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The question of “what works?” for organizational diversity and inclusion (D&I) has captivated practitioners and researchers for some time, but there is a lack of unifying knowledge on what interventions are effective. The purpose of this study was to investigate the impact, outcomes and quality of evidence relating to interventions used by organizations for workplace D&I to inform what works in practice and where there are still evidence gaps.

This multidisciplinary meta-review – a systematic review of reviews – summarized the effects of various practices, policies, programs and initiatives across dimensions of diversity and disciplines.

From 37 reviews over 13 years, we identified 12 categories of interventions (e.g. diversity training, de-biasing selection procedures and workplace accommodations) mapped to 22 outcomes. Workplace accommodations and job training were linked with positive outcomes in the age and disability dimensions of diversity. Diversity training was associated with comparatively higher-quality evidence, albeit its effects were largely limited to awareness and learning outcomes. The literature on recruitment, leave and compensation policies reported some mixed effects on D&I.

This meta-review provides a synthesis of the current state of evidence across multiple disciplines and diversity dimensions to guide future research and practical D&I actions. It has implications for research (e.g. greater attention needed for interventions to improve inclusion) and practice (e.g. setting realistic expectations about what change organizations can expect to achieve).

The objective of this work is to identify the strategies of digitalization embraced by the European Capitals of Culture 2020 (ECoC) in replying to the limitations due to COVID-19 emergence and to understand how DT have impacted in terms of resilience and innovation. This study aims to provide a contribution at the understanding of the effects and benefits of the digitalization in supporting the reorganization of the cultural projects of ECoC 2020 in replying to the COVID-19.

This paper is based on an exploratory multiple case study methodology. As a suitable investigative tool for the analysis of a contemporary phenomenon in their natural settings, case study methodology allows to integrate evidences resulting from multiple sources (Yin, 2006, 2008; Eisenhardt, 1989). Data collection, monitoring and analysis rely on the combination of Web-based desk analysis and social big data analytics. The integration of such sources has been addressed towards the investigation of the strategies of digitalization undertaken by the two ECoC cities, Galway in Ireland and Rijeka in Croatia, respectively.

Evidences in terms re-organization of the cultural projects, digitalization of the tourist experiences, commitment of local communities and visitors have been derived from the study while the cross comparison of the two cases has allowed to identify common and specific patterns.

The paper presents some limitations. Firstly, the methodological approach as well as the nature of data collected suggest the need of future investigation with the inclusion of a larger sample of ECoCs and the inclusions of quantitative date related to trends of online cultural experiences and travel data. Secondly, the theoretical perspective of digitalization used in this study can be accompanied by other perspectives such as innovation and resilience capabilities of an ECoC.

This study contributes to the academic literature by providing a better understanding of the level of resilience generated vis-à-vis the COVID-19 pandemic and the role of DT in promoting participation in culture and implementing cultural initiatives of ECoCs. However, despite the relevance of the topic, the attention from the academic literature on the topic of digitalization in cultural and creative industries is still limited. Moreover, even more limited is the knowledge about the effects of DT and if their opportunities are actually transformed in positive outcomes.

Richard Nixon and his advisors were aware of the inherent economic problems of wage–price controls: suppressed inflation, shortages, biases, avoidance, cheating, etc. Nixon's secret White House tapes reveal that Nixon disliked controls, never expecting them to extinguish inflation but only agreed to them to deflect attention from devaluation of the dollar. The political popularity of his controls changed his view of them, even producing a second freeze on retail prices in 1973. Importantly, the tapes reveal that Nixon pushed for inflationary monetary policies long after his 1972 reelection. Federal Reserve Chair, Arthur Burns, seemingly capitulated to Nixon's pressures by restraining interest rate increases in Federal Open Market Committee meetings. Politics won out over economics. Nixon and his advisors avoided addressing the reason for increasing inflation – the monetary expansion that Nixon pressured Arthur Burns to pursue in support of his 1972 re-election – an expansion that continued long after the election. This tragic policy failure was avoidable had the administration focused on controlling the true cause of the inflation.

The main goal of the article is to determine the mediating role of human resources management (HRM) outcomes in the relationships between shaping employee work engagement and job satisfaction (SEWE&JS) and company performance results and to establish whether there are any identifiable regularities in this scope in the pre-pandemic and pandemic period in the headquarters (HQs) and foreign subsidiaries of multinational companies (MNCs).

The empirical research included 200 MNCs headquartered in Central Europe. The raw data in the variables were adjusted with the efficiency index (EI) to capture the actual relations between the variables under study. The partial least squares structural equation modeling (PLS-SEM) was used to verify the research hypotheses and assess the mediating effects.

The research findings show that the HRM outcomes positively mediate the relationships between SEWE&JS and the company performance results. HRM outcomes turned out to be a stronger mediator between SEWE&JS and company performance results in finance and quality in the HQs during the pandemic. By contrast, in the local subsidiaries, they were a stronger mediator of the relationships between the results in innovativeness and quality during the pandemic.

In addition to confirming the results of some other researchers, the research findings also provide new knowledge. They determine the mediating role of HRM outcomes in the relationship between SEWE&JS and the three categories of company performance results, namely finance, innovativeness and quality. In addition, they identify certain regularities in the four studied contexts, which is a novelty in this type of research. A novelty is also the use of employee key performance indicators (KPIs) in the data analysis as the efficiency index in analyzing the effect of the variables under study. The value of the research is also the fact that it covers HRM in MNCs established in Central Europe, which, compared to MNCs from the Western world, is not a frequent subject of research.

This study aims to examine the mediating role of employee work engagement (EE) in the influence of job autonomy (JA) on innovative work behaviour (IWB) among pre-university teachers in Ghana.

To test the hypotheses set in the study, data was obtained from 202 pre-university teachers in Ghana using a questionnaire. Analyses of the data was done through partial least square structural equation modelling. The significance of the hypothesised paths was determined using bias-corrected and accelerated confidence intervals.

Teachers’ JA influences their IWB and work engagement. Also, EE influences IWB of teachers. Finally, EE plays a mediating role in the influence JA has on the IWB of teachers.

This study adds to the dearth of studies regarding the influence of JA on the IWB of teachers through work engagement using data from a heterogeneous group of pre-university teachers in Ghana.

The purpose of this paper is to explore and critically examine the integration of religious perspectives in diversity and inclusion (D&I) initiatives in the context of international business (IB).

This qualitative study used a case study methodology, focusing on an international consulting firm, inspired by Islamic Sufism, and their clients in South Africa and Pakistan. Data were collected through semi-structured interviews with consultants and clients from 25 organizations, participant observations during training sessions, and document analysis. Thematic analysis was used to identify and analyse patterns in the data.

The study revealed that religious ideas and individuals are marginalized in the global business environment through a phenomenon termed “secularchy”. Consultants from the Islamic Sufi-inspired firm had to detach religious elements from their management model to gain acceptance in secular corporate settings. Participants reported that religious perspectives were systematically excluded and those expressing religious viewpoints faced significant barriers. The findings emphasize the need for more inclusive D&I practices that genuinely integrate religious diversity into organizational cultures.

This study introduces the concept of “secularchy” to describe the systemic marginalization of religious perspectives in IB, a novel contribution to the D&I literature. The authors challenge the dominant secular paradigm in global business, advocating for more equitable and inclusive integration of religious diversity in organizational practices.

An employee engagement/disengagement typology is presented to visually illustrate their possible constructive and destructive effects within the workplace, and identify some of the contextual drivers that may lead to these occurrences.

A narrative literature review was conducted during 2020–2023 to gain a comprehensive overview of employee engagement and disengagement processes and theories since 1990. Content analysis enabled the findings to be grouped into their destructive and constructive behavioural effects to produce a new typology.

The typology shows that not all employee engagement is constructive and that not all disengagement is destructive. This more accurately reflects organisational life. Destructive employee engagement in particular, demonstrates that there can be “too-much-of-a-good-thing”.

The typology may help inform future research designs to further understand the impact of contextual factors on both constructs, the pluralist interests involved and which interventions are likely to encourage constructive engagement and disengagement within specific contexts.

It is recommended that employee engagement and disengagement are incorporated into leadership and management training and that practices to foster constructive employee engagement (or permit temporary constructive disengagement to allow recovery) endorse the principles of mutuality and reciprocity. Interventions to prevent destructive employee engagement and disengagement are also advisable, particularly when there are adverse internal and external contextual issues which risk disengagement.

The typology is the first to classify engaged and disengaged behaviours within the workplace across two dimensions. In doing so, this helps to evaluate employee engagement and disengagement theory by challenging the normative assumptions held within these constructs. This categorisation more accurately represents both constructs and visually illustrates that within the workplace, not only is employee engagement sometimes destructive but also that sometimes disengagement is constructive. Furthermore, it demonstrates that purposive destructive employee disengagement responses may be passive or active.

This article focuses on the continuity and changes in the Productive Welfare Regimes and investigates how the COVID-19 pandemic and population ageing can influence the established systems in Hong Kong, South Korea, Singapore and Taiwan.

Our research is based on document review, investigating intricate situations with numerous aspects and providing an excellent opportunity for innovation and examining theoretical presumptions in welfare regime theory, as well as exploring the complicated policy trajectories that varies among cases.

Our findings reveal that social policy responses to COVID-19 have been characterized by adopting the market-conforming role of social policy for the elderly. This is shown by many policy measures focusing on self-sufficiency and an active labour market, signalling that the COVID-19 pandemic and population ageing pressure here are viewed as an economic issue over social rights. The economic-first was adopted to maintain their proximity to the global economy as key sources of their social policy development. We can conclude by emphasizing that the responses to COVID-19 have exposed deficiencies in certain existing social policies. Yet, they have not been sufficient to catalyse substantial policy changes across domains where such change had not already been initiated, thus allowing welfare regimes to remain within productivist boundaries.

This study responds to the current debate on the welfare regime continuity and adaptation in East Asia and suggests a new perspective of policy process in the times of insecurity.