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Achieving project performance goals in extremely resource-constrained environments, such as those of social enterprises, is challenging. These organizations often employ bricolage – making the most of available resources – to navigate challenging landscapes. This study aims to understand how bricolage capabilities enhance or attenuate organizational project outcomes in resource-constrained social enterprises.

An exploratory survey was conducted to understand project management practices in Canadian social enterprises. Established scales were used to measure constructs with confirmatory factor analysis, and linear regression was employed to analyze relationships.

The study provides empirical evidence of the positive influence of bricolage on organizational project performance, with a crossover interaction observed for moderators – entrepreneurial leadership and project management capabilities. While project capabilities strengthen the positive impact of bricolage capabilities on project performance, entrepreneurial leadership has the opposite effect.

The insights from this study offer an initial roadmap for project managers for effective resource acquisition and utilization through bricolage, ultimately enhancing project management effectiveness in resource-constrained environments.

Despite the crucial role of bricolage capabilities in resource-constrained environments, the project management literature has largely neglected this concept. It is unclear how organizations use bricolage to manage projects. This lack of understanding challenges organizations, hindering their ability to apply bricolage consistently and thoughtfully in managing projects. Our study provides a deeper understanding of how bricolage facilitates project performance and enriches our understanding of it as an effective resource mobilization strategy within social enterprises.

This study explored whether women could “have it all,” both at home and in the workplace. Using neoliberal feminism, mental load theory and intergenerational perspective as theoretical frameworks, this study explored how neoliberal ideologies which emphasized individual agency, economic empowerment and self-responsibility interact with persistent gendered expectations/norms to influence women’s experiences in navigating familial commitments and career aspirations.

Around 140 (N = 140) women living in Australia were recruited to participate in a qualitative, open-ended questionnaire that aimed to explore their: (1) perceptions and (2) expectations about (a) how gender roles evolved for them from youth to adulthood in various contexts, (b) how their family structures and dynamics, such as attitudes toward marriage, caregiving and/or household responsibilities, have changed and (c) what has/have influenced their career aspirations and family choices.

Results revealed a trend of women who worked hard at home and professionally. Unlike women who in the past lived more traditional lives, women in our cohort focused on their career as an important part of their identity and self-fulfillment. However, many women did report heightened mental load, stress and a lack of physical exercise in their daily lives.

This study revealed complex interplay between societal norms, intergenerational influences and the cognitive burdens associated with managing multiple roles. By examining these dynamics and using an integrated theoretical framework, the article aimed to holistically explain the challenges women in Australia encounter as they try to balance familial obligations with career ambitions within changing socioeconomic contexts.

This study aims to investigate the impact of diverse practices in sustainability reporting and assurance on the disclosure of sustainable development goals (SDGs). Specifically, the authors examine the disclosure of SDGs along two dimensions: disclosure breadth, denoting the number of goals mentioned, and disclosure depth, encompassing the extent of actions disclosed to advance these goals.

Using a panel Tobit regression analysis, the authors analyse the communication on progress questionnaires from 299 companies (resulting in 1,015 firm-year observations) participating in the United Nations Global Compact from 2017 to 2021.

The findings revealed that greater adherence to Global Reporting Initiative standards increases SDG disclosure breadth; external assurance using publicly recognised standards, more than proprietary methods, is associated with SDG disclosure breadth and depth; and the review of information by multiple stakeholders improves the depth of SDG disclosure more than evaluation by a panel of peers.

The originality of this study lies in its examination of the intricate interplay between sustainability disclosure and assurance practices, on the one hand, and the disclosure of SDGs, on the other. Uniquely, the authors consider the various levels of implementation of these practices, allowing for a comprehensive assessment of their influence on SDG disclosure.

This study examines how asking employees to self-assess their performance during the compensation setting process, when they are unaware of their marginal contribution to firm profit, affects employer welfare. Previous research suggests that giving employees a voice in the compensation setting process can positively affect employee performance and firm profit (Jenkins & Lawler, 1981; Roberts, 2003). However, the study proposes that asking employees to assess their own performance as part of the compensation setting process can have unintended consequences that ultimately lead to higher employee compensation demands. This is because asking employees to assess their performance increases their overconfidence in their own performance and their compensation demands. As a result, employers may face the dilemma of whether to meet these higher compensation demands or risk economic losses due to employee retaliation if their demands are not met. Through experimental evidence comparing a control condition without self-assessments and three self-assessment reporting conditions, the study provides evidence that supports the notion that eliciting employee self-assessments as part of the compensation process reduces employer welfare. Data on employee perceptions of performance further support the notion that asking employees to evaluate their performance leads to an inflated perception of their performance. These findings provide a theory-based explanation of why, in practice, many companies disentangle employee performance assessments from the compensation setting process and that companies are well advised in doing so.

Drawing on trait activation theory, this study examines the influence of positive affectivity on employment predictions (e.g. the probability of obtaining an interview and being hired) via intrinsic motivation and network building on LinkedIn.

Multisource field data were collected from student job seekers (n = 179) searching for an internship over two points with a six-month time separation between the first and second data collection.

Structural equation modeling (SEM) analyses revealed marginal support for the mediating roles of intrinsic motivation and network building in positive affectivity’s indirect effect on employment predictions about the probability of obtaining an interview and being hired.

This study extends research on job search networking/selection by demonstrating the sequential process through which job seekers’ positive affectivity influences employment predictions, emphasizing the intermediary roles of intrinsic motivation and network building on LinkedIn.

Job seekers, recruiters and career counselors should consider network building on LinkedIn as a relevant expression of positive affectivity.

We apply trait activation theory as an overarching framework to examine how an affective between-person difference is expressed via intrinsic motivation and network building and is, at the same time, perceived and valued by employers on LinkedIn.

This investigation endeavors to examine the routes by which environmental–social–governance (ESG) performance influences the competitive landscape for logistics enterprises, with a particular emphasis on the function of digitalization in this complex process. The research underscores the significance of the ESG context in the realm of digitalization, providing valuable insights into its impact on the overall competitiveness of logistics enterprises.

This research gathers information from a total of 90 logistics enterprises that are publicly traded on the Shanghai and Shenzhen A-share stock markets for analysis and model testing. Due to the multiple pathways of influence and the constrained size of the sample, it has been decided that the Piecewise structural–equation–modeling (SEM) approach will be employed.

The research reveals that ESG factors positively impact enterprises' competitiveness (EC). The augmentation of competitiveness is attributed to the moderating role of green technology innovation (GTI) and agency costs between ESG and EC. In the context of digitalization, the level of digitalization of logistics enterprises may create a capital squeeze effect on environmental performance, weakening competitiveness. Conversely, the level of digitalization positively regulates the promoting effect of governance performance on competitiveness.

This research provides a sound theoretical foundation for understanding how ESG contributes to boosting the competitiveness of Chinese logistics enterprises and extends the application of Piecewise SEM in the research field of logistics enterprise competitiveness. Furthermore, it offers a practical pathway for companies to implement ESG practices and foster competitiveness in digital environments.