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This paper aims to offer a deeper understanding of Gen Z professional attitudes and expectations in the workplace through a large data set.

The authors provide reference to a unique survey of 1,234 adults who work full- or part-time across different age groups. Gen Z data were compared to three other generational cohorts, namely, Millennials, Gen X and Baby Boomers.

Broad findings reveal that Gen Z have lower satisfaction levels with their job compared to other generations. Furthermore, the findings show that Gen Z craves progress, challenge and better mental health and diversity commitments from employers. Related to that, mental health is reported as significantly lower amongst Gen Z participants.

The research reinforces that there is often a negative view of “other” generations. Indeed, the findings here indicate there are often negative assumptions made about Gen Z. Importantly, these are not aligned with how Gen Z perceive themselves. The authors offer some reflections and recommendations for strategic HR approaches.

Organisational responses to the United Nations Sustainable Development Goals depend on the competency and mindset of business leaders to lead responsibly. This study is informed and underpinned by the Principles of Responsible Management Education. This study aims to examine how embedding the “sustainability mindset principles” within a university programme can contribute to responsible management education and, by extension, leadership development.

An illustrative case study using 84 students was applied, including undergraduate, postgraduate and executive Master of Business Administration students. An exploratory, qualitative design was followed, primarily adopting focus groups.

Evidenced learning gains in connecting sustainability knowledge with personal beliefs and behaviours, provide a compelling basis for educational and business practitioners to focus on the sustainability mindset principles (SMPs). Mapping of mindset against leading global competency frameworks provides important theoretical insight. Learning is illustrated through multiple dimensions (i.e. cognitive, behavioural and affective) to inform leadership development approaches.

The mapping of sustainability competency frameworks against the SMP, alongside qualitative research insights, provides a compelling basis for further research into the learning gains from embedding the mindset principles. The situated nature of the study and the lack of longitudinal measurement of what students take forward into their lives and workplaces is a limiting factor to be considered.

This study evidences the value of “whole-person” learning for responsible management, which can helpfully inform the design of both educational and workplace leadership development programmes.

This study is original in the pedagogic examination of the learning dimensions of the SMPs in a Business and Management programme. It also offers new insights in terms of the implications for leadership development.

The recruitment and promotion of teaching academics in the UK is constrained by a complex array of career progression barriers. These barriers have led to an increasing trend of horizontal career (lack of) progression. The purpose of this paper is to reveal and discuss linearity and horizontality constrictions, challenges and issues impacting on potential careers in tourism academia.

This study uses a leading UK national academic recruitment website to gather data and insights from across 137 posted jobs related to tourism between 2020 and 2022.

The main findings of this work note the constrictions of the UK academic job market and the consequences it poses for academics within tourism and beyond. It is proposed that future research to further understand the realities faced by academics is needed to prompt action for change to create more enriching career development.

The contribution of this study centres around sense making a phenomenon that exists but is not often talked about within academia (whether in tourism or beyond). For academics and managers, this paper presents an opportunity to reflect more holistically on careers with a view to instigating valuable change moving forward (for oneself or others). There is also a dearth of studies relating to career progression of tourism higher education educators.

This study aims to examine Erving Goffman’s contributions to management, arguing that he is an unrecognized management guru despite being widely regarded as a sociological theorist.

Using citation context analysis, this research analyzes 806 articles citing Goffman’s works across eight major management journals. This method involves coding articles from various perspectives, including the content itself, its temporal dynamics, depth and criticalness.

All 11 of Goffman’s books have been cited in management studies with increasing frequency and depth, supporting theories such as impression management and stigma management. Yet, only 10.8% of these articles provide empirical support, and 1.6% challenge his ideas, indicating a ritualistic reverence rather than rigorous scrutiny of his theories in management scholarship.

This study excludes other high-quality journals and involves subjective judgment in coding. In addition, this study’s insights into Goffman’s selective attention and growing prominence remain speculative. Future research could broaden journal coverage, survey scholars’ citation motivations, and apply a difference-in-differences approach to identify causal factors.

Goffman’s concepts of stigma, impression management and framing are frequently cited by management scholars, reflecting societal concerns for marginalized groups and a quest for authenticity, thus prompting deeper exploration of Goffman’s seminal works.

To the best of the authors’ knowledge, this is the first study to empirically analyze his impact on management, offering new insights into his influence in the field.

Diversity policies have become widespread in modern organizations. Such policies often have the goal of improving the workplace experiences of marginalized groups, and understanding dominant group reactions to such policies is vital to their effectiveness. This paper investigated the dominant group (i.e. White individuals) response to diversity policies, specifically how White individuals’ modern racism beliefs influence their organizational citizenship behavior (OCB) intentions when exposed to a diversity policy.

Using experimental methodology and a combination of social exchange theory and literature on modern racism, the two studies explore how exposure to a diversity (versus neutral) policy influences White individuals’ OCB intentions in two different settings (lab and field).

The results of these studies make clear that certain people respond negatively to diversity policies. In Study 1, White participants with relatively high modern racism beliefs showed lower OCB intentions directed at their organization when exposed to a diversity versus neutral policy. No differences emerged for White participants with relatively low modern racism beliefs. In Study 2, the results were replicated using a field sample of working adults in which they indicated their likelihood of OCB toward their employing organization.

The findings suggest that diversity policies can have unintended, adverse consequences for organizations, but are dependent upon employees’ modern racism beliefs. The results of the two studies provide a richer understanding of dominant group reactions to diversity policies by examining a downstream consequence of great organizational importance, i.e. OCB.

This study aims to provide a deeper understanding of how management control systems (MCSs) can contribute to achieving gender equality.

The researchers undertook an integrative review of the literature, focusing on the characteristics of MCSs for the development of female managers as well as highlighting the deployment of MCSs by them. Nineteen (19) articles were selected from a database in terms of specified criteria, following which they were analysed in terms of the identified MCSs.

The study found interrelations between MCSs and the internal as well as external factors that promote the realisation of gender equality while highlighting the characteristics of the utilisation of MCSs by female managers. Future research agendas related to these two aspects are also suggested.

Theoretically, the study is significant because it offers new insights for analysing gender and gender equality issues in MCSs research, thus opening up fresh dimensions for future research. In terms of praxis, the study promotes gender symmetry in companies by addressing gender equality from the perspective of MCSs. The research also charts a novel course for promoting gender equality in the workplace regarding how female managers use MCSs.

The purpose of this paper is to consider one test of a well-functioning housing system – its impact on wellbeing. Exploring one indicator of this, this study aims to track changes in mental and general health across a mix of tenure transitions and financial transactions in three jurisdictions: Australia, the UK and the USA.

Using matched variables from three national panel surveys (Household, Income and Labour Dynamics in Australia, British Household Panel Survey/Understanding Society and Panel Study of Income Dynamics) over 17 years (2000–2017) to capture the sweep of the most recent housing cycle, this study adopts a difference-in-difference random-effects model specification to estimate the mental and general health effects of tenure change and borrowing behaviours.

There is an enduring health premium associated with unmortgaged owner-occupation. Mortgage debt detracts from this, as does the prospect of dropping out of ownership and into renting. A previously observed post-exit recovery in mental health – a debt-relief effect – is not present in the longer run. In fact, in some circumstances, both mental and general health deficits are amplified, even among those who eventually regain homeownership. Though there are cross-country differences, the similarities across these financialised housing systems are more striking.

The well-being premium traditionally associated with owner occupation is under threat at the edges of the sector in all three jurisdictions. In this, there is cross-national convergence. There may therefore be scope to introduce policies to better support households at the edges of ownership that work across the board for debt-funded ownership-centred housing systems.

This paper extends the duration of a previous analysis of the impact of tenure transitions and financial transactions on well-being at the edges of ownership in the UK and Australia. The authors now track households over nearly two decades from the start of the millennium into a lengthy (post-global financial crisis) era of declining housing affordability. This study adds to the reach of the earlier study by adding a general health variable and a third jurisdiction, the USA.

This study aims to illustrate the mechanisms underlying the effect of stress on flow states in the context of a multilevel organization, in which case employees' perseverative cognition and reactions to challenge–hindrance stressors are affected by leader mindfulness.

Study 1 employed a three-wave time-lag survey, and study 2 conducted a diary study across 10 workdays to replicate the results of study 1. Multilevel structural equation modeling and Monte Carlo simulation were performed using Mplus 8.0 software to test all hypotheses.

Problem-solving pondering transmits the nonlinear effect of challenge stressors on flow, and affective rumination mediates the negative effect of hindrance stressors on flow. Leader mindfulness amplifies the tendency of followers to ruminate on the positive aspects of challenge stressors, consequently increasing their positive reactions and flow. Although leader mindfulness fails to influence followers to ruminate less on hindrance stressors, it negates the harmful effect of affective rumination on the flow experience.

This study is one of the first to examine the associations between stressor types and flow in the workplace. The authors also develop a new theory that highlights the ability of leader mindfulness to shape subordinates' stress, cognitions and reactions through social modeling and the authors identify the boundaries of its beneficial effects.

The purpose of this paper is to propose a casting process for the production of double-chamber soft fingers, which avoids the problems of air leakage and fracture caused by multistep casting. This proposed method facilitates the simultaneous casting of the inflation chamber and the jamming chamber.

An integrated molding technology based on the lost wax casting method is proposed for the manufacture of double-chamber soft fingers. The solid wax core is assembled with the mold, and then liquid silicone rubber is injected into it. After cooling and solidification, the mold is stripped off and heated in boiling water, so that the solid wax core melts and precipitates, and the integrated soft finger is obtained.

The performance and fatigue tests of the soft fingers produced by the proposed method have been carried out. The results show that the manufacturing method can significantly improve the fatigue resistance and stability of the soft fingers, while also avoiding the problems such as air leakage and cracking.

The improvement of the previous multistep casting method of soft fingers is proposed, and the integrated molding manufacturing method is proposed to avoid the problems caused by secondary bonding.

This paper develops and tests a theoretical framework to explain the effect of guanxi human resource management (HRM), a unique Chinese cultural phenomenon, on employee innovative behavior.

We draw from a sample of 398 employees in 81 teams and test the moderated mediation model using multi-level modeling.

The results show that guanxi HRM can be perceived by employees as being simultaneously an unethical hindrance that stifles innovative behavior and a strategic challenge that is beneficial for innovative behavior. In addition, the results show that these indirect effects are contingent upon the strength of guanxi HRM.

The study advances our understanding of the mechanism and boundary condition underlying the double-edged nature of guanxi HRM practices.