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The purpose of the article is to outline the insights provided by Alan Fox in Man Mismanagement in relation to the rise of the New Right political economy and the spread of unitarist managerialism. The article assesses the contemporary work and employment relations implications of mismanagement arising from a “second wave” of the New Right ideology from 2010 in the UK.

Responding to the Special Issue on Alan Fox, the article focuses on Alan Fox's book Man Mismanagement, considering industrial relations developments arising between the 1st (1974b) and 2nd (1985) editions relating to the political rise of the New Right. It reviews various literature that illustrates the contemporary IR relevance of the book and Fox's insights.

The New Right’s ideology has further fragmented work, disjointed labour rights and undermined collective industrial relations institutions, and macho mismanagement praxis is even more commonplace, compared to when Fox wrote Man Mismanagement. The stripping away of the institutional architecture of IR renders the renewal of pluralist praxis, like collective bargaining and other forms of joint regulation of work, a formidable task.

The value of the article relates to the identification of dramatic historical industrial relations events and change in the UK in Alan Fox's book Man Mismanagement, most notably relating to the rise to power of the Thatcherite New Right in 1979. Originality is evidenced by the authors’ drawing on Fox's ideas and assessing the implications of the “second wave” of the New Right in the contemporary industrial relations (IR) context of the 2020s under the conceptual themes of fragmented work, disjointed labour rights and undermined collectivism.

This paper used Zikic’s (2015) integrated framework for managing diversity to review the skilled migrant literature and explore reasons non-English-speaking background (NESB) skilled migrants (SMs) are disadvantaged in the host country recruitment market. This research examines organisations’ role in attracting and facilitating the entry of NESB SMs to their organisations and embracing diversity and inclusion in the workplace.

The authors conducted a systematic literature review following the integrated framework combining the intelligent career theory and the resource-based view. This framework allows the exploration of the challenges NESB SMs face with their career capital in the host country concerning the people management systems and processes organisations often use in recruitment.

This review revealed multiple challenges NESB SMs face when negotiating their workplace transition in the host country destinations. The study shows that the underutilisation and underemployment among NESB SMs are partly caused by these SMs’ foreign experiences but mainly by the host countries’ “NESB SM-unfriendly” recruitment practices. It also uncovers gaps between macro, meso and micro levels in SM recruitment.

A limitation inherent in a systematic literature review is that the effectiveness of the search is contingent upon the quality of the search strings used. Second, the core themes in the synthesis were identified following Zikic’s (2015) integrated framework and focused only on individual/micro factors of SMs and meso/organisational factors. Many other structural and contextual factors were not included in the review. This review is also limited to NESB SMs’ recruitment. Nonetheless, this process helps us achieve the core aim set for this review, to explore the reasons behind the hardships NESB SMs face when searching for ways to enter the host professional job market and the role of organisations in attracting and facilitating NESB SMs’ labour market entry.

This research connected NESB SMs’ micro-level difficulties to the meso layer of organisations’ HRM policies. This review clarified the role of organisational strategic HRM in attracting and welcoming NESB SMs into their organisation before leveraging their career diversity. The findings from the review also assisted in extending Zikic’s (2015) integrated framework.

Mindfulness-based interventions are on the rise in workplace settings to enhance Well-Being and address work stress. Their popularity is in part due to the fact that they are often assumed to have a net positive impact on both workers’ Well-Being and organizational functioning. However, the majority of workplace mindfulness practice and research focuses on individual-level mindfulness interventions and their associated outcomes, like reduced stress. However, the modern workplace is highly dependent on positive team functioning, and the impact of mindfulness in teams is lesser known. This review differentiates individual mindfulness from team mindfulness and explores how both individual and team mindfulness impact team functioning. The authors review mindfulness and teams’ literature to understand antecedents, correlated mediators, and consequences of mindfulness in team contexts, team processes, and the boundary conditions related to mindfulness outcomes. This review adds to the budding theoretical conversation regarding mindfulness at work and contributes valuable insight into the practical applications of mindfulness in teams.

The retail investment landscape in the UK has drastically changed. Understanding owners’ responses to this structural change is critical to gain insight into protecting investment performance. This paper identifies and evaluates the tactics and strategies being adopted.

This paper employs a mixed methods research approach, using data collected from semi-structured interviews with professionals involved in the retail investment process. This is supplemented by secondary market data analysis.

The paper assesses the practical responses made by retail property owners/managers, structured around emerging sub-themes. Actions include mitigating short-term risks through greater use of temporary tenants/licensees and independent retailers, preparing generic “white box” retail space to capture remaining tenant demand, exploiting the tenant mix to provide “the retail experience,” and applying new technologies and processes in a sector where systematic risk remains high. A new framework for retail asset management has been developed.

This study contributes to the retail asset management literature and understanding of the way the contemporary retail landscape is shaping investment management behaviour.

The developed framework provides guidance to real estate managers developing a retail real estate management strategy and will help them recognise tactics to better support the evolving retailing market.

The new framework adds new insights to understanding the process for managing retail assets and the actions necessary for asset managers to address economic/functional obsolescence and sustain asset investment values.

The article aims to explore how the military police in Brazil’s Northern Region incorporate “difference” and “diversity” into leadership, focusing on women in leadership roles. It examines institutional changes in leadership styles and the development of inclusive practices. The goal is to understand the competencies women bring to police leadership and how these can transform organizational culture.

The study employed in-depth interviews with 20 women’s police leaders in Pará, using MAXQDA for data analysis and criteria sampling for participant selection to achieve data saturation.

The study results indicate that women’s leadership in the Military Police of Pará fosters a new organizational culture, emphasizing shared and transformational leadership. Women’s leaders are seen as adaptable and resilient, capable of balancing professional performance with emotional management. Traits such as empathy and sensitivity are prominent, creating a more humanized work environment. Additionally, the creativity and charisma of women’s leaders facilitate the development of innovative solutions to complex problems, demonstrating the transformative impact of women’s leadership within the police.

The study’s limitations include its focus on a specific region with a small sample size, reliance on self-reported data, which may introduce bias, and findings deeply embedded in the local cultural contexto in the police.

The practical implications of this study include encouraging the development of formal networks and mentorship opportunities, particularly those led by women. These initiatives aim to promote gender equity within the police force by preventing women from being disadvantaged in competitive processes such as exams and performance evaluations, thereby eliminating implicit biases. Implementing mentorship programs that connect experienced women officers with aspiring officers can facilitate the exchange of practical knowledge and experience while developing essential skills like empathy, compassion and emotional balance.

The originality and value of this study lie in its focus on the unique competencies and leadership styles of female leaders in the Military Police of Northern Brazil. It highlights how these leaders introduce empathy, creativity and resilience into the traditionally male-dominated police culture, fostering a more inclusive and effective organizational environment. This research fills a gap by providing insights into how female leadership can transform police practices, emphasizing the importance of diversity and gender-sensitive approaches in law enforcement.

The current study aims to analyze the mediating role of perceived risk from private label apparels in between the familiarity and consumer purchase intention (PI).

Exploratory factor analysis and structural equation modeling techniques were utilized for evaluating the relationship between different constructs. Participants were given the opportunity for expressing their degree of approval or disapproval using a series of statements using a five-point Likert scale. For the purpose of the survey, a total of 400 participants were selected.

The finding highlights the mediating role of perceived risk between familiarity and PI of consumers toward private label apparels. When there is a mediator, the direct influence of familiarity on PI is absorbed.

This research aims to offer an understanding of buyer preferences in developing markets as well as providing suggestions for retailers and marketers on how to successfully promote and position private label apparel in such an environment through investigating the importance of familiarity with private label apparel. While doing so, it develops the premise that familiarity with private label apparel directly impacts perceived risk while indirectly impacting PI of consumers towards private label apparel.

Despite the increasing numbers of research studies about social media business, the concept of social media agility is still an emerging topic that has been understudied. Therefore, the purpose of this study was to investigate the effect of social media agility on business performance by using a sample of small- and medium-sized enterprises (SMEs) in Thailand. Moreover, this study explored whether the effect of social media agility on business performance could be moderated by the characteristic of firm in terms of size, as well as the characteristic of market environment in terms of environmental dynamism.

The sample of 337 firms was obtained from the business directory using the simple random sampling method, and the model assessment was performed by using partial least squares structural equation modeling.

The data analysis indicated that social media agility positively affected the business performance of SMEs. Moreover, the moderating effect analysis showed that smaller firms tended to gain higher business performance from social media agility than larger firms. In addition, social media agility positively affected business performance to a greater extent when firms operated under low environmental dynamism than when they operated under high environmental dynamism.

Because SMEs are the key driving of economic development and economic growth, the recommendations from this study could be helpful for the government sector responsible for the competency development of SMEs to offer a development program that might enable entrepreneurial firms to develop social media marketing competencies and enhance their potential to be successful in the digital transformation.

The authors found new evidence showing that the degree to which social media agility affected business performance depended significantly on the firm characteristics in terms of firm size, as well as the environmental factor in terms of environmental dynamism. These findings provide valuable contributions to the existing literature that still lacks evidence about the moderating conditions that could increase or reduce the benefits that firms obtain from social media agility.