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Employers' lack of understanding of neurodiversity, coupled with a mismatch between job skills and workplace demands, contributes to this employment gap. In response to these challenges, neurodiverse individuals often consider entrepreneurship, with research indicating a propensity for entrepreneurial alertness and innovative benefits within the neurodiverse population.

Applying a strategic management lens, this chapter argued that neurodiverse entrepreneurs should adopt a strategic approach to enhance the success of their ventures. It introduced propositions emphasizing the importance of strategic management, strategic positioning, and various drivers such as formalization, entrepreneurial venture size, strategic level, industrial type, organizational leadership, and the strategic positioning implementation mix.

The strategic position was highlighted as a crucial aspect for neurodiverse entrepreneurs, advocating for the adoption of a strategic positioning mindset to navigate uncertain environments. Specific propositions suggest that strategic positioning can lead to enhanced financial wealth, personal satisfaction, and individual strengths among neurodiverse entrepreneurs. Additionally, this chapter explored strategic positioning drivers such as formalization, entrepreneurial venture size, strategic level, industrial type, organizational leadership, and the strategic positioning implementation mix.

In conclusion, this chapter highlighted the importance of strategic positioning for neurodiverse entrepreneurs seeking success in the competitive business landscape. Theoretical and practical implications were discussed, emphasizing the need for further research on factors contributing to a strategic mindset and metrics for monitoring the effectiveness of strategically positioned enterprises. Overall, adopting a strategic approach can empower neurodiverse entrepreneurs to overcome barriers, legitimize their businesses, and increase their chances of entrepreneurial success.

This paper presents the findings of assessing the strategies required for improved work-life balance (WLB) of construction workers in Eswatini. This was done to improve the work-life relationship of construction workers and, in turn, improve the service delivery of the construction industry in the country.

The study adopted a quantitative research approach using a questionnaire administered to construction professionals in the country. The data gathered were analysed using frequency, percentage, Mann–Whitney U test, exploratory and confirmatory factor analysis (CFA).

The findings revealed that the level of implementation of WLB initiatives in the Eswatini construction industry is still low. Following the attaining of several model fitness, the study found that the key strategies needed for effective WLB can be classified into four significant components, namely: (1) leave, (2) health and wellness, (3) work flexibility, and; (4) days off/shared work.

The findings offer valuable benefits to construction participants as the adoption of the identified critical strategies can lead to the fulfilment of WLB of the construction workforce and by extension, the construction industry can benefit from better job performance.

This study is the first to assess the strategies needed for improved WLB of construction workers in Eswatini. Furthermore, the study offers a theoretical platform for future discourse on WLB in Eswatini, a country that has not gained significant attention in past WLB literature.

Nurturing the social identity approach, encompassing social identity theory and self-categorisation theory, this study aims to unravel the process of entrepreneurial identity construction among communitarians. It seeks to uncover the psychological mechanisms through which entrepreneurs categorise themselves as communitarians, highlighting the importance of community salience, trust and engagement.

This quantitative study comprises a sample consisting of 253 entrepreneurs. This research presents a sequential mediation model, drawing on salience, trust and engagement as antecedents of social entrepreneurial identity. By analysing the step-by-step mediation process, the research offers a nuanced understanding of how these community dynamics contribute to shaping entrepreneurial identity.

Entrepreneurs deeply connected to their communities do not naturally identify as communitarians; rather, it is the trust they build and the engagement they foster that shape their entrepreneurial identity. Communal bonds are not merely a backdrop for entrepreneurship but a driving force that moulds identity and action. This study evidenced that the salience of community positively influences community trust and engagement, which, in turn, enhances the development of entrepreneurial identity as communitarians. This underscores the role of social dynamics in shaping entrepreneurial attitudes, beliefs and behaviours.

This research confers a deeper understanding of how entrepreneurs construct and enact their identities, shedding light on the dynamic interplay between social context, shaping attitudes, cognition and behaviours. Exploring entrepreneurial identity among communitarians offers new insights into how social dynamics shape entrepreneurial actions. The study’s value extends to practical applications, offering guidance for policymakers and community leaders in fostering supportive environments that enhance entrepreneurship through greater community engagement and trust.

The purpose of this study is to investigate, through the application of a decoupling conceptual framework, why seemingly appropriate workplace gender strategies may not yield the desired results. In doing so, the authors address two key questions: how and why have seemingly comprehensive gender equality–related strategies failed to eradicate workplace gender inequality, and how can implementing these strategies be more effective?

The authors use a qualitative approach to examine a case study organization within the public sector. This involves a combination of document analysis, semistructured interviews and focus groups. The authors use a unique data set to investigate the effectiveness of implementing a socially oriented strategy related to gender equality.

The findings highlight different approaches in the implementation of gender equality strategies compared to those aligned with core business objectives. This study also identifies techniques for bridging the gender equality strategy–practice gap, offering significant implications for both policy and practice.

This research is subject to common limitations associated with case studies, interviews and focus groups.

Despite the growing awareness and increased focus on eliminating workplace gender inequality, it remains a “wicked problem” due to its global pervasiveness and the complexity of its causes, manifestations and implications. This issue continues to present itself in various forms across numerous sectors and organizations, despite decades of concerted efforts by multiple stakeholders, including governments, nongovernmental organizations, businesses and society at large. In this paper, the authors investigate the reasons for such slow progress and argue that this issue is less related to the appropriateness of existing gender strategies and more a result of the ineffective implementation of these strategies.

By integrating upper echelon theory and institutional theory, this study investigates the influence of top management commitment to sustainability on sustainable performance. Additionally, the mediating role of green supply chain management practices and the moderating role of institutional pressure are examined.

Data were collected from 376 managers and employees in green hotels within the Thai hospitality industry using a time-lagged survey.

The findings reveal that top management commitment to sustainability positively influences sustainable performance and that green supply chain management practices mediate this relationship. Additionally, coercive and normative pressures moderated the relationship between top management commitment to sustainability and green supply chain management practices.

This study highlights the importance of green supply chain management practices for hospitality firms. It emphasizes that strong leadership commitment to sustainability, partnerships with suppliers and compliance with regulations are crucial for the successful implementation of green supply chain initiatives.

This study contributes to the literature by providing empirical evidence about the mechanisms through which top management commitment to sustainability translates into improved sustainable performance. Furthermore, the study enhances our understanding of how external pressures, specifically coercive and normative pressures, influence the adoption of green supply chain practices, offering new insights into how contextual factors shape management actions regarding sustainability. This adds nuance to our understanding of the interplay between internal commitment and external pressures in driving sustainability outcomes in the hospitality industry.

Drawing on stakeholder theory, institutional theory and upper echelon theory, this study aims to determine the roles of stakeholder pressure, institutional pressure and top management’s sustainability commitment in adopting circular economy principles. Additionally, it evaluates how the adoption of these principles impacts sustainable-oriented innovation and subsequently influences sustainable performance.

By employing an online survey, data were collected from 172 owners, managers and staff involved in circular economy practices.

The results indicate that stakeholder pressure and institutional pressure positively influence top management’s sustainability commitment, which in turn influences adoption of the circular economy principles. Furthermore, adopting circular economy principles positively impacts sustainable-oriented innovation, enhancing the sustainable performance of hotels. Additionally, the relationship between the pressures and sustainable performance was sequentially mediated by top management’s sustainability commitment, adoption of circular economy principles and sustainable-oriented innovation.

This study offers actionable insights for hospitality managers by emphasizing the interplay of stakeholder and institutional pressures with top management’s commitment to sustainability. Practical strategies include engaging stakeholders, investing in leadership training, conducting internal audits for circular economy practices and fostering a culture of sustainability-oriented innovation. These initiatives not only enhance environmental performance but also contribute to societal goals of reducing environmental degradation and promoting responsible consumption.

The study emphasizes the importance of shifting from a linear to a circular economy model to enhance sustainability in the hospitality sector.

Development has been a long-age phenomenon from the millennium to sustainability. This is because the new millennium ushered in the episode of development in the global economy from the role of inputs to the role of productivity and knowledge. Thus, understanding the forefront of initiatives to develop better policies for better lives and to find fact-based answers to social, economic, and environmental problems becomes unavoidable.

The study therefore assesses the impact of labor productivity and investment decisions on human development. A modified production theory was adopted for OECD economies. To address the problem of endogeneity and cross-sectional dependence, a two-step system generalized method of moments, Driscoll–Kraay estimator, and Panel Corrected Standard Error were used.

The findings reveal that the impact of labor productivity on human development differs significantly from the impact of investment decisions. The result shows that investment decisions will have a positive impact on human development when there is an insignificant capital fixed formation to boost the productivity of OECD economies. Further, the result shows that the organization governments through the provision of social security and essential services have a positive impact on the OECD human development.

This study has contributed significantly to assessing the drivers of human development within the purview of labor productivity, investment decisions and government expenditure in OECD countries.

Organizations are increasingly joining inter-organizational networks to foster sustainable employability for their employees. The purpose of this study is to identify the factors and mechanisms central to their success as experienced by key stakeholders.

An explorative, qualitative approach was adopted, using four focus groups with network coordinators (N = 18) and HR professionals (N = 14). Fourteen Dutch inter-organizational networks were represented. Respondents were recruited through purposive and snowballing sampling techniques. Thematic analysis was applied using open coding to generate themes.

The results of this study outline environmental, structural, and inter-personal factors and mechanisms that contribute to the success of inter-organizational networks that aim to foster sustainable employability for their employees. The environmental factors and mechanisms consist of challenges stemming from the labor market. The structural factors and mechanisms include: a network’s flat structure, flat fee, lack of informal rules, the allocation of roles and expectations for stakeholders and shared network activities. Lastly, the inter-personal factors and mechanisms are: communication among stakeholders, establishing reciprocity, interaction and collaboration between stakeholders, the valuation of trust, a convivial culture and shared vision among stakeholders. The dynamics between these factors and mechanisms are compared to other forms of inter-organizational networks. Furthermore, several recommendations for network coordinators and practitioners regarding the development of networks are presented.

This study provides insights into the factors and mechanisms that are regarded by stakeholders as influencing the success of inter-organizational networks in their ability to foster sustainable employability for workers. We have identified a unique model that captures this new way of inter-organizational collaboration and builds on insights from literature on collaborative governance regimes, institutional fields and entrepreneurial ecosystems. Specifically, the model provides a framework that consists of environmental, structural and interpersonal factors and mechanisms for network success. This study increases our understanding of how collaborative efforts can be fostered beyond organizational boundaries and existing Human Resource Management practices.

Despite firms’ growing investments, process improvement (PI) programs often fail to deliver the expected benefits. In this paper, we argue that the widespread adoption in PI research of a paradigm founded in positivism plays a primary role in deriving these conclusions and limits the development of PI theory and practice.

We examine the main characteristics of the dominant paradigm in PI research and then propose an alternative perspective drawing on research in management innovation and complexity. Findings from two empirical case studies in a pharmaceutical and an automotive firm are reported to support our theoretical argument.

The proposed perspective highlights the interaction between various PI approaches – such as lean, Six Sigma and total quality management (TQM) – and the context-dependence and experiential aspects of PI. We argue that this perspective can better account for where, by whom and how PI approaches are shaped and used and, ultimately, can more effectively advance both theory and practice.

This study suggests that PI approaches should be considered as adaptable rather than static, in combination rather than as single entities and as continuously interpreted and translated by organizational actors rather than homogeneously diffused across companies and business units. In this paper, we discuss the substantial conceptual, methodological and practical implications of adopting this perspective.

This study aims to investigate the experiences of service providers supporting male victims and female perpetrators of intimate partner violence (IPV). The study explored the drivers, methods and treatments of female-perpetrated IPV, the nature and impact of abuse towards male victims, the barriers and facilitators to service provision and the impact on the practitioners themselves.

The study used a qualitative approach, using reflexive thematic analysis to analyse semi-structured interviews with 13 experienced service providers.

Two overarching themes were identified: systemic issues in service provision, including challenges with multi-agency approaches, funding and availability of services and the impact on practitioners; and gender stereotypes, which created barriers to male victims' help-seeking and influenced the treatment of female perpetrators.

The findings suggest the need for a multi-level approach, addressing gendered inequalities in IPV policy and funding, implementing gender-inclusive, evidence-based and trauma-informed practices, and raising public and professional awareness to challenge the dominant “domestic violence stereotype”.

This study provides a detailed, in-depth exploration of the experiences of service providers supporting “non-typical” populations in IPV, revealing the complex, multi-faceted challenges they face within a system that is inherently designed to support female victims of male perpetrators.