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This article seeks to explore the key motivational factors driving Generation Z (Gen Z), within the context of the significant influence of the digital paradigm, employing the Self-Determination Theory (SDT) as a content motivational framework.

Utilizing an abductive methodology, the study combines deductive insights from a systematic literature review on Gen Z’s motivational predictors with inductive findings from a workshop involving six medium and large - scale global manufacturing companies. The synthesis of these results contributes to the creation of a matrix that highlights the relationship between motivational predictors and the psychological needs stemming from intrinsic motivation.

This paper suggests an extension of SDT tailored for Gen Z, identifying six motivational factors—autonomy, competence, relatedness, purpose, flow state, and achievement.

This research emphasizes the need for a modern leadership approach capable of effectively overseeing remote teams, fostering a balanced integration of personal and professional aspects, and nurturing individual purpose. This approach goes beyond fulfilling the basic needs of Maslow’s pyramid to focus on elevating the significance of work, training, and employee engagement to satisfy higher levels of self-actualization and transcendence.

The study delves into the motivations of Gen Z, a demographics that has received limited attention in the existing literature. The integration of the six factors with SDT reflects a synthesis tailored to the distinctive characteristics of Gen Z and aligns with the principles of the PERMA model within positive psychology.

This study aims to explore the impact of bring your own device (BYOD) practices on teleworkers’ job performance, work–life conflict and their implications for environmental sustainability, with a particular focus on Green IT in the post-pandemic remote work context. Drawing on the job demands–resources (JD-R) model, it examines the relationships between private technology adoption, job demands, job resources, job performance and work–life conflict, while also assessing how BYOD impacts environmental outcomes such as electronic waste reduction and carbon emissions.

The study used confirmatory factor analysis and structural equation modelling (SEM) using AMOS version 22 to evaluate seven hypotheses among 424 full-time teleworkers from various occupational sectors in Mauritius, a developing country.

SEM results confirm that BYOD enhances job performance and work–life conflict through increased job autonomy, workload and work pressure. BYOD and teleworking also contribute to Green IT and environmental sustainability by reducing energy consumption and electronic waste, indirectly supporting broader sustainability goals through reduced corporate device demand and lower commuting-related emissions.

Organisations should leverage BYOD policies to advance Green IT practices and improve work performance in remote settings, focusing on balancing job demands with resources like work autonomy to enhance productivity and well-being.

The findings strongly support the JD-R model in the context of remote work and BYOD, particularly in developing economies with limited infrastructure, offering insights for policies that enhance both employee well-being, Green IT and environmental sustainability.

Literature regarding recovery has focussed on diagnoses such as schizophrenia, with few papers focussing on borderline personality disorder (BPD). This is a significant area in need of change because a lack of research concentrating on recovery from BPD could be seen to perpetuate the view that recovery from this condition may not be possible. Recovery Colleges (RCs) in the UK began in 2009and aim to offer co-produced and co-facilitated psychoeducational courses to encourage recovery and enable people to develop skills and knowledge so they become experts in the self-management of their difficulties. Given the gaps within the recovery literature, it is unclear how Recovery Colleges can support recovery for people diagnosed with BPD. The purpose of this study was to explore the impact of a Recovery College course for people diagnosed with BPD.

Using participatory methods, this paper aims to explore the question of what personal recovery looks like for people with BPD and how this may prove useful in developing future practice in RCs. Qualitative feedback data was collected from 51 managing intense emotions courses delivered to 309 students using a patient reported experience measure between Autumn 2015 and Autumn 2021.

The results of this study indicate that people with BPD can experience recovery, whilst still experiencing symptoms, as long as they receive appropriate co-produced, recovery-orientated support and services.

Further research in this area could help shape future clinical practice by embedding a recovery-focussed programme into community services.

Literature regarding recovery has focussed on diagnoses such as schizophrenia withfew papers focussing on BPD. This is an area in need of change because a lack of research on recovery from BPD could be seen to perpetuate the view that recovery from this condition may not be possible. RCs offer co-produced and co-facilitated psychoeducational courses around recovery, enabling people to develop skills and knowledge to become experts in the self-management of their difficulties. Given the gaps within the recovery literature it is unclear how RCs can support recovery for this group of service users.

This empirical research aims to provide organisations with useful information on how teleworking has affected employee commuting, allowing organisations to adapt working conditions to the new social context. This research sets out to provide evidence on the behaviour of teleworkers in terms of the mode of transport chosen when commuting to work physically.

This research is based on a survey conducted in Madrid based on a theoretical approach grounded in the theory of planned behaviour (TPB) and discrete choice models. Exploratory factor analysis (EFA) and discriminant analysis have been used to determine the variables that influence the mode of transport chosen by teleworkers when commuting in person.

The results indicate the prevalence of private car use by teleworkers when working at the office, finding that attitudes and satisfaction with modes of transport significantly influence their choice. The characteristics and frequency of teleworking, however, are not significant, which indicates that teleworkers attach greater importance to their preferred mode of transport, regardless of the disadvantages.

This research provides empirical evidence using an inductive approach to understand the challenges that organisations are facing with regard to teleworking since commuting behaviour has changed for teleworkers. This requires organisations to give significant reconsideration to the issue of commuting as an important component of working time that could condition employee satisfaction and, therefore, the retention or recruitment of talent. Furthermore, residence and mobility changes afford organisations better access for recruitment, notwithstanding urban planning implications.