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Drawing from the human resource management (HRM) literature and framed with self-determination theory, this article seeks to investigate the impact of a hybrid system of HRM, characterized by the integration of practices from high-involvement work systems (HIWS) and high-compliance work systems (HCWS), on employee well-being in China.

We hypothesize there is a positive relationship between the hybrid system and employee well-being, mediated by the satisfaction of basic psychological needs as proposed by self-determination theory. To test these hypotheses, we conducted a cross-sectional survey involving 337 employees from both an agricultural company and a bank in China.

Our dataset provides support for the hypotheses, indicating that hybrid human resource (HR) systems positively relate to employee well-being, with a positive association with work engagement and a negative association with emotional exhaustion. Furthermore, our findings reveal that this relationship is mediated by the satisfaction of basic psychological needs.

This paper contributes to the HRM literature in three significant ways. First, it explores the hybrid HRM system, which integrates high-involvement work systems (HIWS) and high-compliance work systems (HCWS), enhancing the theorization of HRM in a more comprehensive manner. Second, it utilizes self-determination theory (SDT) to illuminate the underlying mechanisms connecting hybrid HRM to employee well-being – a topic that has received limited attention in prior research. Lastly, we operationalize employee well-being by examining both work engagement and emotional exhaustion, thereby offering a comprehensive understanding of its multidimensional nature.

Women often face multiple challenges when they are involved in the business. Their situation is even more complex in the family business setting, where multiple family and non-family stakeholders may challenge their legitimacy as a business leader. However, while some women remain invisible, others are able to become legitimate leaders in the family business. This study explores the circumstances that enable women to become legitimate and successful leaders in family businesses embedded in patriarchal contexts.

Considering that our research question is aimed at exploring the determinants of legitimacy of women in the family business, we employed a qualitative research approach using multiple case studies. Data were collected through interviews, secondary sources (internal documents and websites), conversations and observations. Semi-structured interviews were conducted separately with three or four respondents from each firm.

This study finds that women can have a legitimate “professional” role when they are involved in the business early, when they have outside work experience, when they are provided with equal opportunities for learning and development compared to their male siblings and when they are provided with adequate mentoring opportunities from women role models.

This study makes several contributions to the study of gender dynamics in family businesses by unpacking the determinants of women’s legitimacy as leaders in family businesses. This paper also expands on the typologies that Curimbaba (2002) provides, while the typology identifies the different roles that women can play in a family business (i.e. invisible, anchors or professionals), it does not clearly delineate why some women are considered legitimate professional leaders, while others are treated as invisible or anchors. Additionally, this study offers novel insights coming from a patriarchal non-developed context, Colombia.

Integrated care (IC) improves patient outcomes, patient and provider experiences and healthcare costs. Still, education and interprofessional experiential training in IC is limited. There is a lack of studies examining current practices, perceptions and barriers to implementing IC training. Specifically, no studies to date assess training and practice across multiple health professions and roles (student/faculty/clinicians) within an academic medical institution or university, a gap this study sought to address.

This cross-sectional study examined current clinical and training practices, attitudes about IC and barriers to IC practice, learning and training through a survey distributed to faculty, clinicians and students (n = 220) in nine departments of health professions within a large academic health system.

The majority of respondents reported that activities promoting IC occur often, including consultation with other professions in patient care settings, incorporation of IC concepts into teachings and interprofessional learning opportunities. Respondents endorsed willingness to practice IC, high perceived benefits of IC on patient outcomes and cultural benefits of IC. The most strongly endorsed barriers were related to resources and organizational culture. Knowledge barriers were not strongly endorsed.

In the most comprehensive study of attitudes toward IC to date, clinicians, students and faculty alike endorsed favorable attitudes about IC, supporting the acceptability of incorporating IC education and training into curricula. IC is seen as enhancing experiences, competence and professional marketability of providers-in-training, indicating it is a desired focus of future practice for many healthcare providers.