a comprehensive perceptual assessment of the competencies essential for SOFP in the unique agricultural landscape. The focus is on exploring the entrepreneurial, managerial, personal and technical competencies of farmers engaged in OF.

Employing a sequential mixed-methods approach, this study began with a quantitative phase (structured questionnaire) and seamlessly transitioned into a qualitative phase (focus group interviews). A total of 513 usable responses were received in the quantitative phase, and data from seven focus group interviews (FGIs) were recorded in the qualitative phase. The respondents were registered organic farmers affiliated with various farmer producer organizations (FPOs) in the Kashmir Valley, India. Methodological triangulation was used to interpret the results.

Through perceptual analysis, the study systematically identified and assessed the competencies held by the organic farmers. The study uncovered that farmers in the Kashmir Valley demonstrate competencies across personal, entrepreneurial, managerial and technical domains. Despite an overall moderate competence level, technical and managerial competencies were perceived as low and are focal points for improvement.

The study sheds light on OF competencies in the Kashmir Valley, caution is warranted due to its regional focus. The reliance on self-reported data introduces potential bias in competency assessments. The sample, drawn from FPOs, can be a lacuna. The study’s static snapshot captures competencies at a specific time, limiting insights into potential temporal changes.

The findings advocate for targeted competency development programs tailored to elevate varied competencies among farmers. Collaborative initiatives, market-oriented training and locally customized extension services are proposed to effectively address and bridge competence gaps. Policymakers are urged to consider incentivizing competency development and crafting integrated agricultural policies that comprehensively support competency enhancement.

This research contributes significantly to the existing theory and literature by advancing the understanding of competencies of organic farmers. It unveils perceptual assessment on four key competence dimensions that are very vital for SOFP and also explores the extent to which these competencies are evident. Furthermore, this study provides interventions for competence development for successful sustainable organic agri-ventures and entrepreneurial avenues.

The purpose of this paper is to contribute to a grounded understanding of how mobility impacts talent designation and with what consequences.

An exploratory qualitative case study was conducted of a global medical technology corporation, based on interviews with HR managers, line managers and non-managerial employees.

The findings illustrate that mobility plays a significant role in how employees are assigned talent status, and that mobility manifests and impacts talent designation through two types – geographical and lateral mobility. Mobility is not determined based on abilities and competencies, but rather on an employee’s overall personal situation, including age, family status and relationship status. Two main practices emerged through which these determinants were decided: direct questioning and guesswork. The consequences that follow are that individuals are left with little room to influence their own talent situation, and that there is a risk of discriminatory and exclusionary consequences arising.

The study makes two main contributions. First, it provides a more nuanced understanding of how talent designation unfolds in practice, showing that performance and potential alone cannot explain the process and emphasizing the consequential role of mobility. Second, it contributes with knowledge about the consequences of basing talent designation heavily on mobility. Individual employees are left with significantly less room for enacting agency and playing active roles in relation to TM than has been suggested. Added to this are the potential discriminatory and exclusionary consequences.

This research aims to explore digital feedback needs/preferences in online education during lockdown and the implications for post-pandemic education.

An empirical study approach was used to explore feedback needs and experiences from educational institutions in the Netherlands and Germany (N = 247) using a survey method.

The results showed that instruments supporting features for effortless interactivity are among the highly preferred options for giving/receiving feedback in online/hybrid classrooms, which are in addition also opted for post-pandemic education. The analysis also showed that, when communicating feedback digitally, more inclusive formats are preferred, e.g. informing learners about how they perform compared to peers. The increased need for comparative performance-oriented feedback, however, may affect students' goal orientations. In general, the results of this study suggest that while interactivity features of online instruments are key to ensuring social presence when using digital forms of feedback, balancing online with offline approaches should be recommended.

This research contributes to the gap in the scientific literature on feedback digitalization. Most of the existing research are in the domain of automated feedback generated by various learning environments, while literature on digital feedback in online classrooms, e.g. empirical studies on preferences for typology, formats and communication channels for digital feedback, to the best of the authors’ knowledge is largely lacking. The findings and recommendations of this study extend their relevance to post-pandemic education for which hybrid classroom is opted among the highly preferred formats by survey respondents.

This paper aims to critically examine the application of generational labels in workplace research and practice with the purpose to provide human resources (HR) scholar-practitioners with insights into limitations and potential biases of this approach.

Building on Mannheim’s framework, this paper critiques commonly-held assumptions that have perpetuated misconceptions about generational differences. It highlights challenges with generational classifications, methodologies and stereotypes, while offering recommendations to improve future research and application in HR.

Often, HR practices accept generational differences without questioning how employees are grouped into generations. Although not a new phenomenon, these generalizations can create bias when comparing generations. Instead, HR scholar-practitioners can create thoughtful approaches and examine data based on other effects, such as period and life stage.

This paper provides support for HR leaders to question assumptions to study generations in organizations. Suggestions are provided to improve research, expand training and advance dialogue in the workplace and shift away from the traditional thinking about generations.

Grouping employees into generations is a common practice, which is not often challenged. This paper provides research-based insights for HR leaders who are managing data, programs and practices based on arbitrary generational groupings. Organizations need to be mindful of the pitfalls, take a nuanced approach and ensure practices are evidence-based.