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This paper aims to explore how teaching activities can enhance the professional identity of master’s students as they explore careers.

The data were gathered through qualitative semi-structured interviews with 57 participants, 2nd-year master’s program students from a Russian business school, shortly before graduation.

The research results reveal a lack of reflection on professional identity and introspection through personality traits among master’s program students. This insight is vital for strengthening students’ professional identity in higher education, emphasizing the importance of reflection. Furthermore, our research underscores the idea that business schools should prioritize career-related courses to bolster the student’s professional identity. These findings provide a new perspective on the role of professional identity in career development, enlightening the field of management education.

Understanding the professional identity and career strategies of young people is crucial. It equips educators, employers and policymakers with the necessary guidance and teaching activities to prepare students for their professional journey. This study provides practical insights that can be directly applied in management education, ensuring that students are well-prepared for their future careers. We suggest using the concept of an intelligent career and three interdependent competencies (“ways of knowing”) reflecting why, how and with whom people work to develop course matriculation and teaching activities.

This study contributes to a better understanding of the students’ professional identities and identifies teaching activities that could be considered in management education.

The purpose of this article is to illustrate an emerging typology that theoretically links work values with personal values and to provide evidence of construct validity for this typology.

A hypothesis was developed that four types of work values – intrinsic, extrinsic, prestige and affective – underlie the relative importance that individuals place on aspects of work. Evidence of construct validity was provided using triangulation analysis. Data from three different samples in Japan were analysed with three different techniques; exploratory factor analysis (N = 229), hierarchical cluster analysis (N = 244) and smallest space analysis (N = 203).

The results demonstrate acceptable internal consistency and a coherent structure that fits the theoretical model across methods and samples. These findings lend strong support to the use of the intrinsic, extrinsic, affective and prestige typology for studying work values. This will hopefully encourage field scholars to adopt the typology in future values-based explorations in the context of work.

The study adds to the emergent literature in business research that stresses the importance of triangulation analysis to enhance the reliability and validity of findings. In this sense, it is an innovative paradigm of a multiple triangulation approach, which combines both data and within-method triangulation. The methods employed covered – for the first time – all commonly applied techniques for exploring the structure underlying the data and provided inductive, deductive and spatial evidence to corroborate the observed structure of work values.

This study aims to examine if relational attachment could be considered as a mediator in the relationship between social support and career regret. The theoretical framework is based on Kahn’s (2007) work on meaningful connections.

The authors used a three-part survey for data collection, spread over two months from 368 employees for co-worker social support and 324 employees for supervisor social support working in different sectors in India.

The results indicate that for co-workers, relational attachment acts as a mediator between instrumental support and career regret; but for personal support, the mediation effect is absent. However, instrumental support is not directly related to career regret. Notably, in case of social support from the supervisor, there does not seem to be any mediation effect for personal or instrumental support. But social support is related to career regret for both categories of support.

The authors contribute to literature that examines the mechanism, driving social support and career regret. By understanding how these factors interact and impact one another, researchers can develop interventions and strategies to help individuals navigate career decisions, improve their personal relationships and increase their access to social support. Ultimately, this research can lead to improved well-being and career satisfaction for individuals. As the sample is generalized, there is scope to examine if the relationships differ based on the work structures and idiosyncrasies of the industries.

This study examines the unmapped mechanism that mediates the social support and career regret relationship, and in the process, provides new directions for research.

The purpose of this study is to review the overall trends in diversity, equity and inclusion (DEI) research in the management field.

We performed a scoping review to comprehensively understand how DEI research has been conducted and to inform future research and practices in the management field. We reviewed 725 articles published from 1976 to 2022 in SSCI-indexed management journals. We examined publication profiles (number of articles and research focus), publication tendency (journals and years), chronological publication trends, work environments (traditional vs remote/virtual work settings) and dimensions of DEI, including age, gender, race and culture.

We identified six common DEI research themes: (1) DEI management and practice, (2) perspectives on DEI, (3) team/group diversity, (4) DEI conceptualization, (5) leadership for DEI and (6) DEI climate. Finally, discussion, implications and recommendations for future research are presented.

Our research provides a comprehensive outline of the DEI research and suggests future directions to contribute to and advance knowledge on DEI in the management field.

The current study explores the linking mechanisms and conditional processes underlying the relationship between proactive work behavior (PWB) and work-life conflict (WLC), and the mediating role of rumination. Based on the conservation of resources theory, we hypothesized that PWB is a resource-consuming activity that increases emotional and cognitive strain by making one ruminate (demarcated as reflection/reflective pondering and brooding), which in turn, results in work-to-life conflict.

Multi-phased data was obtained from 244 working Indian adults who were working full-time in organization across India. Data was analyzed using structural equation modelling, using SPSS (v.26) and AMOS (v.23).

Overall, empirical data supported our model. Our finding indicates that PWB impact WLC, mediated through rumination (reflection and brooding) differentially. Brooding mediated between PWB and WLC (p < 0.001). Reflective pondering had a negative influence on WLC, and also had a negative indirect impact between PWB and WLC (p = 0.022).

Our study adds on to the research on the negative outcome of proactive work behavior (i.e., causing work-to-life conflict). Additionally, our study also explores the indirect pathway of proactive work behavior that impacts work-life conflict, through rumination. We further demarcated between the two types of rumination, viz., reflective pondering and brooding, and established that they have different influences on this relationship between PWB and WLC.

Employees are driven and motivated to exercise knowledge-based resources as a result of leadership. Therefore, this study aims to examine the effect of authentic leadership on organizational commitment and tacit and explicit knowledge-sharing behaviors in Saudi non-profit organizations (NPOs). The study also aims to explore authentic leadership’s direct and indirect impact on tacit and explicit knowledge-sharing behaviors via organizational commitment.

The study used a quantitative research design by distributing a survey questionnaire among 415 employees. A total of 300 responses were collected during the survey questionnaire data collection.

The results showed that authentic leadership significantly and positively influenced organizational commitment and tacit and explicit knowledge sharing. Additionally, organizational commitment significantly and positively mediated the relationship between authentic leadership and tacit knowledge sharing, and there was partial mediation. However, organizational commitment failed to mediate the relationship between authentic leadership and explicit knowledge sharing.

The management of Saudi NPOs should focus on developing knowledge capital resources for employees who work in an organization to get a competitive advantage.

The study made a novel contribution that the Saudi NPOs should promote tacit and explicit knowledge-sharing but focus more on explicit knowledge sharing.