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The unprecedented exigencies of COVID-19 and the subsequent spotlight on systemic racial, social and economic disparities have brought workplace equity to the forefront of organizational dialogue. These discontinuities set the stage for discussions about possible limitations of traditional diversity, equity and inclusion (DEI) approaches that may have overlooked disparities in specific organizational systems. In response, we conducted an exploratory study to examine a new framework that focuses attention on the equity of employment systems that contextualize employees’ experiences of equity at the workplace.

This paper introduces a framework that focuses on the equity of ten key employment systems (job structures, compensation and benefits, recruitment and hiring, orientation and onboarding, supervision and mentoring, training and career development, employee performance assessment and feedback, employee resources and supports, promotion and separation). Combining the indices that measured the equity of these ten employment systems, we created an Overall Equity of Employment Systems Index and examined antecedent variables and outcomes related to the index. Data were gathered from HR leaders of 1,062 workplaces in the US.

Utilizing multivariate analyses, this research found that lower scores on the Organizational Pressures Index were consistently linked to higher levels of equity across all of the employment systems. Furthermore, higher percentages of women and employees of color were positively associated with increased equity in most of the employment systems and in the Overall Equity of Employment System Index. There was a significant positive relationship between the Overall Equity of Employment Systems Index and organizational resilience, while a negative relationship was observed with employee stress.

This study extends the existing DEI literature by offering a new framework that employers can use to: (1) assess the equity of specific employment systems and (2) strengthen the equity components of the employment systems.

The framework used for this exploratory study offers an alternative approach to the study of systemic equity in the workplace.

We explore: (1) the effects of work unit pressure on employees’ satisfaction with work–family balance (S-WFB); (2) the effects of individual-level job and family pressures on S-WFB; and (3) the extent to which schedule control moderates the negative influences of work unit pressure and other demands on employee S-WFB – among employees in a large healthcare system.

The data come from employee responses to the baseline survey (n = 3,950) administered in September 2012, and from administrative unit-level data (445 units) showing the extent to which units were “on-budget” (within 5 percent), “over-budget,” or “under-budget.”

Practices associated with cost containment in a healthcare system of 10,000 employees in the United States appear to have a negative impact on employee S-WFB. Working in a unit that is “under-budget” is negatively associated with individual S-WFB. Employees with high job demands, longer hours, responsibilities for children and/or adults, also reported lower S-WFB than employees without these characteristics.

Research is limited by lack of measures specific to healthcare workers, the use of baseline data only, and sample size for some of the analyses.

Schedule control makes a difference even under high work pressure. The lack of interactions among variables that typically moderate relationships between work pressures and S-WFB suggests the need for more support for healthcare workers under the strain of cost containment.

We include an objective indicator of unit-level job pressures on individual employees, thus identifying specific ways that work stress affects S-WFB.

Strategic decisions leaders make involving organizational changes such as mergers and acquisitions (M&A), divestitures, and downsizing, which can influence and/or interact with other organizational factors. For example, within the context of M&A, changes impact financial performance, firm behaviors, and organizational culture. In addition, strategic decisions for these types of change can also interrelate with other more intrapersonal factors, including both leaders’ and employees’ health and well-being. Employee stress, also referred to as “merger syndrome,” outlines individual negative impacts of the changes including, but not limited to, cynicism and distrust, change wariness, and burnout, all accumulating to psychological effects including increases in detachment to work, stress, and sick leave. In this chapter, the authors outline the different impacts M&A phases have on stress and well-being and how they interrelate with the strategic decisions leaders make. The authors also outline future research opportunities and practical implications for how leaders and employees could better manage future major changes such as M&A activities.

“… in most fields the issue of the professional competence and qualification of individuals is viewed as an integral part of the quality assurance of organisations and the services that they provide.” This view has long been embraced within the librarianship profession. Librarians and information professionals have a strong culture of responding to new opportunities in professional development to ensure that their skills meet the continually changing environments in which they work. This is illustrated by initiatives such as the Library Associations programme of Continuing Professional Development (CPD), Masters programmes for librarians entering management positions, increased availability of qualifications and training for paraprofessional staff and the adoption of the government instituted system of National Vocational Qualifications (NVQs) and Scottish Vocational Qualifications (SNVQs). Two further initiatives have been undertaken as a response to concern about the pace of change and the importance of sustaining an adequately skilled professional workforce. Firstly, the Library and Information Studies Training and Education Network (LISTEN), is working with employers, the profession and educational institutions to identify, CPD and post‐qualification competencies required when staff have been in post for several or more years. Secondly, the Electronic Libraries Programme (eLib) which aims to accelerate the development and uptake of the ‘electronic library’ has recognised the need for CPD and has funded a number of training and awareness projects including EduLib. This paper will examine the role, education and training of information professionals from two distinct points of view. First the paper will concentrate on initial undergraduate training which students receive at an established Department of Library and Information Studies — with particular regard to the training and education of business information in order to prepare students for the global business world. The second part of the paper will deal with an aspect of continuing professional development for which there is an increasing demand in academic libraries — teaching skills for librarians. The paper will focus on EduLib — a development project which aims to provide a nationally recognised and accredited network of trainers in academic libraries.

A growing body of research outlines how to best facilitate and ensure methodological rigor when using dictionary-based computerized text analyses (DBCTA) in organizational research. However, these best practices are currently scattered across several methodological and empirical manuscripts, making it difficult for scholars new to the technique to implement DBCTA in their own research. To better equip researchers looking to leverage this technique, this methodological report consolidates current best practices for applying DBCTA into a single, practical guide. In doing so, we provide direction regarding how to make key design decisions and identify valuable resources to help researchers from the beginning of the research process through final publication. Consequently, we advance DBCTA methods research by providing a one-stop reference for novices and experts alike concerning current best practices and available resources.

This paper seeks to help those making investment decisions on existing commercial real estate portfolios to understand how environmental, social, and governance (ESG) issues impact the current value and prospective investment performance of the assets they own and manage.

The issues and literature related to ESG issues in property investing are reviewed and examples of what industry leaders are doing to address these issues are collected and reported.

Property investors can realize greater returns on their investments through considering and acting on a range of social and environmental issues. Lenders, owners, fund managers, asset and property managers, and developers can all incorporate RPI strategies into their own activities. RPI strategies can be categorized into ten elements covering environmental, social and community issues. There are two types of financially sound RPI strategies: no cost and value added approaches. More research needs to be carried out to understand the economic impacts of some strategies.

Sustainability and corporate social responsibility are major and growing issues for property investors. The study demonstrates a successful example of how fund and asset managers are responding to these issues which can be considered by other managers in their own strategic planning.

This chapter describes the redevelopment of the Open Language Chief Executive Personality Tool (OLCPT), a language-based machine learning (ML) tool for assessing executives' traits along the five factor model (FFM) of personality (openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism). Whereas the initial release of the OLCPT demonstrated the viability of using supervised machine learning to unobtrusively assess executives' personality traits, recent advances in artificial intelligence (AI) related to large language models (LLMs) warranted revisiting its development. After applying LLM embeddings and performing other updates, including expanding the training sample, the redeveloped tool (available at https://zenodo.org/records/10800801) achieved substantially higher convergent validity than the initial release. The updated tool also demonstrates strong discriminant validity and reliability, and it can measure traits not included in the initial version (narcissism and humility). These improvements demonstrate the potential value of continuously updating existing, computer-aided measures in strategy and management research. Yet, such efforts may not always be feasible or even necessary. Thus, we also use this chapter to offer guidelines for determining when updating similar measures is worthwhile, urging scholars to carefully consider how existing tools perform and the relevance of advancements to the technologies underlying them. We conclude with additional suggestions for advancing measurement in our field, including keeping up with emerging technologies, encouraging complementary approaches to enable triangulation, avoiding the use of advanced techniques without carefully considering their applicability in a given context, and being realistic about what we ask for during the review process and what we consider a meaningful contribution in our field.