Search results

This paper aims to address the concern that humans are experiencing unprecedented, rapidly changing conditions, in part exacerbated by a recent pandemic, digitization and ongoing wartime.

A paper that seeks to address what the authors are calling the “Educational Malaise”. The authors achieve this through a conceptual and theoretical exploration of the social nature of human beings and learning in the context of readings of human nature, and moral and rational powers.

It is proposed that education should be designed to empower learners to meet the demands of rapidly changing conditions. The ability to adapt is of primary importance for meeting the demands of the changing world, and the “Self-Directed Flourishing” meta-framework can help educators to meet this challenge.

Using conceptual and theoretical lenses, in this paper, the authors identify some core problems with traditional pedagogies in formal education and advance a person-centred, humanistic approach to pedagogy. The authors advocate for a new meta-framework for educators: “Self-Directed Flourishing”. The authors propose placing co-creation, courage and conceptual insight at the heart of educational policies and practices, which the authors suggest will nurture a dynamic, adaptable and ethical microculture for human flourishing in 21st-century education and beyond.

Integrating social comparison and social identity theories, this study aims to examine students’ emotional and behavioral responses to the use of ChatGPT in academic settings, focusing on intrinsic motivation, dissonance, envy, schadenfreude and artificial intelligence (AI) usage intentions.

The research design consisted of two sequential survey-based studies with undergraduate business students. Study 1, analyzed with SmartPLS, measured students’ intrinsic motivation, cognitive engagement, dispositional envy, emotional dissonance and schadenfreude experienced in response to academic dishonesty related to ChatGPT. Study 2 explored the motivations behind students’ future use of AI tools, examining ethical considerations and emotional responses.

Study 1 determined that higher levels of cognitive engagement reduce dissonance and envy among highly motivated students. Nevertheless, driven by cognitive engagement, dissonance and envy, it was established that highly motivated students experience schadenfreude when others are caught misusing ChatGPT. In contrast, low-motivated students only feel schadenfreude as a product of dissonance and envy. The focus of Study 2 was on the adoption of ChatGPT. Results indicate that future usage is driven by ethical considerations for highly motivated students, whereas less dissonance is key for low-motivated students.

The study’s originality lies in its exploration of schadenfreude in the context of AI use among students, highlighting how cognitive engagement and motivation influence emotional responses. Drawing on social comparison and social identity theories, it sheds new light on the dynamics of academic integrity and the emotional landscape surrounding AI tools like ChatGPT, thus filling a research gap in understanding student behavior and perceptions in higher education.

This study aims to investigate the nuanced relationships between protean career attitudes, job crafting and turnover intentions, shedding light on the mediating role of job crafting and the conditional influence of intrinsic career motivation.

A survey was conducted with 406 full-time Thai employees and analyzed structural equation modeling to test the hypotheses and PROCESS Macro 4.0.

Protean career attitudes were found to have a positive relationship with job crafting, which suppress employees’ intention to quit the current job. Job crafting fully mediates the relationship between protean career attitudes and turnover intention. Moreover, intrinsic motivation strengthens the effect of protean career attitudes on job crafting.

This study emphasizes the managerial benefits of fostering adaptable career attitudes, encouraging job crafting and improving productivity, which positively impacts both individuals and the organization.

This study significantly enriches the existing literature by integrating the frameworks of protean career attitude and turnover intention through the lens of job crafting and self-determination theories, offering valuable insights for both academia and industry.

The current landscape of management scholarship faces criticism for prioritising theoretical development over practical relevance, leading to a disconnect between academic research and industry practices or applications. By exploring Pavitt’s work, the authors aim to highlight the importance of contextual understanding in innovation processes and to advocate for recognising diverse scholarly contributions that challenge established norms. A pragmatic theorist and mentor to a whole generation of innovation science and policy scholars worldwide, especially in Europe, Keith Pavitt left a legacy that is insufficiently acknowledged. Ultimately, this paper seeks to bridge the gap between theory and practice and to defend an innovation management that is responsive to contemporary organisational challenges.

The authors review the most relevant works by Keith Pavitt as a practitioner and as a “pragmatic theorist” and his network of author relationships, including all papers, special issues and reports published after his passing. Then, the authors discuss how those seminal papers or reports have been used and could be used in the future. This paper argues for a balanced approach that integrates rigorous academic inquiry with practical insights, emphasising the contributions of Keith Pavitt as a pioneering figure in Innovation-as-Practice.

The authors highlight that much of the current understanding of science and policy of innovation can be traced back to Pavitt’s work and that many future debates about technology could be enhanced by considering his findings. He has the stature of a parental figure, and his taxonomy, based on practice and empirical data, much like other management analysis tools, is widely used but not widely recognised yet, especially by industry managers or employees.

This paper sheds new light on an unacknowledged transdisciplinary pioneer, whose work is situated at the intersection of theory and praxis in Innovation Management: Keith Pavitt. It also advocates for a more transdisciplinary and circumstantial historical approach to management scholars.

The purpose of this paper was to examine the effect of CEO tenure, gender, age and education on corporate social responsibility (CSR) performances, notably their societal and environmental commitment.

The paper checks the hypotheses on the relationship between CEO demographic characteristics and CSR categories. Feasible Generalized Least Square was performed on a sample of 215 European firm-year-observations indexed on STOXX Europe 600 Index from 2014 to 2021.

Results provide strong evidence that CEO characteristics are significantly and positively associated with corporate social and environmental performance. The findings specify that CEOs in their early years of service and firms led by female CEOs invest more in social and environmental activities. The authors also found that older CEO age and higher educational level are positively related to CSR categories.

Drawn on upper echelons theory, this study suggests that strategic environmental and social decisions in the firm are significantly influenced by the CEO’s demographic characteristics.

This paper provides a comprehensive picture by inculcating different CEO characteristics and CSR categories (product responsibility, community and human rights, emission reduction, product innovation and resource reduction) in European companies.

This study aims to conduct a systematic literature review on the Broaden-and-Build theory (BBT) in marketing to consolidate its applications, examine its impact on consumer behavior and outline directions for future research.

Using the theory, context, characteristics, methodology framework, the authors analyzed 75 peer-reviewed articles from Scopus spanning 2000–2023. This review categorizes BBT’s integration in marketing, examining methodological trends, variable relationships and domain applications to reveal current research gaps.

Results indicate a growing integration of BBT in consumer behavior research, identifying six key application categories (e.g. brand loyalty and digital engagement) and eight recurring themes (e.g. cognitive broadening and resource-building). The findings show that, although BBT’s focus on positive emotions is established in traditional marketing, gaps remain in digital marketing, sales and tourism/hospitality, especially regarding BBT’s unique cognitive and resource-building effects on consumer engagement.

This review’s focus on English-language, peer-reviewed sources may limit comprehensiveness.

This study offers actionable strategies for marketers to apply BBT, suggesting the design of emotionally resonant campaigns that enhance digital engagement, foster brand loyalty and maximize consumer well-being.

This paper maps BBT’s underexplored domains in marketing, emphasizing its theoretical and practical applications. It uncovers the relationship between positive emotions and consumer engagement, demonstrating how BBT can inform effective marketing strategies in areas such as digital engagement and brand loyalty, thus offering a roadmap for future research.

The Q method is an inherently mixed-method approach suitable for tackling issues regarding theory, conceptualization and operationalization in the social sciences. Nevertheless, the application of this method in organizational behavior (OB) studies is still limited. This paper aims to delineate to what extent, regarding what topics, and in what ways the Q method has been applied in OB studies. Moreover, it aims to systematically explore the strengths and weaknesses of this method for the OB field.

We present a systematic literature review of 47 studies employing the Q method in OB research.

There is an upward trend in the application of Q in OB research. The studies in our sample address the following OB topics: Human resource management (HRM) (14), leadership (10), group decision-making (6), collaboration (4), culture (9) and organizational change and development (4). We describe how Q is used in a wide variety of ways.

This study shows how performance-oriented organizations can benefit from the Q method as a managerial diagnostic and intervention tool in organizational change and development and in human resources management.

To the best of the authors’ knowledge, this is the first systematic literature review on the Q method that spans the field of organizational behavior across topics and research levels, including the individual, team and organizational levels.

The study aims to explore the complexities and challenges of measuring social impact, with a particular emphasis on the practical application of the social return on investment (SROI) methodology. By investigating social enterprises in Georgia, the study seeks to understand how social value is quantified and the implications of such measurements for policy and practice.

This study uses a mixed-methods approach, centered on the SROI methodology, to measure the social impact of 11 social enterprises in the Republic of Georgia. It incorporates qualitative interviews and quantitative financial analysis, engaging stakeholders from enterprises, beneficiaries and local authorities. The methodology adapts SROI to the Georgian context, addressing challenges such as data scarcity and cultural sensitivity.

Findings reveal significant challenges in social impact measurement, including the complexity of quantifying diverse impacts, lack of standardized methodologies and resource constraints. The application of SROI in Georgia demonstrates its flexibility and the critical role of stakeholder engagement, yet underscores the need for context-specific adaptations and rigorous data collection.

The study is limited by its geographic focus on Georgia, which may affect the generalizability of findings. In addition, the reliance on stakeholder-reported data introduces potential biases. These limitations highlight the necessity for broader, cross-cultural studies and methodological advancements in social impact measurement.

The study offers practical insights for organizations implementing SROI, emphasizing the importance of stakeholder engagement, cultural sensitivity and adapting methodologies to local contexts. It suggests strategies for overcoming data limitations and enhancing the credibility of social impact assessments.

The research underscores the transformative potential of social enterprises in addressing societal challenges. By quantifying social impact, organizations can better articulate their contributions to societal well-being, informing policy decisions and fostering a culture that values social over mere economic returns.

This study contributes to the literature on social impact measurement by detailing the application of SROI in a novel context – Georgia. It addresses a significant gap in understanding how social impact can be measured in transitional economies and offers valuable insights into the methodological and practical challenges involved.

This study aims to build on social comparison theory to develop a theoretical model of leader–member exchange (LMX) relationship to workplace ostracism through perceived organizational status by coworkers and envy. This study further proposes that warmth and competence may potentially moderate these two indirect effects.

This study tested the hypotheses in a battery manufacturing company located in South China by a survey of 216 employees organized in 55 work teams, using different sources. Additionally, the authors conduct two online vignette experiments to test this study’s mediation, proving the causality.

The authors found that high-level LMX leads to both envy and perceived organizational status by coworkers, which results in a mixed blessing on workplace ostracism toward the employee with high-level LMX. The focal employee’s warmth and competence moderate these indirect relationships.

The authors use LMX to explore antecedents of workplace ostracism and explain how and when these focal employees suffer workplace ostracism from their coworkers. The authors extend the research on LMX by examining the interpersonal risk of being a focal employee. The authors discover two critical boundary conditions – warmth and competence.

This study suggests that it is important to balance the level of the differential LMX; appropriately endorsing other members is a good way to avoid eliciting envy and opposition. Meanwhile, person-oriented citizenship behaviors such as demonstrations of concern or help may shortly build up an employee’s warm impression on their coworkers.

By discovering the bright and dark sides of LMX, this paper has the potential to advance theories on LMX and workplace ostracism. Therefore, the authors believe the current research will have an important impact on relevant research in the future.