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Working from home (WFH) was one of the major changes that occurred in many organizations during the COVID-19 pandemic. This also led to online training being conducted during this WFH period. The present study investigated the role of technology, manager support and peer support on self-efficacy and job outcomes (i.e. training transfer, work engagement and job satisfaction) of employees while WFH.

The study framework incorporated Bandura's self-efficacy theory. Data were collected from 852 employees in India, and structural equation modeling was used to analyze the data.

The study found positive relationships between ease of technology use, manager support and peer support on self-efficacy and a negative relationship between self-efficacy and technostress. The study also found significant positive relationships between self-efficacy and training transfer, work engagement and job satisfaction. Moreover, the study also identified the moderating effects of WFH and technical issues in the relationships of self-efficacy with training transfer, work engagement and job satisfaction.

The study is novel in that it extended self-efficacy theory regarding the WFH context with influencers such as technology, managers and peers as organizational factors. It also demonstrated the effectiveness of remote working and online training considering the potential antecedents while WFH. Moreover, the study highlighted the simultaneous role of technology and people (managers and peers) in enhancing job outcomes by increasing self-efficacy among employees.

Across many high-stakes contexts, teams influence their members’ physical and psychological Well-Being. For example, teams can provide social support and backup behaviors to reduce demands on team members. On the contrary, teams engaged in conflict or other deleterious processes can serve as a source of stress for their members. Despite these potential impacts, existing research primarily focuses on the impact of teamwork on team-level, rather than individual-level outcomes. This chapter argues that teams play an important role in members’ Well-Being, synthesizing existing research on the topic and focusing on synthesizing research that suggests teams play an important and overlooked role in members’ Well-Being, and providing recommendations for future research in this domain.

The personalities of leaders have been shown to impact the culture of their organizations and are also expected to have a more distal impact on the firm’s financial performance. However, the authors also expect that leader gender is an important intervening variable such that exhibiting various personality dimensions may result in unique cultural and performance-based outcomes for women and men leaders. Thus, the authors seek to examine first the impact of leader personality on organizational performance, as driven through organizational culture as a mediating mechanism. In doing so, the authors propose the expected impact of specific personality dimensions on certain types of organizational cultures, and those cultures’ subsequent impact on the organization’s performance. The authors then extend to consider the moderating effects of leader gender on the relationship between leader personality and organization. To support their propositions, the authors draw from upper echelons and implicit leadership theories. The authors encourage researchers to consider the proposition within a sample of the largest publicly traded US companies (i.e., Fortune 500) at an important era in history such that for the first time, 10% of these companies are led by women. In doing so, the authors hope to understand the leadership dynamics at the highest echelons of corporate governance and provide actionable insights for companies aiming to optimize their leadership composition and drive sustainable performance.

This qualitative study aims to explore general perceptions of a woman experiencing negative menopausal symptoms in the workplace. It examines the socio-cultural understandings informing the responses of a mixed participant group, including those unlikely to have experienced menopause, to a hypothetical scenario involving a woman disclosing negative menopausal symptoms in the workplace – to either a female or male manager.

Using an innovative hybrid vignette-story completion (SC) technique, data were generated from 48 employees of a single UK-based organisation. Participants were presented with a vignette featuring a protagonist (Julie) experiencing negative menopausal symptoms, asked questions about their imaginings of Julie and how she might be perceived by others in the workplace, then presented with a story stem and asked to continue the story in the third person. The stem depicted Julie preparing to tell her manager about her symptoms and featured either a male or female manager, with one variation randomly presented to each participant. Responses were analysed using reflexive thematic analysis.

This study reports four themes: (1) the burden of menopause; (2) managing menopause at work; (3) menopause as not belonging in the workplace; and (4) menopause as unlocking new life potential? Limitations and directions for future research are discussed.

Using the innovative hybrid vignette-SC technique, this study contributes to the current discourse on menopause in the workplace by providing insight into how menopausal employees experiencing negative symptoms are perceived by others and the social understandings that shape these perceptions.

This article reconstructs the conditions under which displaced persons are integrated into their workplaces with their hosts. It identifies the characteristics of this pathway and provides guidance on the support that should be provided to these people. This support is part of social responsibility. Theories on professional integration/labour market integration (LMI) have been categorised and then arranged in a logical order to determine the stages of this integration. Theories on professional integration support for refugees were also reviewed and examined in relation to this categorisation. Six stages characterise professional integration: getting a job, its sustainability and its wage adequacy, its security and sustainability, career continuity and employability, the fact of being a full and equal participant and being an integrated part of the workforce and the meaningfulness of that job. The level of professional integration marks the quality of this integration. Each level encompasses the previous levels. Displaced persons should be supported throughout their careers to go beyond technical and behavioural skills and take a more holistic view of their tasks to find meaning in their work. While most research focuses on getting a job as a characteristic of occupational integration, this study found five other characteristics that were ordered. It also links vocational integration with social responsibility and provides guidance on how to help displaced people reach the final stage of this integration.

Anti-racism has been practiced in various ways, with varying degrees of effectiveness. This chapter engages with the body of scholarship that focuses on approaches aimed at promoting anti-racist actions, policies and social change. It discusses some of the main anti-racism strategies that have been deployed across different countries and examines anti-racism practices in interpersonal, intergroup and community settings. These approaches encompass civil rights campaigns, legislative and policy interventions, affirmative action, diversity and inclusion training, prejudice reduction, intergroup contact, organisational development and holistic anti-racism approaches. Some anti-racism practices and policies, such as awareness campaigns, social marketing and diversity training, also extend to digital platforms, with social media and multimedia networks deployed to broaden the reach and impact of anti-racist endeavours. This chapter specifically engages with local anti-racism movements and draws principles for broader implementation of anti-racism policy and practice. It concludes with a brief discussion of the effectiveness of contemporary anti-racism approaches.

Tourism is integral to the United Nations’ Sustainable Development Goals (UN SDGs) and is closely linked to air transport. This paper aims to explore their relationship, emphasising impacts on accessibility, connectivity and collaborative efforts between airlines, destination management organisations and stakeholders. Improved air transport contributes to tourism-led growth, economic development, job creation and cultural exchange. However, environmental challenges prompt innovation with cleaner technologies and sustainable aviation fuels.

Opinion piece.

Linking aviation and tourism to the UN SDGs, the paper showcases contributions done to date to environmental, social and economic aspects. The paper suggests a focused strategy for aviation to align more closely with the UN SDGs. Actions such as exploring alternative fuels, prioritising energy-efficient aircraft, addressing local impacts and fostering global collaboration are crucial in addressing gender disparities for a more inclusive future.

This piece examines air transport developments from 1946 to 2020, revealing transformative periods marked by regulatory agreements, technological advancements and sustainability initiatives. The paper also addresses COVID-19 impacts, highlighting vulnerabilities, resilience and lessons for adaptability and sustainability.

旅游业是联合国可持续发展目标的组成部分, 与航空运输密切相关。本文探讨了它们之间的关系, 强调了对航空公司、目的地管理组织 (DMO) 和利益相关者之间的可达性、连通性和协作的影响。改善航空运输有助于旅游业主导的增长、经济发展、创造就业机会和文化交流。然而, 环境挑战促使清洁技术和可持续航空燃料的创新。

观点文章。

该文章将航空和旅游业与联合国可持续发展目标联系起来, 展示了迄今为止在环境、社会和经济方面所做的贡献。该文章提出了一项有针对性的航空战略, 从而更紧密地配合联合国可持续发展目标。探索替代燃料、优先考虑节能飞机、解决当地影响和促进全球合作等行动对于解决性别差异、创造更具包容性的未来至关重要。

本文探讨了 1946 年至 2020 年航空运输的发展, 揭示了以监管协议、技术进步和可持续发展举措为标志的变革时期。该文章还讨论了 COVID-19 的影响, 强调了脆弱性、复原力以及适应性和可持续性的经验教训。

El turismo forma parte integral de los ODS de la ONU y está estrechamente vinculado al transporte aéreo. Este documento explora su relación, haciendo hincapié en las repercusiones sobre la accesibilidad, la conectividad y los esfuerzos de colaboración entre las aerolíneas, las organizaciones de gestión de destinos (DMOs) y las partes interesadas. La mejora del transporte aéreo contribuye al crecimiento impulsado por el turismo, al desarrollo económico, a la creación de empleo y al intercambio cultural. Sin embargo, los retos medioambientales impulsan la innovación con tecnologías más limpias y combustibles de aviación sostenibles.

Artículo de opinión.

Al vincular la aviación y el turismo con los ODS de la ONU, el artículo muestra las contribuciones realizadas hasta la fecha a los aspectos medioambientales, sociales y económicos. El documento sugiere una estrategia centrada para que la aviación se alinee más estrechamente con los ODS de la ONU. Acciones como explorar combustibles alternativos, priorizar aeronaves energéticamente eficientes, abordar los impactos locales y fomentar la colaboración global son cruciales, así como abordar las disparidades de género para un futuro más inclusivo.

Este artículo examina la evolución del transporte aéreo desde 1946 hasta 2020, revelando periodos transformadores marcados por acuerdos normativos, avances tecnológicos e iniciativas de sostenibilidad. El artículo también aborda los impactos del COVID-19, destacando las vulnerabilidades, la resistencia y las lecciones para la adaptabilidad y la sostenibilidad.