Merits — Journal of Human Resources

The concept of intersectionality examines how multiple and interdependent forms of oppression manifest among marginalized social groups, considering their social markers. This study aims to analyze intersectionality in the labor market, with a critical focus on the interactions between race, gender, and class as structuring axes of inequality. An integrative literature review was conducted, encompassing an in-depth analysis of 140 articles addressing intersectionality in the labor context. The findings reveal a persistent conceptual fragmentation of intersectionality and a dilution of critical debates within labor market research. Empirical evidence consistently shows that women and racialized groups face enduring structural barriers, including wage gaps, occupational segregation, and limited access to leadership positions. Moreover, these inequalities are often obscured or reduced to superficial diversity and inclusion initiatives rather than being addressed as systemic issues. The study emphasizes the importance of committed and critical intersectional approaches to understanding and addressing systemic inequalities in the labor market, highlighting theoretical and epistemological gaps that must be addressed to advance emancipatory practices and policies that directly confront structural racism, patriarchy, and class-based exploitation. The study contributes theoretically by deepening the application of intersectionality in the labor market and by identifying conceptual and epistemological gaps in the literature. Empirically, it provides practical guidance for organizations to transform diversity initiatives into strategic and inclusive actions, integrating multiple social identities into management policies and practices. Full article

Ageism remains a pervasive yet under-addressed form of workplace discrimination, affecting employees across age groups. This study, conducted within the framework of the EU-funded project SNAW–Say No to Ageism in the Workplace, presents findings from a cross-national survey in Germany, Romania, Ireland, Portugal, and Greece, with 511 participants including employees and employers. The survey examined five dimensions of workplace ageism (cognitive, emotional, behavioural, institutional, and outcome-related) through questions on stereotypes, experiences, organisational practices, and perceived impacts. Results indicate that age-based stereotypes are widely recognised, especially in Germany, Ireland, and Greece. Older workers were often portrayed as resistant to change or technologically outdated, while younger workers were described as inexperienced or unreliable. Despite some positive perceptions, these ambivalent views contribute to exclusionary dynamics. Employees consistently reported higher levels of ageism than employers, revealing a “perception gap”. Institutional responses were uneven: awareness of policies or initiatives promoting age diversity was low, and their effectiveness remained uncertain. Across countries, respondents linked ageism to reduced job satisfaction and productivity, though the perceived severity varied. The findings highlight ageism as a multifaceted challenge that undermines well-being and organisational performance. Counteracting it requires raising awareness, transparent communication, inclusive policies, and leadership engagement across Europe. Full article

Despite the existence of human rights legislation in Canada, equitable access to these rights remains elusive in many workplaces—particularly in traditionally male-dominated sectors such as engineering and mining. This paper argues that the proactive application of human rights frameworks can drive meaningful workplace culture transformation by addressing both overt and systemic inequities. While Canadian human rights laws offer legal remedies for discrimination, underrepresented groups continue to face barriers, especially in non-unionized environments where support mechanisms are limited. This paper presents a novel analysis of Canadian workplaces through a human rights lens, emphasizing the need for policies that go beyond reactive measures. It advocates for increased public awareness, targeted allyship training, and leadership accountability to foster inclusive and equitable work environments. The findings have broad implications for advancing decent work across sectors and for building representative and inclusive workforces. Full article

The rapid integration of emerging technologies into organizational processes has fundamentally redefined the role of strategic human resource management (SHRM). This paper explores how digital innovations—such as artificial intelligence (AI), robotic process automation (RPA), blockchain, and immersive technologies—are reshaping the workforce and transforming the way organizations attract, develop, and retain talent. In the context of the digital era, human capital is no longer a passive input but a strategic enabler of sustainable competitive advantage. The purpose of the study is to analyze how SHRM practices must evolve to align with technology-driven organizational models, combining insights from a systematic literature review, institutional reports, and illustrative corporate cases. Findings indicate that agility, continuous reskilling, ethical AI governance, and employee well-being are critical levers for sustainable advantage. Comparative tables highlight differences between traditional HRM and SHRM in the digital era, while case studies (IBM, Walmart, Unilever, and UiPath) demonstrate the strategic value of predictive analytics, diversity and inclusion programs, virtual training, and people analytics. By proposing a conceptual model that links emerging technologies, SHRM, and competitiveness, the paper contributes to current debates on the transformation of work and organizational resilience. The study offers practical implications for HR leaders, policymakers, and academics navigating digital transformation while reinforcing human-centric performance and sustainability. Full article

In the ESG era, the hospitality sector faces an urgent need to transform its governance models. However, a conceptual gap exists regarding the specific mechanisms that drive this transformation. This study addresses this gap through a systematic literature review to propose a novel integrative framework. Unlike previous reviews that analyze sustainable leadership and ESG governance in isolation, this paper positions sustainable leadership as the central mechanism that catalyzes the systemic integration of ESG criteria into the sector’s organizational culture and strategy. The proposed framework articulates how this leadership style facilitates a cultural, strategic, and operational transformation by balancing economic performance with social well-being and environmental protection. Specifically, within the hospitality context, sustainable leadership is shown to be key in fostering organizational resilience, responsible innovation, and participatory governance. The analysis also identifies critical barriers to implementation, such as cultural resistance, the lack of clear metrics, and the need for specialized leadership training. The unique contribution of this article is to offer a conceptual model that articulates the causal relationship between leadership and applied ESG governance, presenting sustainable leadership not merely as a management style, but as the fundamental component for building resilient and legitimate hospitality organizations in the long term. Full article

This research explores how coalitions of leaders who score high in the Dark Triad traits—narcissism, Machiavellianism, and psychopathy—rebuild moral architectures in organizations to consolidate power, suppress dissent, and secure their rule. Contrary to work that has focused predominantly on individual toxic leaders, this research examines the collective processes that emerge when multiple high-DT-scoring leaders coalesce and unify their moral leadership front. Adopting a qualitative, article-based document analysis methodology, this study synthesizes and critiques evidence from 55 peer-reviewed articles published between 2015 and 2025. Thematic analysis identified three fundamental dynamics through which Dark Triad leaders collectively exercise dominance. The first, the Ethics Cartel, involves the construction of a shared moral façade that legitimates power and shields wrongdoing. The second, Mutual Cover, outlines forms of mutual protection in which leaders shield one another from accountability and scrutiny. The third, Cultural Capture, outlines processes through which organizational culture is increasingly reconfigured such that “ethics” are structured to favor leadership over employees or wider stakeholders. This study illustrates how these coalitions cross over into individual transgressions, creating systemic risk that warps the fabric of organizational culture. Employees are confronted with a work culture that positions ethics as a means of developing survival adaptive mechanisms, such as silence, withdrawal, or compliance. These processes not only harm psychological safety and break trust but also disable accountability mechanisms established to maintain integrity. This study contributes to the study of leadership and organizational ethics by framing ethics not as merely an individual moral stance but as a collective instrument of power. It calls for more attention to the risks that follow collaboration among toxic leaders and for governance arrangements that address the organizational and systemic consequences of these unions. By situating these findings within the broader debate on power, people, and performance, this paper aligns with the focus of the Special Issue “Power, People, and Performance: Rethinking Organizational Leadership and Management” by showing how collective Dark Triad leadership distorts organizational performance outcomes while reshaping power relations in ways that undermine people’s trust and well-being. These insights extend Alowais & Suliman’s findings, highlighting the systemic feedback loops sustaining ethical distortion. Full article

The nonprofit sector provides roughly one in ten jobs in the United States. Yet retirement benefits remain uneven and often inadequate compared to those in the public and private sectors. This article examines disparities in nonprofit access to retirement plans and analyzes how organizational and community characteristics shape retirement benefit provision. The study uses panel regression approaches with data from the NCCS Core PC files and the U.S. Census. The analysis shows that most nonprofits do not offer retirement plans, and those that do often contribute only minimally. Larger organizations and those with higher levels of donative revenue are more likely to offer and contribute to retirement plans. By contrast, the arts and humanities nonprofits and nonprofits in communities with lower educational attainment are significantly less likely to do so. Racial and geographic disparities also persist. Nonprofits in whiter communities are more likely to offer plans, though not necessarily at higher contribution levels. These findings underscore the need for targeted policy and philanthropic interventions. Supporting under-resourced organizations in providing competitive retirement benefits can promote workforce stability and advance equity across the nonprofit sector. Full article

Employee turnover remains a major concern for businesses globally. In Western contexts, the concept of psychological contract breach (PCB) is often employed to understand this phenomenon. This paper takes Bangladesh’s readymade garment (RMG) sector as a case study to explore the factors that support employee retention in their jobs, despite reported poor working conditions and associated issues in garment factories. Data were gathered among 400 RMG workers and linear regression analysis was used to answer this question. We demonstrated that while PCB was positively related to turnover intention, its impact on the retention of Bangladeshi garment workers was relatively minimal. Qualitative data showed how cultural and social factors distinct from known Western retention causes shaped our findings. The evidence presented in this paper sheds new light on employee retention in a Bangladeshi context, where socio-cultural issues challenge the PCB theory, which was developed largely based on Western economies. Full article

Medical doctors are at risk of poor mental health, linked to their working conditions. However, little distinction is made between private and public practice where working conditions differ. This review examines the relationship between perceived working conditions, psychological health, and patient care among doctors in private practice, considering how differences between private and public practice impact these outcomes and the implications of working across sectors. We conducted a systematic literature review following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. The search encompassed Academic Search Premier, Business Source Premier, PsycInfo, PsycArticles, and Medline. Included studies were coded in line with the Job Demands–Resources model. The initial search identified 309 papers, with 14 being selected for final full-text review. Higher job demands were associated with higher levels of burnout, while social resources, job crafting, and healthy coping mechanisms were linked with lower levels of burnout. Working in private practice was associated with higher demands. Doctors in private practice had more negative perceptions of performance, less satisfactory leadership, and a lack of feedback. However, private practice also offered better work–life balance, more control, and greater reward. Notably, no study was found that examined the implications of dual roles where doctors worked across both sectors, which is common. A clear definition of private practice as well as a more granular understanding of work-related risks posed to private practice and dual roles should be the focus of future research. Full article

Platform contracts are a central element of digital work and therefore present a number of legal challenges, in particular with regard to the classification of the legal relationship based on them. In this paper, the two forms of platform work, work on demand via apps and crowdwork, are analysed, with a separate analysis which highlights legal doctrinal inconsistencies. In doing so, we will also discuss the related problematic and varied jurisprudence. This jurisprudence illustrates the complex dispute between the worker and the platform company. Finally, the new Platform Directive of the European Union, which may not hold the key to a real solution to the problem of setting up an appropriate legal qualification system for platform workers, will be analysed. The study is based on the desk-research method, presenting national and EU legislation and case law through qualitative analysis. Full article

Despite decades of ongoing efforts to address gender equality, female physicians, particularly women of color, continue to face significant barriers in medicine, which are exacerbated by microaggressions. In this qualitative study, 133 female physicians recalled experiences with microaggressions and the impact of these experiences on their professional identities and career progression. Thematic analysis revealed four major themes: (1) disregard for professional status; (2) undermining contributions; (3) intersectionality; (4) impact on career mobility and professional confidence. Further, there was one emerging theme: leadership and culture. The results underscore the compounding effects of microaggressions for female physicians with intersecting identities. Highlighting the application of social identity theory, intersectionality, and organizational justice, this study provides a comprehensive view of the impact of microaggressions on female physicians, offering new perspectives on the intersectional nature of discrimination and its effects on professional identity and career satisfaction. Full article

In the world of academia, there is a great mobility of talented university professors with a high level of movement among different entities. This could be a major problem, as universities must retain a minimum level of talent to support their various academic programmes. In this sense, finding out what factors could increase the loyalty of such staff can be of great interest to human resource (HR) departments and the overall administrative management of an organisation. Thus, this area, also known as People Analytics (PA), has become very powerful in human resource management to strategically address challenges in talent management. This paper examines talent commitment within the university environment, focusing on identifying key factors that influence the loyalty of professors and researchers. To achieve this, machine learning (ML) techniques are employed, as Principal Component Analysis (PCA) for dimensionality reduction and clustering techniques for individual segmentation have been employed in such tasks. This methodological approach allowed us to identify such critical factors, which we have termed Quantitative Emotional Salary (QES), enabling us to identify those factors beyond those merely related to compensation. The findings offer a novel data-driven perspective to enhance talent management strategies in academia, promoting long-term engagement and loyalty. Full article

This essay argues for the inclusion of mindfulness training in educational leadership preparation programs in the United States. Educational leaders have a determining influence on school effectiveness, and their success depends on the quality of the preparation they receive. As such, increased attention to school leadership and school leader preparation has emerged, and important efforts to improve the preparation of school leaders have been undertaken, including the development of the National Educational Leadership Preparation standards. However, while the standards are extremely valuable, they concentrate on what leaders know and do for others, not on their well-being, who they are, or how they determine what to do. Hence, the standards may contribute to the increasingly technocratic orientation in the narrative about and preparation of educational leaders. While such orientation supports the development of necessary knowledge and skills, it may leave gaps in relational and internal capacities; capacities that have been identified as increasingly important for today’s school leaders, not just for their job performance, but also for their well-being and longevity on the job. This essay highlights some of the ways in which mindfulness can support the preparation of school leaders while enhancing their relational, internal, and standards-based capacities. Full article

Poverty can contribute to students’ struggles with academic success, yet these struggles may be mitigated in schools with high levels of collective teacher efficacy (CTE). The purpose of this study was to identify effective Title I-eligible schools, serving a high percentage of financially disadvantaged students, while also maintaining high levels of CTE. Two schools were selected for cross-case analysis to explore how leadership characteristics and actions nurtured and sustained schoolwide CTE. The methodology used in this study was a qualitative cross-case analysis. The researchers purposefully selected the schools as cases based on the level of CTE existing in the schools. The qualitative cases provided means of determining how CTE was nurtured and sustained in the exemplary schools. These findings have substantial significance for educational leaders at the school, district, university and state levels. The results identified element characteristics and actions of instructional leaders to actuate CTE, increased teacher confidence and more significant collaborative relationships in schools. This study supports existing CTE research regarding connections between CTE and shared leadership, and CTE and trust among faculty. Full article

During the COVID-19 pandemic, lockdown and working from home (WFH) were two significant non-pharmaceutical interventions (NPIs) deployed to stop the spread of the virus and also maintain economic activity. Lockdown caused significant socio-economic disruptions and varied in efficacy by location, even while it helped slow the spread of the virus and provided medical personnel with more time to respond to the crisis. WFH, however, was introduced to mitigate business collapse, and it presented crucial benefits such as flexibility and reduced commuting. However, it also presented major challenges, including work–life conflicts, productivity concerns, and mental health issues. By examining the short- and long-term effects of these NPIs on various sectors and demographics, this study assesses their efficacy in crisis management, and our results show that although WFH and lockdowns were essential for crisis management, their effectiveness varied depending on sectoral differences, timing, and implementation tactics. Furthermore, the ongoing shift towards hybrid work underscores the need for adaptive policies that balance productivity, mental well-being, and economic sustainability. Moreover, future research should focus on exploring the long-term implications of WFH and hybrid work models in order to ensure better preparedness for future crises and refine existing NPIs for more effective crisis management. Full article

This paper provides guidance for organizations and individuals to combat the subtle yet impactful discrimination of microaggressions. Drawing from interdisciplinary sources, it integrates insights from organizational science and health psychology, with a focus on diversity, equity, and inclusion (DEI). Through a review of 69 sources, including empirical studies, government reports, and policy analyses, the paper identifies where microaggressions are likely to occur, why they matter to managers, and how they can be addressed in the workplace. Practical, evidence-based strategies are offered to help reshape perceptions, reduce discriminatory behaviors, and create more equitable opportunities, ultimately fostering greater satisfaction and enabling diverse workplaces to reach their full potential. The findings emphasize the importance of mindful management and actionable DEI practices that drive meaningful change in workplace culture. By providing tools to recognize and respond to microaggressions, this paper contributes to broader efforts to reduce inequities and enhance the work environment, ensuring employees can thrive, regardless of their subgroup identities. Full article

This study conducts a bibliometric and altmetric analysis of women’s entrepreneurship, examining research trends, challenges, and contributions to sustainable development. By analyzing 6729 journal articles from the Web of Science (1975–2024), this study employs citation analysis, co-citation analysis, and co-word analysis, alongside altmetric indicators, to assess research impact. Visualization tools such as VOSViewer (version 16.20) were used to map the scholarly landscape. Key findings highlight critical themes, including gender disparities, financial barriers, socio-cultural challenges, and digital transformation, underscoring the crucial role of women entrepreneurs in achieving the United Nations’ Sustainable Development Goals (SDGs). This study identifies major research clusters, leading authors, and institutions that shape the field, while also revealing regional disparities in research output. The growing prevalence of open-access research has enhanced knowledge dissemination, yet access to financial and technological resources remains a challenge for women entrepreneurs. This study emphasizes the need for targeted policies to improve access to finance, digital tools, and entrepreneurial education, fostering an enabling ecosystem for women-led businesses. By integrating traditional bibliometric techniques with altmetrics, this research provides a comprehensive assessment of global trends in women’s entrepreneurship, offering valuable insights for academics, policymakers, and practitioners. It contributes to the literature on gender and entrepreneurship by identifying emerging themes and gaps, advocating for inclusive policies and enhanced support mechanisms to drive sustainable economic growth. Full article

The transition to a Circular Economy (CE) is a fundamental response to contemporary environmental and economic challenges. Sustainable human resource management (SHRM) is pivotal in equipping the workforce with green skills, reskilling strategies, and fostering organisational sustainability. This study undertakes a comparative analysis of Portugal and Sweden to examine the influence of SHRM strategies on CE adoption. Utilising Eurostat data and employing statistical analyses, the study assesses workforce training, circular material use, and green employment growth in both countries. The findings reveal that Sweden exhibits considerably higher engagement in workforce training (32.26% vs. 10.87% in Portugal), more prevalent circular material use (7.73% vs. 2.31%), and more consistent green job growth (higher R² in regression models). These findings underscore the pivotal role of well-designed public policies and SHRM strategies in fostering CE adoption, underscoring their alignment with the Sustainable Development Goals (SDGs), particularly SDGs 8 and 12. The insights derived from this study are of significance for policymakers and organisations seeking to enhance workforce sustainability and circular business models. Full article