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With a growing preference for active, authentic, and cultural experiences over traditional ones, creative tourism has garnered significant academic interest. This study offers a comprehensive review of creative tourism research, delineating its evolution, prominent contributors, pivotal areas, and prospective trajectories through a bibliometric analysis.

Employing a bibliometric analysis using the biblioshiny and VOSviewer software, this study systematically reviews 198 articles on creative tourism identified and retrieved from the Scopus database.

A notable increase in creative tourism research is witnessed in recent times, with Portugal and the Netherlands leading in publications and citations, respectively. This review also pinpoints key authors, countries, institutions, and journals shaping the field, and presents emerging themes such as authenticity and creative experience, culture and heritage, urban and rural contexts, and co-creation in creative tourism.

Identifying core research contributors (authors, countries, institutions, journals) and contributions (themes, topics) assists academics in seeking collaborations and shaping future research. Practitioners are advised to adapt these trends (authenticity, co-creation, sustainability) into their strategic planning to meet market demands.

This study offers a seminal review of creative tourism through a bibliometric analysis, a technique that leverages the power of technology (data, software) to engage in retrospection and projection—the hallmark of benchmarking studies across fields, including tourism. Noteworthily, this study provides a detailed summary of the field’s trajectory and significant trends, positioning itself as an essential reference for academic scholars, industry professionals, and policymakers with a keen interest in creative tourism.

Currently, lifelong learning and sustainable employability are increasingly fostered in the context of interorganizational networks, which provide workers with access to network activities (e.g., training, career counseling). This study aims to investigate the relationship between workers’ participation in network activities and their sustainable employability by considering workers’ experiences with the network activities. This study also examines the role of relational factors, including network trust and leader-member exchange, as conditions that may influence the link between workers’ participation in network activities and their sustainable employability (i.e. workability, perceived employability and vitality).

This study has a mixed methods design. A quantitative approach (cross-sectional, questionnaire) was used to establish associations between variables. This approach was supplemented with qualitative data (semistructured interviews) to explore whether Self-Determination Theory can provide an explanation for the associations and the role of (relational) factors that workers perceive as hindering or facilitating in that process.

The results suggest that participating in network activities have promising benefits for both workers and organizations by facilitating the work ability and perceived employability components of sustainable employability. For these relationships, workers’ satisfaction of their need for competency and relatedness serves as explanatory mechanisms. Moreover, the actualization of benefits of network activities is influenced by relational factors both within the network (i.e. trust) and within organizations (i.e. leader-member exchange).

This study investigates workers’ experiences with network activities, regarding fostering workers’ sustainable employability, and the role of relational factors. Specifically, it considers Human Resource Management practices from a network-level perspective, which is currently understudied. By doing so, this study adds a unique perspective to the Human Resource Management, sustainable employability and career literature streams.

Based on the well-known risks associated with deviating from established routines in primary healthcare and the positive consequences of upholding them, the purpose of this study is to increase the understanding of the role of meaningfulness in the enactment of organizational routines.

The study is based on 24 semi-structured interviews with three different professional categories in primary healthcare in Sweden. The data were analyzed using thematic analysis on a latent level, combined with a two-factor model as sensitizing concepts.

Differences are identified between factors that reduce meaninglessness (called “sufficiency factors”) and those that enable meaningfulness (called “meaningfulness factors”). Nine sufficiency factors and six meaningfulness factors explain what makes organizational routines perceived as meaningful by the different professional groups. A two-factor matrix is developed that highlights the intricate challenges associated with routine enactment based on these factors.

The study is unique in that it is the first to integrate research on organizational routines and meaningfulness. However, understanding meaningful organizational routines is not only essential because it is an overlooked area in both of these two streams of research but also because of its clear, practical relevance in the primary healthcare setting.

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 today’s high-demand work environments, characterised by an expectation for individuals to possess resources to manage workloads effectively, workaholism poses a significant threat to employee well-being. This study aims to investigate the impact of work overload and psychological flexibility on compulsive work behaviours and well-being.

This study applies the Job Demands-Resources model and uses structural equation modelling to analyse data collected from 305 adult workers aged 19–65. Psychological flexibility and work overload are examined as antecedents of compulsive work behaviour, with flourishing and life satisfaction as outcomes.

The results indicate that compulsive work behaviour mediates the relationship between work overload and psychological flexibility on well-being outcomes. Psychological flexibility was found to be a crucial resource in reducing workaholic tendencies, leading to improved flourishing and life satisfaction.

The implications for human resources include practical strategies and targeted interventions to help individuals navigate organisational demands, prevent compulsive work behaviours and improve overall well-being.

This study offers new insights into the role of psychological flexibility as a personal resource in reducing compulsive work tendencies and enhancing both hedonic and eudaimonic well-being in high-demand work environments.

This paper aims to address the concern that humans are experiencing unprecedented, rapidly changing conditions, in part exacerbated by a recent pandemic, digitization and ongoing wartime.

A paper that seeks to address what the authors are calling the “Educational Malaise”. The authors achieve this through a conceptual and theoretical exploration of the social nature of human beings and learning in the context of readings of human nature, and moral and rational powers.

It is proposed that education should be designed to empower learners to meet the demands of rapidly changing conditions. The ability to adapt is of primary importance for meeting the demands of the changing world, and the “Self-Directed Flourishing” meta-framework can help educators to meet this challenge.

Using conceptual and theoretical lenses, in this paper, the authors identify some core problems with traditional pedagogies in formal education and advance a person-centred, humanistic approach to pedagogy. The authors advocate for a new meta-framework for educators: “Self-Directed Flourishing”. The authors propose placing co-creation, courage and conceptual insight at the heart of educational policies and practices, which the authors suggest will nurture a dynamic, adaptable and ethical microculture for human flourishing in 21st-century education and beyond.

This study evaluates gratitude's role in developing nonviolent work behaviour. It also examines the mediating effect of constructive deviance in the relationship between gratitude and nonviolent work behaviour.

The study is based on responses from 424 working professionals engaged in different Indian industries: banks, insurance, IT, manufacturing, hotel and software. The respondents were approached both physically and electronically using convenience sampling. Also, the data were collected in three phases four months apart, utilizing the benefits of a repeated cross-sectional research design. Structural equation modelling examines the relationship between gratitude and nonviolent work behaviour. Model fit indices are also assessed for two models (without a mediator and with a mediator). Total, direct and indirect effects are calculated using AMOS 21 to study the mediating effect of constructive deviance.

Findings reveal that all three dimensions of gratitude (lack of sense of deprivation, simple appreciation and appreciation for others) are positively associated with nonviolent work behaviour. The results also confirm the mediating effect of constructive deviance.

This is one of the pioneer studies exploring gratitude's role in ensuring nonviolent work behaviour.

The paper aims to extend the work–home resources model by identifying self-esteem as the mechanism and marital power as the moderator on the relationship between challenge/hindrance stressors and work-to-family enrichment (WFE).

This paper conducted a three-phase paper survey. Path analytic models were used to test the hypotheses using Mplus 8.10.

Challenge stressor (workload) enriches employees’ family through increased self-esteem, while hindrance stressor (role conflict) threatens WFE through decreased self-esteem. Marital power strengthens the positive relationship between self-esteem and enrichment as well as the indirect relationships between job stressors and WFE.

This study reveals how and when job stressors increase WFE.

Little study has focused on diversity-oriented leadership in the context of public organizations. Thus, this study aims to investigate how diversity-oriented leadership impacts knowledge sharing through transparent internal communication. In addition, this study also explores the moderating role of internal social network use in the proposed model.

Data were collected from 422 public servants working in wards (grassroot-level government) in Vietnam. Partial least squares structural equation modeling was used to test the research hypotheses.

Empirical findings indicate that diversity-oriented leadership positively impacts knowledge sharing through the mediating mechanism of transparent internal communication. Moreover, internal social network use moderates the nexus between diversity-oriented leadership and knowledge sharing.

The findings suggest that public managers can promote knowledge-sharing behaviors among employees by building diversity-oriented leadership and enhancing transparent internal communication. Moreover, public managers should encourage employees to use internal social network.

This inquiry advances the understanding of knowledge sharing in public organizations via the predictive role of diversity-oriented leadership and the mediating mechanism of transparent internal communication. Moreover, this study is among the pioneering studies investigating the moderating role of internal social network use.

Digital product and service innovations (DPSI) has attracted widespread attention from both management scholars and practitioners. Previous studies have documented that information technology (IT) capability and digital orientation positively influence DPSI performance. However, the question of whether and how digitalization capability can facilitate DPSI performance remains unresolved. This paper fills these gaps by investigating the mediating role of improvisation capability and the moderating role of technological turbulence.

This study used two-wave data from 240 matched digital transformation department leaders and senior managers from Chinese firms and examined the hypotheses deploying hierarchical regression and bootstrapping.

Our analyses reveal positive, significant links between digitalization capability and improvisation capability and between improvisation capability and DPSI performance. The findings further show that the effect of digitalization capability on DPSI performance is partially mediated by improvisation capability and that technological turbulence strengthens the indirect relationship between digitalization capability and DPSI performance through improvisation capability.

Integrating resource-based view, this research provides evidence that the extent to which improvisation capability mediates the relationship between digitalization capability and DPSI performance depends on technological turbulence. It provides a new direction for digitalization capability and DPSI performance.