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Given the urgency of corporate engagement in sustainable development, companies seek ways to involve their employees in sustainability efforts. In this regard, gamified systems have gained attention as a novel tool to promote sustainable employee behavior. However, as the research field matures, researchers and practitioners are confronted with a scattered academic landscape that makes it difficult to grasp how gamification can be designed to engage employees in sustainable behavior and to understand how gamification effects unfold at psychological, behavioral and corporate levels of sustainability.

This paper uses a systematic literature review to consolidate the existing knowledge on gamification designs and their effects on sustainable employee behavior.

Studies have explored a variety of utilitarian and achievement-, immersion- and social-related gameful affordances to promote positive behavior- and system-related psychological effects as a basis for employee engagement in sustainable behavior. However, the evidence regarding their impact on rational decision-making processes and overcoming the intention-action gap inherent in sustainability is still limited. Nevertheless, several studies in focused areas indicate the potential to elicit behavioral changes that drive sustainability outcomes at the corporate level as well.

Our study provides three main contributions. First, we develop a conceptual framework that illustrates how gamification can drive sustainable behavior in the workplace. Second, we derive seven agenda points to guide future research on gamification for corporate sustainability. Third, we deduce three practical approaches to use gamification as a strategic intervention to promote sustainable behavior in organizations.

This paper aims to examine the experiences of diverse interprofessional participants in an Equity, Diversity and Inclusion (EDI) working group with a common interest in EDI in one of the largest pediatric teaching hospitals in Canada and how the impacts of this experience extend outside of the group.

This qualitative research utilized an inductive approach in line with the Gioia methodology (Gioia et al., 2013) to explore individual experiences as participants in an EDI working group. Seven group members were interviewed in-depth and engaged in storytelling and journaling to capture their experiences and perspectives. The perspectives of six members are reflected here, representing diversity across ethnicity, professions and subjective experiences, with a common interest in working together to improve EDI knowledge dissemination, training and practice in a healthcare setting in Canada.

Retrospective research activities facilitated a co-constructed account. The analysis reveals that EDI group participation is a positive learning experience for individuals described as thriving in their careers. Analysis of collaborative perspectives emphasizes how collective identity cultivates vitality in the EDI group environment. EDI group members exhibit agency as proponents of social change, navigating and negotiating institutional norms in varying professional spaces.

The participants included members of an EDI working group in healthcare. Six perspectives are reflected here. Implications for personal experience and career development in organizations are discussed.

This study contributes to understanding how participating in specific interest groups, such as a group focused on EDI, informs personal and career development. It also contributes to our understanding of intrinsic motivation, as evidenced among volunteers in this healthcare setting. Our study also depicts an environment of vitality and learning and that collective thriving can be produced and may have extra-role implications.

The purpose of this study is to determine the impact of different diversity criteria (age and gender) on team performance using a business simulation game, where performance is operationalized by market valuation (Tobin’s Q) and profitability (cumulative net income).

The authors collected data of a business simulation game at a German public university (128 student groups and 645 individuals). Using multiple linear regression models, they investigated the impact of the different diversity criteria on team performance.

The authors found no significant effects of gender diversity on market valuation and profitability. However, the results of this study indicate a positive relationship between age diversity and both performance variables.

This paper contributes to the debate on the relationship between diversity and team performance by using data from a business simulation game. This study adds value by considering different diversity factors, objective performance indicators and the endogeneity of team formation (the seminar leaders randomly assign students to teams) which has not been applied in similar studies yet. Because of the setting of a simulated business game, the results could also be applied to the real economy where we observe working teams every day.

English social work policies and regulatory bodies propel critical reflection as a professional requirement and a worthwhile activity. The purpose of this paper is to report on the current international and UK evidence that informs the understanding and use of critical reflection and associated terms – reflection, reflective practice and reflective supervision – in one-to-one practitioner supervision in local authority children and families social work in England.

A review of the evidence was undertaken using documentary policy analysis and a scholastic literature review to examine the history and current knowledge available as of December 2022.

The historical policy and professional context of critical reflection in one-to-one supervision in England is discussed. The current evidence review identified three themes – the role of critical reflection in models of supervision, the influences of national, organisational and professional cultures and the supervisor practitioner relationship. The nuanced nature of the presence of critical reflection in supervision and a lack of clarity when theorising and describing critical reflection has implications for policy, supervisory practice and research design.

Critical reflection in one-to-one social work supervision is under researched. This review draws on the evidence from international research and local policy to offer an understanding of the complexity of theorising, practicing and researching critical reflection in one-to-one supervision in local authority children and families social work in England.

During the COVID-19 pandemic, immigrants faced new challenges that increased their precarity which often perpetuated existing social and health-related inequities. This compounded inadequate access to healthcare, harsh working conditions, marginalization due to legal status and fear of deportation, all of which were worsened during the height of the pandemic. This article aims to examine how existing social factors that marginalize immigrant populations were affected by the COVID-19 pandemic based on a study with immigrant farmworkers in Apopka, Florida.

The author analyzes how they were affected by stress both before and during the pandemic, and how these factors affected their mental health.

The author concludes that im/migrants’ often precarious status negatively affects their experiences with mental health, and that this was heightened during the COVID-19 pandemic. Despite the long-term nature of precarity for this vulnerable population, this study captures these issues as they were experienced during the COVID-19 pandemic.

This research contributes to emerging scholarship concerning social factors and mental health during the pandemic by examining the experiences of one of the most marginal populations in the United States.

This article examines the intellectual antecedents of Alan Fox’s frames of reference and contributes to academic work that seeks to unravel the pre-Donovan roots of British industrial relations. It examines the origins of the unitary and pluralist frames of reference with a particular focus on the work of Norman Ross.

This article draws on published academic materials to examine the origins of the unitary and pluralist frames of reference.

The article identifies usage of the term “frame of reference” in industrial relations literature from the 1940s and demonstrates the origins of the unitary and pluralist conceptions of the firm in the works of Ross in the 1950s and 1960s.

The article provides a “fresh look” at the origins of the frames of reference.

This research investigates whether focal firms employ strategic supply chain information disclosure, focusing on the concealment of supplier and customer identities, as part of their supply chain environmental risk management strategies (supplier sustainability risk and customer loss risk, respectively).

Using a panel dataset of Chinese listed firms from 2009 to 2019 and utilizing the suppliers’ environmental punishment of peer firms (peer events) as an exogenous shock and employing ordinary least squares (OLS) estimation, this study conducts a regression analysis to test how focal firms disclose the identities of their suppliers and customers.

Our results indicate that focal firms prefer to hide the identities of their suppliers and customers following the environmental punishment of peer firms’ suppliers. In addition, supplier concentration weakens the effect of withholding supplier identities, whereas customer concentration strengthens the effect of hiding customer identities. Mechanism analysis shows that firms hide supplier identities to avoid their reputation being affected and hide customer identities to prevent the deterioration of customers’ reputations and thus impact their market share.

Our study reveals that reputation spillover is another crucial factor in supply chain transparency. It is also pioneering in applying the anonymity theory to explain focal firms’ information disclosure strategy in supply chains.

Criticality cognitions regarding the same workplace event often differ between leaders and employees. Nevertheless, its consequences on employee work outcomes remain unknown. In this study, we draw on cognitive dissonance theory to examine how and why leader–employee differences in cognitions of workplace event criticality impact employee job-related outcomes.

Wu used multilevel polynomial regression analyses from a time-lagged, multi-source field study with 145 leader–employee dyads to test our proposed model.

Leader–employee differences in cognitions of workplace event criticality can bring both benefits and perils to employees. Specifically, such differences can cause employee rumination, which in turn leads to an increase in both employee voice and fatigue.

This study contributes to the event and cognitive discrepancy literature in four ways. First, prior event studies largely adopted a singular employee perspective for investigation (e.g. Chen et al., 2021; Lin et al., 2021). By examining the impacts of event criticality from the dual perspective of leaders and employees, we attain a more comprehensive understanding of the implications of workplace events in organizational life. Second, extant studies have predominantly focused on the dark side of cognitive discrepancy (e.g. Bashshur et al., 2011; Erdogan et al., 2004; Grandey et al., 2013). Our study reveals that leader–employee differences in criticality cognitions can have both a bright and a dark side on employee outcomes, offering a more balanced and dialectical view of the consequences of cognitive discrepancy. Third, drawing on cognitive dissonance theory, we introduce employee rumination as an underlying mechanism to explain the impacts of leader–employee differences in criticality cognitions on employee voice and fatigue. Finally, while prior cognitive dissonance research has primarily employed an intrapersonal perspective (e.g. Sivanathan et al., 2008; Pugh et al., 2011; Grandey et al., 2013), our study adopts an interpersonal lens and underscores that interpersonal differences in cognitions can also serve as an example of cognitive discrepancy to instigate internal dissonance processes. By doing so, we enrich our understanding of cognitive dissonance theory.