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As companies start using virtual reality (VR) for managing their workforce, it's important to think about the rules and morals involved. This book chapter looks closely at the legal and ethical aspects of using VR in human resource management (HRM). It examines the rapidly developing field of VR technology in HRM, emphasising the complex moral and legal issues it raises. VR is rapidly transforming human resources (HR) practices by providing innovative recruitment tools, remote collaboration platforms and immersive training experiences. However, at the same time, VR presents important concerns about discrimination, privacy and consent. Using case studies, ethical guidelines and regulatory frameworks as resources, this chapter breaks down important factors that businesses using VR in HR scenarios need to take into account. It also governs about the ethical questions, such as fairness, diversity and making sure that the employees feel respected. It explores how VR might create biases or unfairness in hiring or evaluating employees. It deliberates legal issues like keeping personal data safe, respecting intellectual property and following employment laws. Furthermore, it explains how VR can be used to monitor employees or train them and the ethical questions that come with it.

In short, this book chapter stresses the importance of considering both legal rules and ethical principles when using VR for HRM. By doing so, companies can benefit from VR while making sure they treat their employees fairly and respectfully.

This inquiry extends the discourse on job satisfaction and employee referral. It aims to examine the moderating effects of perceived business outlook and CEO approval in the dynamics of job satisfaction and employee referral. A model predicting job satisfaction and employee referral through the lens of Herzberg’s two-factor theory is developed and tested.

To remedy the overreliance on self-reported surveys, impeding generalization and representativeness, this study uses large evidence from 14,840 voluntary disclosures of US employees. A structural equation modeling technique is adopted to test the hypotheses.

The inherent robust path analysis revealed intriguing findings highlighting culture and values as exerting the most substantial positive impact on job satisfaction, while diversity and inclusion played a relatively trivial role. Moreover, employees’ view of the firms’ outlook and their approval of the incumbent CEO were found to strengthen the job satisfaction–referral nexus.

The study revisits the relationship between job satisfaction and employee referral by capturing the moderating effects of perceived business outlook and CEO approval. We believe that this investigation is one of the first to capture the impact of these two pivotal factors.

Schools provide high priorities to offer innovative curricular and cocurricular programs, and leaders make necessary efforts to promote enablers and overcome disablers for sustaining their innovativeness. With the background of quality management and stakeholder theories, the present study examines the interplay of hindrances to quality between empowering leadership, stakeholder involvement and organizational innovativeness.

Responses of 157 American school principals collected through the Teaching and Learning International Survey 2018 by the Organization for Economic Cooperation and Development were used and analyzed to test the proposed hypotheses.

Results show that empowering leadership behaviors of school principals support promoting organizational innovativeness, and involvement of stakeholders with the school activities also promotes organizational innovativeness. Interestingly, when American schools faced a high level of hindrance to providing quality education to their students, principals’ high level of empowering leadership behaviors promoted organizational innovativeness.

This is the first time in the literature that the interplay between empowering leadership, stakeholder involvement and hindrance of quality education has been examined to promote organizational innovativeness.

The study explores the mechanism between employee demand–ability fit and promotability ratings. Moreover, we examine whether political skill moderates the relationship above.

The present study received 260 effective supervisor-rated questionnaires from various industries in Taiwan.

The results reveal that employee demand–ability fit positively relates to promotability ratings, and task performance mediates the above relationship. In addition, political skill positively moderates the relationship between employee demand–ability fit and task performance.

We used the supervisor rating for our variables to test the hypotheses.

The implementation of sustainable corporate policies and practices requires that employees engage in green behavior. Understanding the drivers of employee green behavior (EGB) is a fundamental research question. This paper aims to extend the scholarship on the micro-foundations of EGB by examining workplace greenery as an antecedent of EGB.

Drawing from theories in environmental psychology (biophilic design, well-being and nature relatedness [NR]), the paper studies the mediating role of well-being and the moderating role of employee nature-relatedness in a three-wave panel study, conducted nine months apart in a sample of white-collar workers.

Workplace greenery influences the green behavior of employees; whereas the effect is direct for employees with low NR, for employees high in this trait the effect is mediated by well-being.

Workplace greenery emerges as a practical environmental cue that contributes to achieving the environmental goals of the company reducing its environmental impact. Organizations may consider investing in creating greener workspaces as it implies a double dividend: for employees with stronger environmental identities, these plants enhance well-being and indirectly foster green behavior, but it will encourage green behavior in employees without such an identity.

The insights provided about the complex interplay between workplace greenery, NR, well-being and environmental behavior can guide the development of targeted and more strategic workplace interventions that foster greener and happier employees and organizations.

This study contributes to the micro-foundations of EGB in three ways. First, it reveals that workplace greenery, an under-researched organizational factor, may be used as a cultural artifact to promote green behavior among employees. Second, it enriches the authors’ understanding of the psychological mechanisms leading to EGB. Finally, it expands on the individual determinants of EGB, underscoring the importance of considering NR in green human resource management.

Organizational pursuit of sustainability in multi-tier supply chain systems operating in unpredictable environments is often associated with the emergence of paradoxical tensions. This study aims to summarize and synthesize existing literature on managing various paradoxical tensions in supply chains (i.e. sourcing, making, delivering and reverse logistics) as organizations pursue sustainability transformation. It also strives to motivate new academic research inquiry into developing responses to sustainability paradoxes.

The study draws on a systematic literature review of 73 papers from the Web of Science database selected at the intersection of paradox, sustainability and logistics/ supply chain management (SCM). Applying paradox theory as a guiding lens, we investigate organizational strategies, practices and capabilities described in the literature to navigate sustainability paradoxes in supply chains.

The results assert that the success of sustainability transformation will depend on an organizational ability to recognize, accept and navigate paradoxical tensions in one's supply chain. This requires developing the dynamic capabilities of paradoxical leadership, strategic agility, innovativeness, collaboration with contextualization and governance. Successful sustainability transformation is not reliant on finding an optimal, final design but rather the continuous balancing of tensions inherent within or across the organizations that make up one's supply chain.

The research offers an integrative conceptual framework to guide organizations in navigating sustainability paradoxes in supply chains, embracing strategic, practice and capability levels. It also outlines opportunities for future research inquiries connected to this framework that are needed to build additional insight for addressing paradoxical tensions related to the pursuit of sustainable supply chain management.

This study takes a dynamic capabilities approach to navigating paradoxical tensions in pursuit of sustainable supply chain management.

In the fast-changing marketing landscape, businesses are becoming more dependent on data-driven methods to obtain a competitive advantage. Proficiency in data engineering is necessary to gather, manage, and evaluate vast volumes of data in an efficient manner. This chapter discusses the crucial role that data architecture plays in the execution of data-driven marketing strategies. It delves into essential elements such as integrating data, change, and storage, highlighting their significance in maximizing marketing efforts. This chapter also addresses the opportunities and challenges associated with information technology (IT) in the marketing domain, stressing the significance of flexible and sustainable solutions. Organizations can maximize the economic significance of their marketing data by comprehending and employing sophisticated data engineering methodologies, which leads to more informed decision-making, better customer experiences (CXs), and, ultimately, enhanced business success.

This study aims to introduce a conceptual framework that links gender microaggressive experiences at the workplace to women’s propensity to quiet quit.

Using conservation of resources theory and social exchange theory this study develops a conceptual framework to explain women employees’ quiet quitting (QQ) behaviour when they experience gender microaggressions (GM) in workplaces.

The conceptual framework provides a comprehensive understating of antecedents to QQ behaviour of women employees. Affective commitment is identified to mediate and supervisory support to moderate the relationship between QQ and GM.

To the best of the authors’ knowledge, this is the first study to examine the QQ process through a gendered lens.

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.

Given the sudden disruption caused by COVID-19, knowledge sharing between organizations has become a meaningful way to improve supply chain resilience. However, there is still a lack of in-depth research on how to reduce the threat to knowledge sharing caused by increased levels of relational risk. With the emergence of new digital technologies, whether blockchain governance can control relational risk and replace traditional relational governance remains to be demonstrated.

This study uses a cross-sectional survey approach in which quantitative data are collected from 300 participants from Chinese manufacturing enterprises to test the hypotheses.

The results show that relational and blockchain governance can significantly and complementarily reduce the level of relational risk in knowledge sharing. When the relational risk is at a low, medium or high level, the best matches of relational and blockchain governance are low-level relational governance–low-level blockchain governance, high-level relational governance–low-level blockchain governance and high-level relational governance–high-level blockchain governance, respectively.

The findings of this study have important practical implications for manufacturing enterprises in terms of how to choose reasonable governance modes to manage relational risk behaviour according to different relational risk levels to better understand the positive role of knowledge sharing in supply chain resilience.

The antecedent variables of knowledge sharing in previous studies are based on transaction cost theory or relational theory and have not moved beyond the original theoretical framework. This paper addresses this limitation, puts knowledge sharing in the academic context of digital technology, considers blockchain governance into the process of relational risk-knowledge sharing and defines blockchain governance, which is a novel approach in the supply chain resilience management literature.