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This paper specifically aims to examine how (via which activities, methods and capabilities) organizations’ management deploy Artificial Intelligence (AI) systems to address underperformance. Five mitigation strategies/recommendations are introduced to manage the challenges and facilitate greater efficacies in changing organizations.

This paper conceptually synthesizes 47 articles, thematically reports and critically analyzes the AI–HRM–managerial decision-making relationship in changing organizations and discusses the impacts.

The results highlight three significant challenges and opportunities for changing organizations: (1) job performance challenges, (2) organizational performance challenges and HR and (3) collaborative intelligence opportunities.

The paper’s originality lies in addressing the current lack of a theoretical framework guiding HRM and AI experts on the managerial and strategic capabilities needed to address underperformance and their impacts in facilitating collective efficacies in human–AI collaboration in changing organizations. By further capturing an innovative HR Framework’s (1) human, (2) AI, (3) employees’ well-being, (4) jobs and (5) organizational performance, and its five key managerial recommendations/strategies, this paper develops two concepts: “technological servitization” and “re-ontological in-securitization” to advance theory in Managerial Psychology regarding the unintended/paradoxical consequences of managements’ AI-driven organizational performance interventions, including meaninglessness in organizations.

For sustaining a competitive advantage in the integrated world economy, it has become imperative for family firms to internationalise their operations in overseas markets. However, despite the growing set of literature, results are still inconclusive with respect to family firms’ internationalisation. Thus, this study aims to address this gap by systematically reviewing 142 articles (1991–2019) to help researchers in identifying and unfolding the unexplored themes in the underlying area.

For systematically reviewing articles, the study uses a three-step methodology following PRISMA guidelines, bibliometric analysis and thematic analysis. Descriptive statistics of 142 research articles are obtained through bibliometric analysis while thematic analysis is carried out to create themes or clusters of various factors relating to family firms’ internationalisation.

The current review uncovers the evolving trends in the research streams, most productive authors, top journals and articles, co-citation analysis, as well as the major themes surrounding the family firms’ internationalisation literature. Results from bibliometric analysis indicate that family firms’ internationalisation is an upcoming research area. Also, the review indicates an opportunity for scholars from developing nations to make significant contributions in the underlying research stream.

Results from bibliometric and thematic analysis will help academicians and researchers in accumulating a holistic understanding relating to family firms’ internationalisation and understanding the upcoming trends in family firms’ research, thereby guiding the future research scope. Also, it will assist the family firms’ leaders and managers in understanding the important dynamics in overseas markets and various factors to be considered while planning their internationalisation.

Undertaking a systematic literature review presents readers with a state-of-the-art understanding of the underlying research topic. To the best of the knowledge, to date, the study is the first to conduct the review of literature through bibliometric analysis with the help of R Studio software in the field of family firms’ internationalisation. Also, the study is the first to review more than 100 research articles in the underlying area. Finally, the study proposes a comprehensive framework integrating the major themes and facets relating to family firms’ internationalisation.

Family firms' desire to preserve and uphold socioemotional wealth (SEW) makes their internationalisation a complex phenomenon. Despite the significance of SEW in guiding family firms' internationalisation decisions, the literature in the underlying research stream is still scant and inconclusive. Thus, the purpose of the study is to gain preliminary insights about various dimensions of SEW and its impact on family firms' degree of internationalisation.

The study employs the multi-case study research design. The multidimensional SEW scale developed by Berrone et al. (2012) is used to calculate the SEW scores for four prominent Indian family businesses through the content analysis of Chairman's Statements for a period of 13 years (2007–08 to 2019–20). Further, the study examines the relationship between SEW and family firms' degree of internationalisation through two non-parametric tests: Somers' D and Kendall-Theil regression.

The results reveal the prevalence of various dimensions of SEW in family businesses. They also indicate that different FIBER dimensions are prioritised differently in family businesses. Finally, the authors observe that there exists a negative relationship between SEW and internationalisation of family businesses, indicating that SEW hinders the internationalisation of family firms.

The study lends to the readers, the understanding that SEW plays a significant role in the internationalisation of family firms; thus, some modification might be needed in the existing international business theories in order to explain the role of peculiar family characteristics in the internationalisation decisions of family firms. Further, since SEW hinders the internationalisation of family firms, it raises a question for researchers and family business leaders: Do family firms need to work on their socioemotional ties to avoid making suboptimal decisions?

The study is a response to the call by Cleary et al. (2019) to utilise the results of content analysis of SEW in determining its impact on the family firms' external events. Majority of the studies are still using univariate measures (e.g. percentage of family ownership) to capture SEW. However, this study attempts to calculate the SEW scores of the family firms along these FIBER dimensions through content analysis. This helps in scrupulously capturing the impact of SEW in the internationalisation of family firms.

The purpose of this paper is twofold: first is to map and analyse prominent contributions, current dynamics, patterns, gaps and research prospects in the field of workplace incivility (WI); second is to provide a coherent theoretical research framework for future research.

This study adopts a two-step analysis approach by combining bibliometric analysis and systematic literature review to explore the research topic of WI, besides, using multiple methodologies including bibliometric, network and content analyses.

This study found that L. M. Cortina and M. S. Hershcovis are the top two most influential authors among all authors in the sample publications. Journal of Occupational Health Psychology is one of the top-ranking journal that often publishes this topic of articles. USA and The Bowling Green State University are the most influential country and institutions, respectively. Besides, burnout and retention are also common keywords were identified based on keywords co-occurrence map, showing that WI has a major impact on burnout and employee retention. Based on the above analysis, this paper constructed a theoretical research framework of WI.

This paper only draw data from one database—Scopus—which cannot provide broad coverage of the research topic. WI research trends and trajectories may be assessed to enable academics and practitioners better understand the current and future trends and research directions. Future studies in this field might use the findings as a starting point to highlight the nature of the topic.

This study is the first to use an systematic literature review (SLR) to evaluate the association between WI and other organizational behaviour. The study contributions are fourfold, extending the work and overcoming the methodologies of prior research that only focussed on characteristics of incivility in nursing. In addition, this paper presents an in-depth analysis of this topic and provides a comprehensive theoretical research framework for future study.

Intervention of artificial intelligence (AI) has brought up the issue of future job prospects in terms of the employability of the professionals and their readiness to harness the benefits of the AI. The purpose of this study is to recognize the implications of AI on employability by analyzing the issues in the health-care sector that if not addressed, can dampen the possibilities offered by AI intervention and its pervasiveness (Cornell University, INSEAD, and WIPO, 2019).

To get an insight on these concerns, an approach of total interpretive structural modelling, cross impact matrix multiplication applied to classification and path analysis have been used to understand the role of the critical factors influencing employability in the health-care sector.

This study primarily explores the driving-dependence power of the critical factors of the employability and displays hierarchical relationships. It also discusses measures which, if adopted, can enhance employability in the health-care sector with the intervention of AI.

Employability also has an impact on the productivity of the health-care service delivery which may provide a holistic opportunity to the management in health-care organizations to forecast the allocation and training of human resources and technological resources.

The paper attempts to analyze AI intervention and other driving factors (operational changes, customized training intervention, openness to learning, attitude toward technology, job-related skills and AI knowledge) to analyze their impact on employability with the changing needs. It establishes the hierarchical relationship among the critical factors influencing employability in the health-care sector because of the intervention of AI.

This study/paper aims to create an understanding on how a firm develops dynamic capabilities in new strategic dimensions. Innovation in organizations is not an exclusive domain of large firms. Family-owned and -managed firms have aggressively integrated innovation. Focussed orientation towards product innovation combined with innovative capability and high levels of owner-manager motivation has helped translate technology-based family businesses into highly profitable and competitive ventures. Microlit, is a liquid handling product manufacturer producing high-quality, high-tech, cost-effective, single and multichannel micropipettes. Founded in 1988, by brothers Ajay and Atul Jain, it is based in Lucknow, Uttar Pradesh, India. The key contributor to the firm’s success has been its strong customer-oriented product designs. The challenge lies in development of dynamic capabilities to gain competence in new strategic dimensions? Would the firm be able to leverage its innovation drive?

The case is based on primary and secondary testing of the case several times and filling the case gaps during the process. To authenticate information, multiple sources of information have been used.

Dynamic capabilities are essential for a firm’s growth. The challenge is in continuously harnessing and managing it within a family business.

The findings are based on observations of one company and research carried through secondary sources, which may limit the theory creation.

An enterprise largely competes on the basis of available talent, knowledge, competency and capability. Therefore, knowledge must be managed, and especially, from tacit to explicit.

The case is original with the business family in its second generation striving to perform amidst professionalization and internationalization.

This paper aims to investigate the non-homogeneity in the speed of adjustment (SoA) of the capital structure of manufacturing companies. It also attempts to study the key determinants that accelerate the speed of adjustment towards the target leverage level.

Using the dynamic panel fraction (DPF) estimator on the partial adjustment model, the study captures the heterogeneous SoA of 2,866 firms across eight prominent sectors of the Indian manufacturing industry from 2009 to 2020. To ensure robustness, the empirical inferences of DPF are cross-verified with the estimates of panel-corrected standard errors (PCSE).

The authors find a combination of the capital structure's slow, moderate and rapid adjustment speed along with the relevance of trade-off theory. Interestingly, the lowest and fastest SoA is recorded by the dwindling textile sector and expanding food and agro sector, respectively. Profitability, firm size, asset tangibility and non-debt tax shields are the key firm-specific parameters that impact the SoA towards the target.

Availing the rarely employed estimator ‘DPF’ and the objective of documenting diverse and non-uniform adjustment speeds across the Indian manufacturing sectors marks a novel addition to capital structure literature.

The case aims to deal with multigenerational entrepreneurship. The family business of sports goods was initiated by Yashpal Aggarwal and his friends in the 1950s. Yashpal acquired the art of doing business and started initially with trading of sporting goods in Mumbai. Yashpal had three sons, Ashok, Ashwini and Rajesh, who ventured into sports trading business as well. After the demise of Yashpal, Ashok shifted to Jalandhar and started a manufacturing unit, producing roller skates. Ashwini, being entrepreneurial and innovative, had always desired to professionalise the business and hence started with Okini Sports. Okini Sports emerged as the first organised professional sports mall in India.

Based on case research, individual interviews at different levels, testing the case several times and filling the case gaps during the process to authenticate information, multiple sources of information have been used.

Businesses largely compete on the basis of available talent, competency and capability. Family businesses must be open to induct competent people within the family with the required skills to lead the company. If a family nurtures a member with requisite skills, values, to keep shareholders, key customers, and suppliers loyal to the business, then family leadership is the best option. As the business grows in dimension, differential capabilities are required to run the business competitively, hence, inducting talented individuals as professionals is a better option. A family must be realistic about the talents available internally.

This case is restricted to sports family business entrepreneurship in the context of India, but has a great learning towards multigenerational entrepreneurship.

The case is original with the family in its fourth generation, the youngest looking to diversify and professionalize the business, set his family dreams of setting up the biggest sports mall in India.

The aim of the study was to examine whether five-star hotel employees’ promotion focus significantly influences their task-coping style, and whether their prevention focus has a significant effect on their emotion- and avoidance-coping styles. This study also investigates the moderating impact of employees’ tenure on the relationships between stress-coping styles and turnover intent.

A total of 342 five-star hotel employees in South Korea participated in the study using a self-administered questionnaire. Confirmatory factor analysis and structural equation modeling were used to examine the hypothesized relationships between the constructs.

Hotel employees’ turnover intent decreases when they are motivated by strategies corresponding to their regulatory focus. This study found that hotel employees’ promotion focus had a significant positive effect on their task-coping style, whereas prevention focus had a significant negative effect on the emotion- and avoidance-coping style. In addition, employees’ task-coping style negatively affected their intent to leave the organization, while their emotion-coping and avoidance-coping styles positively affected turnover intent. Finally, moderating effects were related to tenure in the causal relationships among stress-coping styles and turnover intent. Thus, one can infer that the emotion-coping style has a greater effect on turnover intent in employees with a relatively short tenure than in those with a long tenure.

This study verified that hotel employees’ regulatory focus plays an important role in employee behavior within organizations just as individual characteristics such as personality or values do. Thus, a substantial application plan for employees’ regulatory focus was proposed for the organizational dimension. In addition, diverse plans were presented for employees’ flexible coping with stress, based on differing turnover intent, depending on employees’ stress-coping styles. Through this, a plan for reducing employee turnover intent was pursued.

This study associated employees’ stress-coping styles, which had been dealt with in the human resources management area, with their regulatory focus and showed that different stress-coping styles might be derived using such regulatory focus; the resulting turnover intent might also be different. The study results can provide a theoretical basis for understanding relationships among regulatory focus, stress-copying styles and turnover intent as such research is relatively lacking. Finally, this study is meaningful in that it applied the regulatory focus theory centered on customer behaviors to employees and verified the moderating effect of employees’ tenure between stress-coping styles and turnover intent.

This paper aims to analyze the role of human capital (HC), human resource development (HRD) and vocational educational and training (VET) in the emerging Indian economy. How may we define the HC, HRD and VET in India? To what extent and how as HRD investments in India contributed to India’s recent economic development? What were the investments and what were the returns? Who invested and who obtained the returns? Is India really different from other countries?

To achieve that goal, the authors use a model of the HC, HRD and VET national market. Specifically, they divide the analysis in four broad stages: stocks, investments and outcomes; supply, demand, price and quantity; needs; and private and public forces.

The authors conclude that the India’s HC, HRD and VET have been growing and will have to grow even more, for India to become developed. Currently, the urgency is even greater in the HRD and VET side than in the education side. The government goals for 2022 are immense, and the raise in the HRD and VET in India that is aimed will effectively change India’s economy and society.

The authors only use secondary data. They believe that a deeper and very detailed study on all the States of India could be made, following this paper. Also, the analysis could be replicated for the other BRICS.

India HRD and VET market is described as being one of the major India’s problems of today and promises of tomorrow.

Today, only around ten million of India’s citizens receive HRD and VET annually. This number is to be multiplied between 20 and 50 times. This change will change India’s economy and society.

Also, the authors believe that the paper is original because it analyzes India’s HC, HRD and VET with a new conceptual model.