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The provision of online information through the use of digital platforms (websites and social networks) can be helpful for public sector organisations to promote transparency and accountability, thereby bringing it closer to citizens, more accessible and with higher added value for society. Whereas the call for government transparency is manifest and seems to be equal for all parts of government, this paper investigates whether small government entities are able to cope with this demand. In addition, the drivers of digital platforms are investigated in the context of Portuguese parishes.

The paper follows a quantitative research approach based on an original data set with more than 3,000 observations collected in two different time periods (2015 and 2020), which looks at the parishes’ use of website and Facebook.

Findings show that about half of Portuguese parishes, which are mostly small entities with on average fewer than 3,500 inhabitants, have an institutional website, whereas almost three out of four have Facebook. The empirical analyses reveal that a lack of organisational capacity of small entities can be an obstacle for the use of an institutional website and of Facebook. Furthermore, factors from the provider side (e.g. being part of a merger, participation in previous elections) and the user side (e.g. having access to broadband internet) are also found to have an influence on the adoption, use, and dropping of a digital platform.

The use of an original data set with more than 3,000 observations, and the research of the influence of size as a proxy of organisational capacity on the presence of parishes on the internet and Facebook, are innovative elements of this paper. In addition, this study adds to the knowledge about the influence of organisational, political, and socio-demographic characteristics on the use of digital platforms by small government entities.

The peer review history for this article is available at: https://publons.com/publon/10.1108/OIR-04-2023-0171

The growth of mental disorders and their costs represents a public health challenge. This study aims to explore how a social club can help mitigate its impact through arts and sports workshops.

Using the social return on investment (SROI) methodology, the impact of the social club is evaluated by identifying stakeholders and quantifying their contributions. In addition, the relationship between patients’ attendance and the reduction of relapses and medication consumption is explored.

The SROI showed a positive return on investment, €12.12 per euro invested. This ratio indicates that the social club generates social value well above its initial costs. On the other hand, two stakeholders were identified as higher impact generators, and it was confirmed that sports activities generate more social and economic impact than art activities – however, the positive effects of art activities last longer over time. The study revealed a positive relationship between social club attendance and relapse reduction. Almost 90% of the participating users reported no relapses or emergency hospitalizations during the past year of attendance. In addition, a substantial decrease in medication dosage was observed. These results suggest that social clubs help stabilize mental health and reduce the burden on health-care systems.

The case study highlights the vital role of social clubs in supporting people facing mental health issues. Policymakers and health-care providers can use this knowledge to invest in more effective and sustainable mental health support activities.

This paper aims to explore and develop knowledge about implementing and applying a quality management system (QMS) in the public sector.

A study was conducted including 16 qualitative in-depth interviews with 18 respondents, all working with QMSs in the Swedish public sector.

The study identified five main themes that are problematic in relation to the implementation of the statutory QMS in the public sector. The identified themes show that there exists a gap between theory and practice regarding how the statutory QMS needs to be implemented and applied.

Based on the analysis of the findings, the authors propose a model of core values and supporting elements for QMS in the public sector to bridge the gap between theory and practice.

The study identified problems when implementing statutory QMSs in the public sector and presents a model of improvement. Further research is needed regarding statutory QMS in the public sector.

This study aims to explore the factors that influence job satisfaction among women in Jordan and contribute to the growing interest in women’s workplace happiness in the context of the Middle East.

The authors used an explanatory sequential mixed-method approach. During the first phase, 250 female respondents were surveyed from the private sector in Jordan. The authors analyzed the impact of various employment-related attributes and other variables, including educational level, position, work experience, daily work hours, income level, relationships with colleagues and supervisors and internal career opportunities on job satisfaction. During the second stage, the authors interviewed 23 supervisor female respondents and conducted a thematic analysis to explore in more depth the determinants of job satisfaction of females working in the private sector in Jordan.

The quantitative findings of this study indicate that job satisfaction is positively influenced by education level and income, while notably, it was negatively impacted by work experience and daily work hours. Relationships with colleagues and supervisors, as well as internal career opportunities, positively affect job satisfaction. The qualitative findings of the study indicate that positive corporate culture, developing subordinates, financial independence, self-worthiness, work-life balance, internal career opportunities and factors that spillover from the personal life domain contributed highly to job satisfaction.

The findings of this study can help employers in gaining a deeper understanding of the needs and behaviors of female workers in the Middle East, potentially resulting in decreased job turnover and heightened productivity.

This study offers valuable insights into the cultural dynamics at play and sheds light on the psychology of the Arab female workforce. Given the limited research on job satisfaction among women in the Middle East and the Arab world, this study holds significant importance for practitioners.

This paper outlines the diversity and inclusion framework for Industry 5.0, which has human-centricity, sustainability and resilience as its main characteristics. This is concerning the disruption technology has caused.

A rapid scoping review was carried out, which collates recent scholarly outputs. It is based on a sample of 92 high-quality documents from two databases focusing on diversity and inclusion in Industry 5.0. Further, the authors have analyzed the literature based on the McKinsey 7S model and formed a diversity framework for Industry 5.0 to promote innovation.

These findings can support Diversity 5.0 applications with human–robot collaboration and a human-centric approach in Industry 5.0. The article provides key insights on cross-cutting themes like upskilling given digitization, innovation and other HR trends in the industry.

The study suggests that HR professionals, governments and policymakers can use the recommendations to broaden their perspectives and develop policies, interventions, laws and practices that will impact the future workforce and boost innovation.

This will help organizations in Industry 5.0 to be competitive and build on their talent management strategies to fulfill their diversity goals as well as support sustainable development goals.

We give critical views on the aspects that will define the future of work in terms of skills, innovation and safety for employees, drawing on results from a wide range of theoretical and analytical viewpoints.