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The Australian retail industry is facing skills shortages while mature and old-age workers are experiencing high unemployment rates. This study focuses on understanding organizational inclusion and turnover intentions in the context of employee age.

Survey data were collected from 502 retail supervisors and employees.

Drawing on socioemotional selectivity theory and social exchange theory, the findings indicate: no difference in inclusive supervisory behaviors perceptions for different age groups; a significantly higher workplace social inclusion perceptions among employees aged 55 plus than among employees aged 35–44; a significantly lower turnover intention among employees aged 55 plus and 45–54 years than other age groups; a positive relationship between inclusive supervisory behaviors and workplace social inclusion and a negative relationship between workplace social inclusion and turnover intention which was stronger for older employees than for younger employees.

The findings present a business case for hiring older employees and indicate that managers need to prioritize inclusion.

This study addresses the underexplored area of employee age differences in inclusion and turnover perceptions among retail employees. It links inclusive supervisory behaviors, social inclusion and turnover intention.

The question of “what works?” for organizational diversity and inclusion (D&I) has captivated practitioners and researchers for some time, but there is a lack of unifying knowledge on what interventions are effective. The purpose of this study was to investigate the impact, outcomes and quality of evidence relating to interventions used by organizations for workplace D&I to inform what works in practice and where there are still evidence gaps.

This multidisciplinary meta-review – a systematic review of reviews – summarized the effects of various practices, policies, programs and initiatives across dimensions of diversity and disciplines.

From 37 reviews over 13 years, we identified 12 categories of interventions (e.g. diversity training, de-biasing selection procedures and workplace accommodations) mapped to 22 outcomes. Workplace accommodations and job training were linked with positive outcomes in the age and disability dimensions of diversity. Diversity training was associated with comparatively higher-quality evidence, albeit its effects were largely limited to awareness and learning outcomes. The literature on recruitment, leave and compensation policies reported some mixed effects on D&I.

This meta-review provides a synthesis of the current state of evidence across multiple disciplines and diversity dimensions to guide future research and practical D&I actions. It has implications for research (e.g. greater attention needed for interventions to improve inclusion) and practice (e.g. setting realistic expectations about what change organizations can expect to achieve).

This paper aims to provide the integrated model with artificial intelligence (AI) awareness for the betterment of the higher education system in crisis i.e. fear of contagious viruses (different kinds of flu, monkeypox, chickenpox, COVID-19, etc.) corollaries in developing nations where the quality of education depends on teachers’ commitment, stress and the turnover intention.

This empirical investigation employs a self-administered survey distributed among the faculty members within higher education institutions (HEIs) of the Punjab province and the Federal Capital Territory (FCT) Islamabad, Pakistan. The final sample of 622 faculty members was collected through convenience sampling, and structural equation modeling was performed with SmartPLS to assess the proposed model.

The study reveals that remote work significantly enhances organizational commitment while concurrently lowering the turnover intention. Conversely, perceived work stress negatively impacts organizational commitment but positively influences turnover intention. Organizational commitment partially mediates between perceived work stress and turnover intention but exhibited no mediation between remote work and turnover intention. Notably, fear of contagious viruses and AI awareness positively moderate and amplify both the perceived work stress with turnover intention and remote working with organizational commitment, respectively.

The current study extends the AI-mediated social exchange theory (MET) by observing faculty members of HEIs in the context of remote working, perceived work stress, commitment, turnover intention, fear of contagious viruses and AI awareness. Moreover, the successful application of AI-MET extended the researcher’s understanding of quality education in crisis.

The study offers several contributions including applications of technical skills with AI awareness among faculty members to provide quality education for society’s welfare. Moreover, HEIs should arrange training programs for performance enhancement.

This research provided a quality-based model for HEIs for developing nations to deal with forthcoming calamities of contagious viruses and deliver quality education through remote working during lockdown. Nowadays, off-campus education during calamity situations has been an alternative to on-campus education. Therefore, HEIs must introduce AI awareness to increase the dedication of faculty members toward society’s welfare with the utilization of full effort.

Human resource analytics (HRA) is an HR activity that companies and academics increasingly pay attention to. Existing literature conceptualises HRA mostly from an objectivist perspective, which limits understanding of actual HRA activities in the complex organisational environment. This paper therefore draws on the practice-based approach, using a novel framework to conceptualise HRA-as-practice.

The authors conducted a systematic literature review of 100 academic and practitioner-oriented publications to analyse existing HRA literature in relation to practice theory, using the “HRA-as-practice” frame.

The authors identify the main practices involved in HRA, by whom and how these practices are enacted, and reveal three topics in nomological network of HRA-as-practice: HRA technology, HRA outcomes and HRA hindrances and facilitators, which the authors suggest might actualize enactment of HRA practices.

The authors offer HR function and HR professionals a basic ground to evaluate HRA as a highly contextual activity that can potentially generate business value and increase HR impact when seen as a complex interaction between HRA practices, HRA practitioners and HRA praxis. The findings also help HR practitioners understand multiple factors that influence the practice of HRA.

This systematic review differs from the previous reviews in two ways. First, it analyses both academic and practitioner-oriented publications. Second, it provides a novel theoretical contribution by conceptualising HRA-as-practice and comprehensively compiling scattered topics and themes related to HRA.

The purpose of this study is to examine the narrowing of the gender publication gap (GPG) and predict when gender publication parity will be achieved. It investigates if women’s publication rates are catching up with men’s when the proportion of published articles by women will match their representation in the field, and how the gender gap and parity are changing concerning lead authorships. The study analyzes data from 11,097 researchers across 8 management journals from 2002 to 2020, revealing a higher growth rate in women’s publications and varying degrees of parity achievement between micro and macro domains.

We created a database of all researchers who published at least one article in eight management journals from January 2002 through December 2020. It included 11,097 unique researchers who produced 7,357 unique articles, resulting in 21,361 authorships. We used data from the Web of Science to identify articles and their authors, filtering for “articles” and “reviews” only. We used allometric modeling and time series analysis to examine the GPG and forecast gender publication parity.

We found that the GPG is narrowing, with women’s publication rates growing faster than men’s. Parity in lead authorships has already been achieved or is within reach for many journals, especially in micro domains. However, macro-oriented journals show slower progress, with some not expected to reach parity until 2045 or later. These improvements are linked to increased representation of women in leadership positions and targeted mentoring programs in micro domains.

While our study focused on publications, it did not account for citations, which could provide a more comprehensive view of research impact. Future research should explore other journals and different time windows and include citation analysis to understand the GPG and parity further.

The narrowing GPG is a positive development for organization studies, particularly in micro domains. This progress can mitigate stereotypes about women’s abilities, promote equity in hiring and promotion by considering authorship order and highlight the importance of targeted mentoring programs to reduce barriers for women. Additionally, business schools should identify and address performance situational constraints that disproportionately affect women, using techniques like the critical incidents approach to design effective interventions.

The study’s societal implications include fostering greater gender equity in academic publishing, which can influence broader social norms and reduce gender stereotypes in academia. Achieving gender parity in publications can lead to more equitable hiring, promotion and recognition practices. Additionally, it highlights the importance of removing performance situational constraints and biases that hinder women’s academic progress, thus promoting a more inclusive and fair academic environment. These changes can inspire other fields to implement similar measures, contributing to societal progress toward gender equality.

The study’s originality/value lies in its longitudinal approach to analyzing the GPG in organization studies, contrasting with prior cross-sectional studies. It provides new insights by predicting when gender parity will be achieved in various journals, showing faster progress in micro domains compared to macro domains. Additionally, the study introduces methodological innovations such as allometric modeling and scenario-based analyses, highlighting the importance of reducing situational constraints for women in academia. These findings offer a nuanced understanding of the ongoing efforts and challenges in achieving gender equity in academic publishing.

Considering the significance of the human resource management (HRM) and corporate social responsibility (CSR) relationship, the aim of this research is twofold: first is to measure the cultural differences between HRM, CSR and sustainable performance relationship (study 1) and second is to identify the how HRM instigates CSR and sustainable performance (study 2) in the hospitality industry of UK and Pakistan.

A mixed-method approach was used to collect the qualitative and quantitative data from upscale hotels. In Study 1, a multi-respondent and time-lagged strategy was employed to collect the data from 162 Pakistani and 290 UK upscale hotels. In Study 2, in-depth semi-structured interviews were conducted to understand the HRM–CSR–performance nexus.

The results of Study 1 highlight the significant cultural differences in the relationships of HRM–CSR–performance, while Study 2 explains that ethical culture, shared objectives, transparency, training and development, and economic incentives are the factors that push the employees to take part in CSR-related activities and attaining higher sustainable performance.

This study addresses the debate on the difference between cross-cultural studies related to implementing Western theories in shaping, developing and implementing business strategies, including CSR, HRM and sustainable performance in an Asian context.

Immigrant integration through entrepreneurship is hindered by the prevalent informality of their ventures. This study aims to examine the factors influencing the formalisation of immigrant entrepreneurship, with special focus on those who are under the impact of the host country.

The study is based on a series of focus groups conducted among a total of 59 Ukrainian immigrants in Poland. Based on coding into first-order categories, second-order themes and aggregate dimensions, the authors created a model of immigrant entrepreneurship formalisation.

The results of the research included in the model show the groups of factors influencing the formalisation of immigrant entrepreneurship. Immigrants bring both their personal attitudes and embeddedness in their country of origin during immigration. Then, factors of the host country’s institutions, interactions between local authorities and local communities and the need for a new place of belonging interact in the formalisation process. Formal entrepreneurs, as a new identity for immigrants, are the result of the formalisation process.

The results not only focus on social capital or the institutional failures of formal and informal institutions in transforming immigrants into formal entrepreneurs, but we also recognise the individual aspect of the new identity as formal entrepreneurs and a new place of belonging. In addition, the authors distinguish the importance and interactions between local communities and local authorities in this process. The paper contributes to the theory of entrepreneurship, migrant study and institutional theory.

This study examines the relationships between age, education or gender dissimilarity and movement from one workplace to another, examining different dissimilarity measures and asymmetries in these relationships.

Large-scale employer–employee register data from Finland were used to estimate discrete time duration models for the probability of job-to-job exits from plants. The alternative dissimilarity measures were the Euclidean distances for age and education and the shares of opposite gender, age and education groups.

When the Euclidean distance is used as the dissimilarity measure, age dissimilarity is negatively related to workplace exits; however, age dissimilarity is positively related to exits for young women. Educational dissimilarity, meanwhile, is positively related to exits. When the share of opposite groups is used, the results for age and educational dissimilarity depend on how the opposite age and educational groups are defined. The share of women is positively related to the probability of job change among men, but for women, the share of men negatively affects exits.

Identification relied on the assumption that unobservable individual characteristics can be sufficiently approximated using within-individual averages of the variables.

Researchers should conduct extensive sensitivity analyses and allow for asymmetries in workplace relational demography research.

Only a few previous studies used large-scale datasets to estimate the effects of dissimilarities on turnover, and those studies did not systematically compare different methods of measuring dissimilarities.

Although various stakeholder groups frequently advocate and call for greater heterogeneity among directors and managers, it remains unknown whether team heterogeneity can be beneficial for audit committee to exercise the auditor selection functions. This study aims to address this question.

Drawing on a sample of domestically listed nonfinancial A-share firms in China from 2008 to 2022, the authors empirically examine whether and how firm’s audit committee heterogeneity associates with the selection of auditors.

Firms with higher levels of audit committee heterogeneity are more likely to be associated with lower-quality auditors. Further examination reveals the mediating role of risk-taking: higher levels of heterogeneity are associated with higher levels of risk-taking, influencing firms to employ lower-quality auditors. Moreover, the authors document that increased audit committee heterogeneity is associated with more audit committee meetings and lower audit efficiency, and that hiring lower-quality auditors can influence the market value of firms with high audit committee heterogeneity.

To the best of the authors’ knowledge, this study is the first to examine whether and how audit committee erogeneity associates with the selection of auditors. Moreover, because China is a high-power distance, collectivism-oriented, more relations-based (i.e. guanxi-based) than rules-based society, it is critical to examine the influence of team heterogeneity based on the unique cultural context and transitional nature of China’s business environment.

The purpose of the study is to analyze how the popular comic book series DC Graphic Novel for Young Adults depicts superhero, civilian and villains of color in the titles and address how the collection engages in or avoids discussions of racism.

This study uses a critical race content analysis to analyze how characters of color are represented in the DC Graphic Novel for Young Adults collection.

The findings demonstrate the series’ uneven attempts at writing about race and racism. The DC Graphic Novels for Young Adults illustrates more radical politics in some titles but reifies dominant beliefs in others. The analysis also shows how many titles approach discussions of oppression from a single axis approach rather than an intersectional one. The series strives for racial diversity and justice; sometimes achieving the goal, but not always.

The study demonstrates how the DC Graphic Novel for Young Adults constructs hegemonic ideas of “appropriateness” about race, racism and readership in some titles while offering explicit discussions about race and racism in others.

The authors outline potential ways English teachers can position titles in the DC Graphic Novel for Young Adults in English classrooms to develop students’ racial literacies.

This paper provides an analysis of superhero comics produced specifically for adolescent readers and written by an intentional racially diverse cohort of authors. The methodology can inform future studies of graphic novels for adolescent readers.