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Perceived job alternatives (PJAs) play a central role in most theoretical models of employee turnover. However, the state of the empirical literature remains confused. The present study brings clarity to the literature via a meta-analytic review, delineating the key theoretical and empirical differences between perceived alternative availability (PAA) and perceived alternative quality (PAQ).

Using meta-analysis, we estimate correlations for PAA and PAQ and turnover behavior, as well as with each other, allowing us to examine their joint and unique predictive validity.

Although PAA (r = 0.15) and PAQ (r = 0.22) exhibited somewhat similar correlations with turnover, relative weight analysis revealed that the effect of PJA on turnover was nearly three times stronger for PAQ than for PAA.

Our work is the first systematic attempt to disentangle the relative contributions of alternative availability versus alternative quality in predicting turnover, offering implications for theory, empirical research and practice.

Previous research has not considered the impact on human frontline employees (FLEs) of altered employee–customer relationships in the presence of a service robot (i.e. an intrusion challenge), nor how FLEs may respond. The purpose of this study is to explore the task allocation strategies by human frontline employees’ (FLE) work well-being responses within the intrusion challenge.

This study employs a mixed-method approach, whereby an in-depth qualitative study (Study 1, n = 15) is followed by a quantitative field study (Study 2, n = 81).

Results indicate that FLEs experience the intrusion challenge, impacting social, purpose, physical and community well-being. Study 1 reveals that while service robots trigger this challenge, FLEs use them for task allocation to maintain their initial work well-being state. Study 2 shows that using robots instead of colleagues positively affects FLE work well-being.

Service robots, as a task allocation strategy by FLEs, can be used to empower FLEs by assisting them to preserve their work well-being within the intrusion challenge.

This study is one of the first to involve FLEs from a live service robot site, where data is based on personal lived experiences rather than anticipated experiences. This is the first study to investigate how FLEs respond to the intrusion challenge.

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.

This study aims to understand the effects of study abroad experiences, specifically on undergraduate business students, who are an underrepresented body in study abroad research. This focus is purposeful and driven by accreditation pressures to improve retention and graduation rates while stressing the benefits of internationalization and experiential learning.

This study uses a cohort analysis for two-, three- and four-year retention and graduation rates from a college of business from 2003 to 2019. This study follows similar cohorts of students at the university, college and major levels and compares their performance over time.

The results show a positive impact of studying abroad on both retention and graduation rates. Accordingly, this study recommends that deans and administrators in colleges of business use study abroad as a tool for retention and graduation, in addition to the traditional benefits of studying abroad.

This study is unique in that business students are this study’s main focus. This study assesses study abroad benefits not only to their graduation rates but also to retention. Also, this study tracks these two performance metrics over a long period and makes comparisons between several groups of business students and different levels of the university. This study also makes comparisons to students not participating in study abroad.

This study aims to conduct a comprehensive analysis of poverty salaries and minimum wage in light of virtue ethics and a new natural law perspective on work.

Existing approaches to poverty wages are critically examined, including the nonworseness claim and legal minimalism. This paper introduces a more nuanced framework, taking into account the concepts of merit and participation in light of virtue ethics.

We argue that the fairness of minimum wage policies can be assessed as a matter of contributive-distributive justice by considering individual contributions to an organization's outcomes within an approach that provides a robust foundation for reconciling the dignity of work with the operational realities of organizations.

Empirical research is needed to validate the practical application of the proposed conceptual framework for addressing poverty wages.

The paper provides better decisional arguments for employers concerned with poverty salaries in their organizations considering the moral dimensions of wage policies and employee well-being, offering guidance for potential adjustments in compensation practices. It also contributes to the discourse on social and economic justice by emphasizing the moral obligations of organizations in fostering a just and dignified work environment without the employee's participation.

This paper presents a novel approach that blends virtue ethics and new natural law principles, emphasizing the moral responsibilities of employers and organizations in addressing the conditions of the working poor. It also highlights the potential for a “lesser evil” situation, morally acceptable when it serves as a transitional phase aimed at improving working conditions and employee well-being.

This study aims to explore individual leader identity development across four key dimensions: strength, integration, meaning and inclusiveness.

Around 70 semi-structured interviews with aspiring and practicing leaders were conducted to gather qualitative data.

The majority of individuals interviewed showed development or were developing in the dimensions of strength and integration. However, over half of the sample demonstrated underdevelopment in the dimensions of meaning and inclusiveness.

This study contributes to the existing literature by providing nuanced insights into the level and patterns of development across all four dimensions of leader identity within individuals. It reveals that while some symmetry of development across dimensions is possible, it is less prevalent than previously assumed.

The purpose of this manuscript is to explore an assignment given to students in an online survey of leadership theory and practice graduate course to help them learn and apply information on authentic leadership theory and critically examine the literature on this theory through a feminist lens.

After studying authentic leadership theory, students were prompted to examine Taylor Swift’s public statements, actions and impact on her industry and society and how her words and actions support or refute her status as an authentic leader. Students were challenged to examine how Swift’s gender impacts her status as an authentic leader and to critically examine how the demographics of the authors who developed this theory could affect its application.

Students critically engaged with the concept of authentic leadership, thoughtfully applied their knowledge to a real-world case study, and displayed an understanding of the interplay of gender and authentic leadership.

Recommendations are provided to inspire new ideas for leadership educators who seek to prepare students to understand (the often gender-influenced) applications of authentic leadership in a modern setting.

The purpose of this study is to propose a comprehensive model of a hybrid organizational structure through action research, aiming to fill a gap in the literature on organizational structure implementation. The focus is on designing a model that integrates structural elements (centralization and specialization) and a non-structural element (competence), emphasizing operational efficiency and innovation capacity. The study was conducted in the production scheduling and control department (PSC) of a manufacturing company, with quantitative results demonstrating the feasibility of the proposed model.

The study employs an action research approach to develop a hybrid organizational structure model in three phases comprising ten steps. It focuses on integrating structured elements like centralization and specialization, alongside a non-structural component, competence. The research was conducted within the PSC of a manufacturing firm. This methodological framework facilitates the systematic design and implementation of the organizational structure model, allowing for a comprehensive analysis of its impact on performance indicators.

The quantitative results of the action research revealed a 3% increase in Overall Equipment Efficiency (OEE) and a 4% improvement in On Time/In Full (OTIF) performance metrics. These findings demonstrate the effectiveness and feasibility of the hybrid organizational structure model implemented in the PSC. The structured elements (centralization and specialization) combined with the non-structural element (competence) contributed to enhancing operational efficiency and meeting production goals, underscoring the significance of aligning organizational structure with strategic objectives for improved performance in dynamic competitive environments.

This study contributes to the literature by addressing the gap in research on implementing organizational structures. It offers a novel approach through action research, proposing a comprehensive model of a hybrid organizational structure. By integrating structured elements (centralization and specialization) with a non-structural element (competence), the model enhances operational efficiency and innovation capacity. The quantitative findings demonstrate the model’s effectiveness in improving performance metrics, emphasizing its value in guiding organizational design processes. This research underscores the importance of aligning organizational structures with strategic objectives to foster competitiveness and adaptability in dynamic business environments.

The purpose of this phenomenological study is to explore leader identity development experiences of emerging adults at a large Midwest university and how retrospective family storytelling (Koenig Kellas, 2018) plays a role in the sense-making of the leader identity process. Through a unique, three-phase qualitative and narrative inquiry approach, this research further explores LID sense-making through retrospective family storytelling.

Qualitative phenomenology and narrative inquiry approach. Data collection consisted of three different data sets: (a) two semi-structured interviews, (b) leader artifacts and (c) journals.

The stories told by the emerging adults described how key messages influenced their identity within the context of leader identity development and their college experiences. Furthermore, a key finding in the narratives exhibited the stories emerging adults recalled in the sense-making of their leader identity centered on persevering, overcoming hardships and interpersonal connections and relationships. Findings from this research contribute to LID literature for leadership educators, researchers and practitioners in leader development.

The research presented in this article advances LID by using a narrative approach to explore the role of family narratives in identity development. Further, it approaches qualitative work with rigorous data collection and analysis processing using a cross-case analysis to develop leader identity archetypes. This study directly impacts those who work with emerging adult college students and supports the development of college student leaders.

Social farming is the use of commercial farms and agricultural landscapes to promote mental and physical health for service users through ordinary farming activities. While previous research has focused on the service user, the farmer’s perspective and well-being has not been extensively considered in the research. The purpose of this study was to explore Irish-based farmer's experiences of social farming.

A qualitative-descriptive approach was used to explore the form, function and meaning of facilitating social farming. Purposive sampling was used for recruitment. Data was collected through semi-structured interviews with ten social farmers.

Four themes emerged from the interviews: characteristics of the farm and farmer, connection, mutually beneficial farming and challenges of social farming.

This study sheds light on the experience of occupational rejuvenation that occurs for the farmer and their family through engagement in social farming, seen through their renewed passion for farming and the focus on mundane occupations. This highlights how the occupation of facilitating social farming can increase the well-being of those involved in the occupation.