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The goal of this article is to provide an overview of healthcare entrepreneurship, both in terms of its current trends and future directions.

The article engages in a systematic review of extant research on healthcare entrepreneurship using the scientific procedures and rationales for systematic literature reviews (SPAR-4-SLR) as the review protocol and bibliometrics or scientometrics analysis as the review method.

Healthcare entrepreneurship research has fared reasonably well in terms of publication productivity and impact, with diverse contributions coming from authors, institutions and countries, as well as a range of monetary and non-monetary support from funders and journals. The (eight) major themes of healthcare entrepreneurship research revolve around innovation and leadership, disruption and technology, entrepreneurship models, education and empowerment, systems and services, orientations and opportunities, choices and freedom and policy and impact.

The article establishes healthcare entrepreneurship as a promising field of academic research and professional practice that leverages the power of entrepreneurship to advance the state of healthcare.

The article offers a seminal state of the art of healthcare entrepreneurship research.

The study aims to explore and test the relationship between abusive supervision, emotional exhaustion, work–family conflict and divorce intentions among employees in the hospitality industry. Specifically, it investigates how abusive supervision leads to emotional exhaustion, which in turn intensifies work–family conflict and ultimately influences divorce intentions.

The study used a mixed-methods design with an exploratory sequential approach. In the first phase, qualitative interviews with hotel employees explored the effects of abusive supervision on work and family life. Findings from these interviews informed the development of a framework for the second phase, which quantitatively tested the relationships between abusive supervision, emotional exhaustion, work–family conflict and intention to divorce.

Our findings revealed that abusive supervision causes emotional exhaustion, which in turn leads to work–family conflict. However, we did not find any significant link between work–family conflict and the intention to divorce.

To the best of our knowledge, this study is among the first studies to explore the outcomes of abusive supervision using the mixed method approach, specifically the exploratory sequential design, to comprehensively examine the associations among abusive supervision, emotional exhaustion, work–family conflict and marital problems. This research contributes to leadership literature by providing empirical findings on the long-term impacts of abusive supervision.

The paper aims to investigate the determinants of workplace innovation behavior of women employees in Pakistan. With a growing share of women's participation in the labor force in developing economies, it is crucial to understand their behavior. The authors looked into various practices that drive women's innovative behavior using social exchange theory (SET) as a theoretical framework.

This study is quantitative-based on the positivistic paradigm. Following the survey method technique, responses are collected from 317 female employees in the service industry. The authors used structural equation modeling for the data analysis.

The results indicate a significant impact of leader-member exchange (LMX) on employee empowerment; schedule flexibility was also a possible predictor of workplace innovation behavior through mediating roles of employee empowerment and response to change. The study findings are consistent with the prior literature and according to the developed hypothesis. Further, women's response to change partially mediates women employees' empowerment and workplace innovation behaviors. In addition, LMX significantly affects women's response to change through women employees' empowerment, leading to workplace innovation behavior.

The implication is that supervisors should be adaptable in working relationships with their women employees to bring positive workplace innovative behaviors. They create such exchanges with employees to make them feel that the organizations value them. The paper identifies the need to develop supportive supervisor-employee exchange relationships to encourage positive, innovative behavior in female employees.

This paper examines the workplace innovation behavior of women employees in Pakistani patriarchal society and a male-dominating workplace environment.

Organizational research on diversity, equity, and inclusion (DEI) is at times siloed; the experience of one minoritized or underrepresented group is treated as completely separate and different from the experience of another group and thus research separately. For example, there are terms that are studied only in the context of one group, and a different term is used to study a very similar (or identical) concept among a different group. Indeed, there are many unique experiences that specific minority groups encounter at work. Because of this end, minority groups should not be fully categorized together, and their individual should not be erased. However, there are shared experiences that many or all minorities experience at work, whether they are a gender minority, racial minority, or a member of any other minoritized group. Recognizing these shared experiences can help scholars develop a deeper understanding of what it's like to be minoritized or underrepresented at work, and therefore help to better serve these communities. To this end, our chapter highlights three such shared but unique minority experiences: three experiences that are common across all minority groups but operationalize slightly differently in different populations. The first experience we discuss is discrimination, as all minorities typically experience some form of negative differential treatment at work. The second experience we discuss is identity management, as many minorities need to actively think about how they present their minority identity to others (regardless of if their identity is “concealable” or not). Finally, we discuss strength through adversity, as many minorities argue that their minority identity is a source of strength and an area that benefits them at work. We conclude the chapter with a call toward intraminority solidarity, suggesting that recognizing shared experiences and working together can help build better workplaces for all minority employees.

There is little to no empirical research on the phenomenon of ways in which the racism of whiteness transpires within the faculties and classrooms of US-based ALA-accredited library and information science (LIS) education programs. We do have scholars publishing meaningful work exploring diversity-equity-inclusion topics and initiatives to evolve the LIS discourse on these issues (Honma, 2005; Chancellor, 2019; De LaRosa et al., 2021; Gibson, 2019; Mehra et al., 2023; Colón-Aguirre et al., 2022; Hands, 2022). This research substantiates the conceptual research that exists by empirically exposing the ways in which the racism of whiteness functions at the interpersonal level of work culture in LIS programs (i.e. the academy) in the US.

Adapting Baima and Sude’s (2020) modified Delphi Method, a focus group of 13 BIPOC (Black, Indigenous, and People of Color) library and information science faculty members in the United States were recruited to participate in a one-time 60-min virtual Zoom session. Participants were engaged in three iterative rounds of reflective inquiry to reach a consensus of experience. The study design was embedded with critical race theory-based (CRT) ethnographic methods such as testimony (counterstorytelling), collective affirmation (shared narratives), and silence.

BIPOC LIS faculty (tenure-track and tenured) have similar ideas about whiteness and how it is operationalized as micro- and macro-aggressions in the LIS academic workplace, most significantly inside the classroom. The experience of whiteness was prevalent among all study participants in two areas: workplace meetings with faculty colleagues and classroom sessions (face-to-face and online) with students.

The findings offer empirical evidence to support the prolific conceptual literature in LIS discourse concerning ways in which critical race theory (CRT) interrogates LIS’s socio-professional injustices and inequities (e.g. Gibson et al., 2018; Stauffer, 2020; Leung and Lopez-McKnight, 2021; Jennings and Kinzer, 2022; Snow and Dunbar, 2022). There remains a dearth of empirical research that reports how whiteness is reproduced in the practices, knowledge, and resources that make up the ethos of the LIS faculty meeting and classroom. Documenting the testimonies of BIPOC LIS faculty solidifies the existence of whiteness as a toxic reality in the LIS academy.

The primary objective of the present study was to develop an appropriate scale for evaluating LMX by investigating how individuals personally perceive and encounter distinct relationships (both high quality and low quality) with their supervisors, with a specific focus on the Indian context.

The scale was administered on a sample of 290 middle-level managers from two large manufacturing organizations located in North India.

The factors identified as important for the construct of leader-member exchange were affect, loyalty, and contribution.

The internal consistency reliability of the LMX contribution dimension is very low. Future researchers should add a few additional items to increase the reliability of the contribution scale of LMX scale so that it fulfills adequate criteria of reliability. Further, the supervisor–subordinate relationship from both supervisor and subordinate perspectives should also be examined.

This study has made significant advancements in the field of LMX. The findings will also be utilized by the authorities of the organization in focusing future training for its managers.

The findings of this research will help not only advancement in the field of LMX but will also help the manager using LMX to influence subordinates to have better knowledge on which factors to focus on to get better results.

Overall, the results of the current study provide evidence for the sound reliability and validity of the leader-member exchange scale with employees of Indian manufacturing organizations, supporting its use with these populations. Further, this scale is suitable not only in Indian culture but also in the Western cultural context, as the results corroborate the findings of Western scholars, indicating a fair level of cross-cultural validity. However, future research should also address the cross-validation of the factor structure of LMX on other samples and occupations.

This chapter differentiates stress from generalized anxiety, discussing the nature and prevalence of each among college students. The chapter then delves into generalized anxiety in detail, covering instruments that measure generalized anxiety, cultural considerations associated with generalized anxiety and the causes, consequences, prevention and treatment of generalized anxiety among college students. The next section of the chapter focuses on social anxiety among college students, similarly addressing its defining characteristics, prevalence, cultural considerations, causes, consequences, prevention and treatment. The final section of the chapter follows a similar structure in discussing posttraumatic stress disorder (PTSD) among college students. Throughout the chapter, attention is devoted to neurotransmitters and brain structures that are involved in anxiety and its treatment through antianxiety medications. Case examples are used to help bring theoretical concepts and research findings to life.

The study empirically explores employees' motives for engaging in constructive voice behaviors.

The authors utilized qualitative research methods. The data were collected through individual semi-structured interviews with 26 workers in the renewable energy industry in Kenya. The data were analyzed using a phronetic iterative approach (Tracy, 2020).

The data revealed various motives that may drive constructive voice including, personal (e.g. material rewards and emotional gratification), relational (e.g. advocating for others and diluting opposition) and organizational motives (e.g. ensuring organizational survival and bolstering innovation). Additionally, the authors illustrated how these motives may evolve and/or jointly drive constructive voice.

Although voice scholars are beginning to recognize the existence of other motives besides prosocial, the knowledge of such motives has remained theoretical. This is one of the first studies to empirically examine motives for constructive voice. By unveiling the motives, the findings demonstrate different pathways through which a voice opportunity transforms into a constructive voice behavior.

Because of the nature of nurses’ daily jobs, their work passion is critical for their quality performance and well-being. However, more research must examine the antecedents of nurses' work passion. Against this backdrop, in the present study, we draw on the conservation of resources (COR) theory to hypothesize that the negative relationship between nurses’ depressed mood at work and work passion is moderated by their enactment such that a relatively high level of personal enactment weakens the negative effect of depressed mood at work on their work passion.

We examine our hypothesis using a three-wave time-lagged design involving 147 nurses (RN or LPN) working at a medium-sized healthcare facility in the rural Southern USA.

Results support our hypothesis that nurses’ personal enactment moderates the relationship between their depressed mood at work and work passion.

Nurses' depressed mood at work can be less harmful to their work passion, particularly when they demonstrate a relatively higher level of personal enactment.

This study demonstrates that personal enactment attenuates the adverse effects of depressed mood at work when nurses possess elevated work passion levels.