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Talent management can provide an organization with a competitive advantage. However, little is known about how human resource practices pertaining to talent management drive positive outcomes. Drawing on social exchange theory, this study investigates the effect of talent management practices usage on employee commitment and intention to leave. Integrating social exchange theory and the theory of met expectations facilitated predicting the mediating role of perceived career growth in the talent management practices usage-employee outcomes relationship.

Data were collected using a survey from 268 employees from eight organizations from the financial and services industries in Jordan.

Talent management practices usage has a significant direct positive effect on employee commitment but no direct effect on employees’ intention to leave. Further, there is pioneering evidence that perceived career growth mediates the following relationships: talent management practices usage and commitment and talent management practices usage and intention to leave.

The study provides unprecedented evidence of the effect of TM practices usage on employee outcomes and the role of perceived career growth in the TM practices usage-employee outcomes relationship from an underexplored context of Jordon. Our research results contribute to theory development in TM by supporting, extending and integrating social exchange theory and the theory of met expectations.

We investigate how mindfulness can help women leaders manage the work–home conflict using boundary theory. In this daily diary study, we examine daily levels of mindfulness as an antecedent to daily self-control and perceptions of work–home conflict. We propose that higher levels of daily mindfulness act as a personal resource that fosters self-control capacity, and this leads to a greater ability to manage work–home conflict.

A total of 86 women enrolled in a 30-day online mindfulness training program and completed daily surveys after each daily mindfulness training session. Data was analysed using the multilevel structural equation modelling.

Results demonstrate that higher levels of daily mindfulness predict lower levels of daily work–home interference, and this relationship is mediated by self-control. This research supports the role of mindfulness through self-control on work–home conflict for women in leadership. Given the relatively high workforce participation among women with caregiving responsibilities, identifying resources that can be cultivated in order to enable more women to stay engaged in the workforce shows promise.

This study adds to the nascent literature of gendered mental health and well-being in leadership. Notably, women leaders often play a supportive role for employees and co-workers. Our findings suggest mindfulness training can be a useful tool to increase self-control resources in times of crises to mitigate the work–home conflict.

Using an Integrative Literature Review (ILR), this study aims to investigate the components defining the Safe and Just Operating Space (SJOS) within food systems and assess their applicability in decision-making for public food procurement (PFP).

Data concerning SJOS implementation in food systems and the criteria used in PFP were retrieved from the Web of Science and Scopus databases, following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) protocol.

The analysis of the literature highlights that climate change (n = 31; 17%) and water use (n = 29; 16%) are the primary focus areas regarding Planetary Boundaries (PB), followed the nitrogen cycle, land use, biodiversity loss and the phosphorus cycle. In PFP, key criteria linked to PB encompass climate change (n = 19; 7.2%), water use (n = 17; 6.44%) and chemical pollution (n = 17; 6.44%). The social and ethical dimensions underscore labour (n = 18; 6.82%), water (n = 17; 6.44%), income (n = 16; 6.06%) and energy (n = 16; 6.06%).

Despite the strengths of this study, certain limitations should be acknowledged. Although the inclusion and exclusion criteria for the reviewed articles were clearly defined, it is possible that relevant literature was unintentionally excluded. Expanding the scope to include grey literature – such as government documents, reports, policy statements and statistical reports – could provide additional insights and broaden the scope of the findings. Moreover, the search was limited to the Web of Science and Scopus databases, which may have resulted in the omission of relevant studies, particularly those published in non-English languages or not indexed journals.

The identified procurement criteria can help public administrators develop guidelines and tools for food procurement that consider the SJOS.

This paper offers an understanding of the connection between planetary processes and human well-being in the context of PFP.

This pioneering research lays the groundwork for future agendas in this field and encourages reflection on critical factors essential for selecting methods and standards applied in practical public procurement.

Albeit gradual and uneven, the emergence of social and environmental reporting by publicly held corporations has been a major development in the last few decades. This paper aims to explore patterns of the emergence of these disclosures. Using an institutional theory lens, this paper considers mimetic, normative and coercive possibilities.

US publicly traded company data from 2013 to 2019 is used to test the hypotheses. Mimetic forces are proxied with corporate board interlock frequency. Normative ones use the extent of gender diversity on corporate boards. Measures of business climate and industry regulatory sensitivity proxy coercive potentiality.

Studied in isolation, each of the three forces through which organizations pursue the heightened legitimacy of enhanced environmental and social disclosures has credibility. The strongest support exists for mimetic and normative mechanisms, perhaps because the US government has been reluctant to make these expanded disclosures mandatory.

In the world of voluntary action, more attention to diffusion is needed. For these purposes, better proxies will be needed to study change. Social and environmental information should be separated for individual analysis.

At least in the USA, companies are attentive to what other companies are doing. There is something to be said for the ethical dimension of corporate transparency.

Governmental action in this area has not been effective, at current levels. Corporate leadership is essential. Critical information is shared about disclosure by board members.

Although institutional theory makes several appearances in this area, to the best of the authors’ knowledge, the current study is the first empirical archival study to examine the three forces simultaneously, providing evidence as to the relative magnitude of each institutional force on environmental and social disclosures. Should these disclosures not be mandated by government, this study shows pathways for enhanced disclosures to continue to spread.

Purpose: The purpose chapter emphasizes the need to explore the relationship among health, well-being, and the impact of COVID-19 on different countries. It highlights the inadequacy of GDP as a sole indicator and introduces the Human Development Index (HDI) and Gross National Happiness Index (GNH) for a comprehensive understanding.

Need for the study: This chapter underscores the challenges faced during the COVID-19 pandemic and its impact on global well-being. It delves into the disparities in death rates, hospital capacity, and health services, posing essential questions about the perception and approach towards health.

Methodology: The study focuses on comparing the health financing systems of Germany, Italy, France, and Türkiye, comparing facts like GDP, GINI Index, happiness scores, and COVID-19 death data. A brief history of each country’s healthcare system is presented, highlighting key developments and structural elements.

Findings: Findings reveal differences in health financing systems, GDP, happiness scores, and COVID-19 death tolls among the selected countries. Notably, Türkiye, with lower GDP and happiness scores, shows a lower COVID-19 death toll compared to Germany. This prompts further exploration into the correlation between health system structures and pandemic outcomes.

Practical implications: National governments in ensuring universal health coverage (UHC) and addresses the challenges of profit-centered healthcare systems. It advocates for a trustworthy, transparent, and state-supported health system to enhance overall well-being.

This study aims to investigate the mediating role of trust in management and the moderating role of employee-management congruence in high-performance work system (HPWS) perceptions on the relationship between HPWS and firm performance.

Survey data on HPWS practices and employee–manager perceptions from a large sample of South Korean firms were integrated with objective financial performance data. Path analysis using STATA 18.0 with robust standard errors was used to test the hypothesised moderated mediation model.

Trust in management partially mediated the relationship between HPWS and firm performance. While employee–management congruence in HPWS perceptions did not moderate the direct effect of HPWS on firm performance, it significantly moderated the indirect effect through trust in management. The positive influence of HPWS on performance via trust was stronger when employee–management congruence was high.

This study extends the social exchange perspective on the HPWS–performance relationship by incorporating trust in management as a critical mediator and employee–management congruence in HPWS perceptions as a moderator. The findings highlight the importance of fostering shared understandings of human resource practices between employees and managers to optimise the trust-building and performance-enhancing effects of HPWS.