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This study aims to address the challenge many organizational leaders face in fostering workforce cohesion. Focusing on the context of sports club volunteering, this study investigates how leaders can enhance group cohesion among volunteers. The study findings provide valuable insights applicable across various work settings.

Through a multilevel design, this study examined the role of autonomy–supportive and structuring leadership in shaping social and task cohesion within volunteer teams at the group level. In total, 557 volunteers nested within 52 nonprofit sports clubs situated in the Flemish region of Belgium were involved in this study, providing a robust foundation for our analysis.

This research revealed that regular volunteers form “true groups”, exhibiting substantial between-group variance in social and task cohesion and a strong within-group consensus. Additionally, the findings underscored the significance of autonomy–supportive leadership in fostering cohesion, demonstrating a positive relation with social and task cohesion at the group level.

This study demonstrates that volunteer teams, like work teams in the for-profit sector, actively engage in interpersonal exchanges within their organization, which help shape their collective sense of unity and alignment with common objectives. Leaders can enhance these interactions by fostering an autonomy–supportive environment where members feel empowered to share their perspectives and ideas. Additionally, the findings suggest that the nature of the task and the specific context can influence which leadership style is most effective, with the provision of structure also playing a role. With these insights, leaders in diverse organizational settings can effectively nurture the development of cohesive groups.

This qualitative study explores the career trajectories of women of color (WOC) leaders through the “From Assimilation to Alienation” framework, building upon Thomas et al.’s (2013) “Pet to Threat” work and incorporating intersectionality and the Stereotype Content Model. By examining 71 WOC leaders across various industries and racial groups (Black, East Asian, Latina and South Asian), this study aims to uncover the challenges, coping strategies they employ and the nuanced variations in their career experiences. The findings seek to inform organizational practices and DEI interventions in workplaces and leadership positions by considering the complex interplay of race, gender and stereotypes in corporate environments.

This qualitative study employs an interpretivist paradigm, featuring semi-structured interviews with 71 WOC leaders (18 Black, 18 East Asian, 17 Latina and 18 South Asian) from various industries, including Fortune 10 to 500 companies. Participants were purposively sampled based on leadership roles and racial backgrounds. Virtual interviews lasted approximately 60 min each. Data were analyzed using thematic analysis, focusing on predefined themes from the “From Assimilation to Alienation” framework while allowing for new themes to emerge. This approach enabled the exploration of participants' experiences, challenges and coping strategies within their corporate environments.

The findings reveal that WOC leaders experience a trajectory “From Assimilation to Alienation,” with nuanced variations across racial groups. Initially, they face tokenism, overlooked competencies and patronization. As they challenge the status quo, they encounter alienation, professional legitimacy challenges and insufficient recognition. Black women leaders face the most adverse experiences, followed by South Asian, Latina and East Asian leaders. Isolation emerges as a persistent theme across racial groups and career tenures. WOC leaders employ coping strategies such as demonstrating high work proficiency, relying on merit, utilizing diplomacy and setting boundaries when facing adversity.

This study’s limitations include a focus on specific racial groups (Black, East Asian, Latina and South Asian), excluding white women and other diverse groups. It also does not explore intersectionalities such as religion, sexual orientation and age. However, the “From Assimilation to Alienation” framework developed in this study provides a foundation for future research to examine how multiple intersectionalities impact work and leadership experiences across a broader range of diverse groups.

The findings of this study provide valuable insights into the unique challenges faced by WOC leaders, highlighting the need for organizations to develop targeted interventions that address the “From Assimilation to Alienation” trajectory. Leadership training programs should incorporate modules that raise awareness about the experiences of WOC leaders and provide tools to assess and mitigate the adverse effects of tokenism, isolation and professional legitimacy challenges. These modules should also emphasize the importance of recognizing and rewarding the contributions of WOC leaders. By fostering a deeper understanding of the experiences of this group and providing practical strategies for support and inclusion, organizations can create a more equitable and inclusive leadership landscape that harnesses the full potential of diverse talent.

This study extends the Pet to Threat theory (Thomas et al., 2013) by exploring the “From Assimilation to Alienation” experiences of women of color leaders in corporate environments, integrating intersectionality and the Stereotype Content Model. Examining leaders from four racial groups (Black, East Asian, Latina and South Asian) provides a nuanced understanding of their challenges and coping strategies. The findings offer insights for organizations promoting DEI in leadership, highlighting the need for targeted interventions. This research contributes to the limited literature on career trajectories of this underrepresented group and lays the foundation for future studies on intersectionality of race, gender and leadership in the workplace.

Achieving better performance and a sustainable competitive advantage is essential for survival in the hotel industry. However, literature is scarce on which factors local hotel businesses in developing countries should rely on to compete successfully. With an emerging economy and significant potential for growth in the travel and hospitality sectors, Colombia is seeking to improve the performance of its hotel industry. To achieve this goal, exploring and analyzing the effects of the strategies and practices implemented is essential. Accordingly, this study investigates the dynamics of the interactions between strategies, process innovations, outsourcing practices and operational quality in the hotel industry in Colombia.

The methodology used in this research is quantitative, using structural equation modeling based on data collected from 150 valid questionnaires.

The strategies of the hotel sector have an impact on hotel performance. Although process innovation demonstrably affects quality and outsourcing, there is a low impact on the performance of the studied hotels. The hotel sector lacks strategy autonomy as strategies are not directed to the organization's overall improvement but only to satisfy stakeholders' requirements.

This paper offers valuable insights for organizations when implementing strategic innovation initiatives. It provides information relevant to Colombian government entities on the creation of processes, economic policy plans and business assistance programs for boosting the financial and commercial sustainability of Colombian service sector businesses. The studied organizations need to redefine the role of their strategies, process innovation, outsourcing projects and quality standards to achieve adequate performance, as all four dimensions together are required to foster competitiveness.

This paper offers valuable insights for organizations when implementing strategic innovation initiatives. Additionally, it provides information relevant to Colombian government entities on the creation of processes, economic policy plans and business assistance programs for boosting the financial and commercial sustainability of Colombian service sector businesses. The studied organizations need to redefine the role of their strategies, process innovation, outsourcing projects and quality standards to achieve adequate performance, as all four dimensions together are required to foster competitiveness.

Developing successful strategies is vital to generating performance. Quality and safety are critical strategies to achieve a sustainable competitive advantage. But literature is scarce on which factors local hotel businesses should rely on to compete successfully in developing countries. In particular, the concept of outsourcing in a highly distrusting developing country has not been addressed adequately. This research contributes to literature by evaluating quality as a competitive strategy in the hotel sector in a developing country to achieve a superior performance.

This study examines the functions of informal communication in organizations. Informal communication can be characterized as any interaction within an organization in which two or more individuals assume personal roles rather than their professional roles and in which employees do not intend to solve work-related problems. Despite its central role in organizations, a comprehensive understanding of the specific functions of informal communication within workplace dynamics is lacking.

We reviewed existing literature to identify the functions of informal communication and then surveyed employees (N = 1,380). We asked them to indicate their agreement with statements measuring the functions of informal communication that we derived from the literature.

Using exploratory factor analysis, we identified four core functions: stress management and recreation, nurturing private relationships, fostering a sense of belonging and connectedness and facilitating information exchange and coordination. We then examined how these core functions related to job-related and sociodemographic characteristics. Our findings underscore the importance of informal communication in organizations, particularly in facilitating the development and maintenance of social relationships as well as information exchange and coordination, both of which play critical roles in organizational success.

This study is among the first to systematize the functions of informal communication in organizations and to empirically extract core functions that can be used for further research. It is also highly relevant to practitioners of organizational management and organizational communication.

The paper explores the implementation and process of a Participatory Action Research (PAR) project in Jacksonville, Florida. Using PAR principles, we sought to disrupt traditional dynamics in research, co-generating knowledge with the community. We aimed to elevate disenfranchised voices and foster effective solutions for neighborhood revitalization and resilience, which are designed and led by the community. In this paper we explore researcher positionality, examining how engagement with the community context profoundly influences researchers' perspectives and roles, thereby shaping the study trajectory.

We use reflexive and thematic approaches to analyze researcher positionalities and dynamics with the community. Researchers' reflections were scrutinized with a focus on their backgrounds, adaptability to community pace of work, lessons learned and evolving perspectives on community-centered research. We present a comprehensive discussion of emerging themes and emphasize the transformative nature of PAR and the significance of the researcher pursuing a relationship of belonging within the community.

The study uncovered key themes clarifying the transformations experienced by researchers engaged in PAR. We underwent a significant shift from a predetermined, structured PAR model to a more organic, community-driven model. This shift is illustrated under key themes in the paper: being vulnerable, valuing relationships, transforming the sense of self and solidarity, focusing on the process and recognizing and valuing community-derived knowledge. We write about the metamorphosis of researchers' roles from passive observers to active and empathic participants and about the implications for our methodological approach. As a result of this adaptation, the research process was enhanced and a symbiotic learning environment was created between the researchers and the community.

This paper distinguishes itself through its community-centric approach, diverging from traditional research paradigms. It explores how PAR-based community engagement can have a positive impact on those who are involved in PAR themselves, contributing to a better understanding of reciprocal dynamics in community-based research. We hope that our process of reflection can help other disaster researchers to ask better questions of themselves when engaging with communities and be open to following the lead and the pace of the community.

Literature on teacher leadership highlights a significant gap in understanding the role of teacher leaders (TLs) as entrepreneurs. This research aims to bridge this gap by examining the multifaceted entrepreneurial dimension of teacher leadership. It specifically focuses on providing a comprehensive profile of these leaders and assessing their perceived influence on teachers’ outcome, which are important for improving school performance.

A two-step clustering procedure was utilized to discern profiles of teacher leaders’ entrepreneurial behaviours, sampling 586 participants in a teacher leader training program. To assess mean differences in relation to perceived influence on teacher outcomes (i.e. job satisfaction, intrateam trust and innovative teaching practices) among these clusters, two-way contingency table analysis and MANOVA were conducted.

We identified three teacher-leader profiles: congenial facilitators, champion-leaders and executors. Our findings reveal the unique strengths and weaknesses of each profile and their contributions to job satisfaction, intrateam trust and innovative teaching practices.

This study is innovative in its detailed examination of teacher leadership through the lens of Teacher Entrepreneurial Behaviour (TEB), providing new perspectives on the intricate relationships between teacher leaders' TEB and their perceived influences. This deeper insight emphasizes the important role of entrepreneurial behaviours within teacher leadership, suggesting new directions for further research and development in educational leadership practices.

This study aims to explore the dynamic interplay between employee resilience (ER) and learning organisations, specifically examining the mediating influence of psychological empowerment (PE).

Drawing on responses from 208 participants working in the United Arab Emirates, we used regression analysis with bootstrapping to scrutinise the data.

The results unveil a positive correlation between ER and learning organisation. Furthermore, PE is found to mediate this relationship.

In practical terms, organisations are urged to prioritise the cultivation of ER and the establishment of an environment fostering PE. Such initiatives contribute to a culture of continuous learning within the organisation and equip it with the adaptability needed to navigate new challenges.

This research contributes to a deeper comprehension of the importance of ER highlighting its positive effect on both organisational learning and PE.

The purpose of this study is to investigate how social capital resources (SCRs), proactive personality and perceived organizational support (POS) influence work engagement during the organizational socialization process through the lens of self-determination theory (SDT).

Drawing upon a sample of newly hired employees from diverse industries, data was collected using self-report measures. A total of 619 respondents’ data were qualified for analysis. Regression analysis and structural equation modeling with the bootstrap method were used for hypothesis testing.

Results indicate that newcomers who used effective organizational socialization tactics (OSTs) experienced higher levels of work engagement. Moreover, SCRs were crucial in shaping the relationship between OSTs and work engagement. Specifically, newcomers with greater SCRs exhibited increased work engagement, enhancing effective OSTs’ positive impact. Furthermore, proactive personality and POS traits moderate the relationship between SCRs and work engagement. Newcomers with a proactive personality were more likely to leverage their SCRs, leading to higher work engagement effectively.

This study underscores the importance of promoting social connections, organizational support, proactivity and positive relationships to enhance employee work engagement and overall well-being in the Pakistani context.

This study examines how SCRs, proactive personality and POS influence work engagement during organizational socialization, a novel area in newcomer adjustment. It highlights the importance of strategic socialization and targeted onboarding programs that enhance SCRs and proactive personalities. By integrating SDT with the cultural context of Pakistani organizations, it offers unique insights for improving newcomer adjustment and engagement.

This study aims to explore the relationship between proactive socialization behaviors (PSBs) and work engagement, with a specific focus on the mediating role of social capital resources (SCRs). Additionally, it investigates how proactive personality and perceived organizational support (POS) moderate the organizational assimilation of newcomers in Punjab, Pakistan, through the lens of self-determination theory.

A cross-sectional survey design was employed, with data collected from diverse organizations across cities in Punjab, Pakistan, including Bhimber, Gujrat, Gujranwala, Lahore, Jhelum, Kharian, Kotla, Mandi Bahauddin, and Sialkot. A total of 1,000 questionnaires were distributed, resulting in 619 valid responses. The sample primarily consisted of individuals with varying levels of work experience, contributing to the diversity of the data. SEM was utilized to analyze the relationships between the studied variables.

Results indicated a significant positive association between PSBs and work engagement among newcomers. SCRs were found to mediate this relationship, suggesting that proactive behaviors help newcomers accumulate social capital, which enhances work engagement. Moreover, the study reveals that proactive personality and POS significantly moderate the relationship between PSBs and work engagement, with stronger positive associations observed among proactive individuals and those perceiving higher organizational support.

The study underscores the importance of encouraging proactive socialization behaviors and strengthening organizational support systems to foster newcomer engagement and facilitate successful assimilation.

Understanding these dynamics can lead to the creation of more inclusive and supportive organizational environments, enhancing both individual well-being and organizational effectiveness.

This research offers new insights into the mechanisms through which PSBs impact work engagement, particularly through the accumulation of SCRs, and highlights the importance of proactive personality and organizational support as moderators.

Framed by social cognition theory, this study examines the impact of environmental factors (e.g. social norms) on students’ entrepreneurial self-efficacy (ES) and entrepreneurial intention (EI).

We obtained responses to a survey from 811 senior secondary students in Hong Kong. We then employed structural equation modeling (SEM) to test the proposed hypothesis. We removed non-significant parameters in testing the model and obtained the final SEM.

Among these students, those who were male or spoke English at home showed stronger social norms of entrepreneurship and greater entrepreneurial SE, which was linked to greater EI. Among students perceiving stronger social norms of entrepreneurship, those who lived in private housing or spoke English at school showed greater entrepreneurial intention.

The study provides a new social cognitive perspective for examining EI that emphasizes learning and development through the interaction of environmental and cognitive factors. It supplements previous research by demonstrating the significant influence of social norms and the conditional role of parental influence, adding complexity to our understanding of how these factors' interplay.