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Russia’s full-scale war against Ukraine threw all spheres of life in that country into turmoil. The public service was tasked to foster resilience and ensure the continued functioning of the state. Our purpose is to study how a war-shaped public leaders’ understandings of the leadership necessary for tackling emerging crises in a swiftly shifting environment while delivering services to citizens and continuing reforms toward EU membership.

The research reflects the analysis of 15 semi-structured interviews with members of Ukraine’s public service from various parts of the country conducted in September–October 2023. Heroic/post-heroic ideals of leadership, as well as the distributed model of leadership, are selected as the theoretical framework.

According to Ukraine’s public managers, the collectivistic ideal of public leadership has persisted. Since 2022 and Russia’s full-scale war, they claim the distributed form of public leadership has developed further. Based on the analysis of the interviews, we suggest these managers differentiated intraorganizational, intergovernmental and intersectoral types of distributed leadership.

The study is conducted during the full-scale war; therefore, observations and field work are restricted. Face-to-face interviews are impeded by air raids: missile and drone attacks; online interviews are sometimes hindered by constant electricity blackouts and alarms. The results of the study reflect the subjectivity of the participants’ thoughts and feelings and may not be more broadly generalizable.

This is an explorative study that shows how public leaders speak and think about public leadership in the ongoing crisis of war.

The purpose of this paper is to identify how internal marketing can be used to increase the satisfaction and retention of Generation Z employees within the global banking sector, and the changes which organizations must make to their internal marketing strategies to achieve these outcomes.

The paper adopts a qualitative, cross-sectional and descriptive research methodology. Data are collected through individual and focus group interviews of 38 Generation Z banking employees and of 28 older colleagues engaged in internal marketing. Thematic coding is undertaken using template analysis.

The results indicate clearly that Generation Z employees have different expectations of internal marketing from previous generations. Specifically, they demand more inclusive tones and interactive methods of communication, validation of their choice of employer and industry, and greater levels of interaction and inclusivity within internal marketing initiatives.

This is the first study to analyse how internal marketing in the banking sector must evolve to meet the needs of its Generation Z employees. This is critical as Generation Z is the world’s largest generational population, will staff almost all entry-level roles by 2030, and already has half its population in the workplace.

The purpose of this study is to explain gender imbalance by theorising how guilt arises as an externally imposed negative emotion that subsequently impairs women's performance in the accounting academia.

The method involves an analysis of gender distributions at junior and senior levels in New Zealand universities in 2019 and 2024 and relevant case studies of junior academics using unstructured interviews.

This paper unpacks the nuances of gender imbalance in a “gender-neutral” subject and provides empirical evidence that many women academics may internalise a sense of externally imposed guilt for various reasons. Such feelings of guilt, where they are imposed by workplace expectations and social constructions, may make women more concessionary with regard to a greater teaching workload substituting for research expectations. The more prolonged-term effect on career prospects of such substitutions as practiced in New Zealand may account for the imbalance that exists and seemingly will continue to exist.

This paper sets out first to discover the gender balance in accounting in universities in New Zealand. It contributes to the literature on gender and accounting education in understanding how negative emotions are externally imposed and become career-negating obstacles for women in the accounting academic.

This study aims to explore the relationship between Generation Z (or Gen Z) consumers’ decision-making styles and electronic word-of-mouth (eWOM) use in the tourism sector. Drawing on the consumer style inventory (CSI) model and the theory of reasoned action (TRA), the research examines how specific decision-making styles influence Gen Z’s propensity to use eWOM recommendations for accommodation choices.

The study uses structural equation modelling to analyse data collected from 296 Gen Z users of Booking.com. The CSI model is adapted to the analysed context and attributes – impulsive, recreational, sustainable, fashion-conscious and perfectionist attitudes – are examined to determine their impact on eWOM use intention and actual eWOM use.

Three of the hypothesised relationships in the model were validated. Specifically, the results suggest that the attitudes of sustainable and perfectionist consumers influence the intention to use eWOM. Furthermore, use intention is positively associated with the actual use of eWOM.

For marketers and tourism businesses, understanding the decision-making styles of Gen Z can inform the development of targeted marketing strategies that emphasise quality and sustainability. Highlighting these aspects in online reviews and eWOM platforms can enhance engagement with Gen Z consumers.

This research advances the understanding of eWOM behaviour by integrating CSI and TRA theories in the context of Gen Z’s tourism decision-making. It provides empirical evidence on the significant role of perfectionist and sustainable attitudes in shaping eWOM intentions, contributing to the literature on consumer behaviour and digital marketing in tourism.

The purpose of this conceptual paper is to challenge the introduction and implementation of policy mandates that threaten to reduce democratic, creative and responsive literacy pedagogies and practices in the early years. It draws on affect theory as a means to expand theorisations of literacy teaching and learning with approaches that privilege children’s knowledge as being central to the meaning making process.

Thinking with ideas from the conceptual paradigm of affect theory, I consider ways in which teachers can expand their repertoire of theories and literacy pedagogies in order to understand the diverse needs of children in contemporary classrooms.

Emphasising the importance of expanding how we imagine our daily pedagogies I thread reflective prompts throughout the discussion to engage the reader to consider how ideas might live in daily literacy classroom practice.

This paper shares insights from contemporary research in affect theory to disrupt the hegemony of early literacy practices. It speaks back to the dominance of reductive models of program approaches and expands views of what counts in early literacy teaching. It considers how we can become more closely attuned to the affective relations in classroom life.

Evidence for the availability and utilisation of family-friendly work conditions (FFWCs) in Malaysia has not been comprehensively reviewed. Whether persistent inequities are due to poor employer provision of work conditions or low employee uptake remains unknown. This scoping review to assess the scope of available evidence for availability and utilisation of specific FFWCs among women in Malaysia, and synthesise reported findings.

This scoping review used Arksey and O’Malley’s framework and twenty-two articles were reviewed.

Flexible work hours, telecommuting/work from home, staggered work hours, childcare centres proximal to workplaces, and childcare subsidies were reported as most commonly available work conditions. Available leave varied across organisations and sectors in provision of payment and duration. Flexible work hours, leave, and childcare centres proximal to workplaces were the conditions most used by employees. However, the validity of observed availability and utilisation of work conditions in Malaysia is questionable, due to inconsistencies in the specificity and range of work conditions assessed and heterogeneity of samples.

National monitoring of the accessibility and uptake of FFWCs is required to guide investment decisions about family-friendly policy initiatives to effectively advance gender equity in the Malaysian labour force.

This scoping review provides the first comprehensive synthesis and summary of the availability and utilisation of FFWCs in Malaysia.

The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-02-2024-0103

This paper aims to present an overview of the development of the public value accounting approach and its application to public sector accountability in New Zealand.

The study uses the public value framework to demonstrate the outcome-related planning and control mechanisms that are put in place in the public sector. The paper draws from archival research using a case study of the Ministry of Pacific Peoples.

The public value accounting-based calculative practices are on the rise within the New Zealand public sector. New Zealand’s public sector is oriented towards a public value budget.

The study is limited through the use of secondary data and the use of content analysis methodology. The research enables policymakers to fund initiatives that enhance the well-being of the community. Public value can be created as a joint effort between citizens and government as evident from the case study. By looking at the totality of the impact of government through public value creation can help to improve policy decisions. Government policymakers need to emphasise on those public value creation that has an enormous positive impact on the citizens. This will also help to improve the relationship between government and citizens through increased trust in the government by citizens.

The paper contributes to the public value research which has received relatively less attention in the literature. Public value accounting is a research field that is yet to achieve a significant level of attention.

The purpose of this paper is to explore multiple perspectives on managerial coaching: why and how managers engage, employees and human resource development (HRD) professionals’ perspectives on the use and how HRD and managers can better support each other with it.

This study used secondary analysis of empirical data already collected through a transnational study from 20 different medium-size to large organisations in the Netherlands, the UK and the USA. For this study, 58 interviews referring to coaching were analysed from 18 of these organisations, from these 3 different countries and from 3 stakeholder groups: managers, employees and HRD professionals.

Findings show that managers perform a variety of “on the job” informal coaching roles and that HRD professionals lead the more formal aspects. Managers felt that HRD support was limited and hoped for more. A limited number of employees mentioned coaching, but those that did highlighted the different types of coaching they received in the workplace, referring to managers but with little recognition of HRD’s role. HRD professionals shared how they support managers through both informal and formal coaching approaches, but this was not fully acknowledged by neither managers nor employees.

The findings of this study contribute to the literature on devolved HRD practices, highlighting that managers are engaging more in managerial coaching with their teams, that potentially employees are not that aware of this and that managers and employees are not fully aware of HRD’s contribution to supporting coaching and feel they could do more. As a result, this study suggests that HRD professionals have a clear role to play in creating and leading the supportive organisational culture for coaching to thrive, not only in setting the “coaching scene” for managers to work within but also through offering support for long-term capacity building for all employees.

Through the diffusion of key HRD activities into managerial roles, and while internal coaching is gaining more momentum, managers now step up when coaching their teams. This study extends the limited prior research on managers’ and others’ (employees and HRD) beliefs about the coaching role in the workplace. This study highlights the changing role of the manager, the need for HRD to offer more support for the joint role that managers are taking (manager and coach) and the partnership potential for HRD professionals to include all stakeholders including employees.

This paper aims to investigate whether gender-diverse boards and top management teams (TMTs) reduce undesirable environmental social governance (ESG) behavior and whether a critical mass of women in leadership is necessary to influence this outcome. In addition, the authors study whether differences in the levels of national commitment to gender-equality policies affect the effectiveness of gender-diverse boards and management in curbing ESG misconduct.

This study examines the role of women directors and women executives in ESG misconduct using a European sample of analysis of 2,994 firm-year observations from 2015 to 2020.

The authors find that gender diversity effectively prevents ESG misconduct only in countries with strong national policies supporting gender equality. Specifically, women directors and executives significantly reduce ESG misconduct in these countries, demonstrating the complementary role of gender diversity and national equality policies. In addition, female chief executive officers are more likely to curb negative ESG practices in firms operating within gender-equal corporate environments, noting that female chief executive officers are not effective in reducing irresponsible ESG behavior when they are not supported by a critical mass of women directors or executives.

This paper finds novel evidence that the influence of female representation on ESG misconduct is not linear but conditional on the level of female proportion; women in the minority (usually under 3) can scarcely influence group decisions because their specific female attributes are only evident when the visibility and legitimacy of the female group are high enough. Firms led by female chief executive officers seem to reduce ESG misconduct, especially when their chief suites are above a critical threshold. But queen bee female chief executive officers are not effective in reducing adverse ESG activity if their boards and TMTs are not gender diverse; the joint effect of women in different hierarchical positions contributes to decreasing ESG failures.

These findings are useful for policymakers because they show that although there is growing social concern about business gender equality and increasing regulatory efforts through soft/hard gender quotas, stakeholders will not completely benefit from firm gender diversity without national support for gender equality.

This study contributes to the sustainable development literature by examining the direct effects of gender diversity at multiple levels of a firm’s hierarchy (chief suite, board, TMTs), as well as addressing the gap between firm gender diversity and national gender equality policies as mechanisms to reduce ESG misconduct. It also explores the queen bee phenomenon, noting that female leaders in non-diverse organizations often adapt their leadership style to align with masculine corporate cultures.

This study aims to identify the transformations of the residential landscape and trends in the popular real estate market associated with tourist activity in a low-income neighborhood in Bogotá.

The methodology was mainly qualitative, although the author analyzed some quantitative data. The author conducted three guided tourist tours in the area and systematically compared photographs taken in 2022 with satellite images in 2019 before starting the tourist activity. To analyze the real estate market, the author uses data on housing offers for sale and rent. Finally, the author conducted semi-structured interviews with tour guides, residents and other key actors in the sector.

This study identified some dynamics of change in the real estate market, particularly associated with an increase in housing sales and rental prices, as well as a possible effect on the increase of new informal growth processes. The author found a growing transformation of the urban and residential landscape associated with the painting of facades by the local administration and mural painting processes by community organizations. There are evident housing investment processes, some associated with verticalization and other use changes for tourism activities. It is necessary to reflect on these processes’ effects on the city’s sociospatial dynamics.

This study makes an empirical contribution to the relationship between residential real estate markets in low-income sectors and tourism activity. Although analyses of community-based tourism in popular areas have been conducted, less is known about the effects on the real estate market and the associated sociospatial transformations.