Search Results (132)

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

This study explores the marketing challenges perceived by aspiring entrepreneurs, focusing on undergraduate business students’ perspectives. Drawing on an empirical qualitative approach, this research utilizes data from semi-structured interviews with 31 students at a midwestern U.S. university to examine key barriers that hinder business development and growth. The research identifies five key themes: budget constraints, customer identification and engagement, branding and market differentiation, digital marketing barriers, and the role of education. The findings reveal that financial limitations and resource constraints hinder students’ ability to implement effective marketing strategies, while limited practical experience complicates customer engagement and market research efforts. Additionally, participants emphasized challenges in establishing distinct brand identities and adapting to rapidly evolving digital marketing tools. These insights align with existing entrepreneurial marketing theories, reinforcing the role of adaptability and resourcefulness in early-stage business ventures. Education emerged as both a strength and an area for improvement, with students valuing theoretical foundations but identifying gaps in hands-on, experiential learning opportunities. This study contributes to entrepreneurial marketing literature by highlighting the interplay between resource constraints, creativity, and adaptability in understanding marketing challenges. It further underscores the importance of integrating digital marketing competencies and alternative financing strategies, such as crowdfunding and fintech solutions, into entrepreneurship education. It also emphasizes the need for educational reforms that integrate practical applications, mentorship, and digital marketing training to prepare students for real-world entrepreneurial endeavors. By addressing these gaps, the findings offer actionable insights for educators, policymakers, and entrepreneurial support systems to better equip aspiring entrepreneurs for sustainable success. Full article

Mobbing, also referred to as workplace bullying, has significant impacts on employee behavior within organizational contexts, negatively affecting organizational performance. Consequently, promoting workplace well-being and individual performance emerges as a critical factor in mitigating the adverse effects associated with this phenomenon. This study aims to fill a gap in the research because it integrates a sequential mediation model, which elucidates the underlying mechanisms through which mobbing influences organizational outcomes. The research involved 388 workers from the public and private sectors, aged between 21 and 59 years, selected through non-probabilistic convenience sampling. Despite its limitations, this method was chosen to ensure an adequate representation of employees experiencing workplace mobbing across different sectors. Data collection was carried out using the Luxembourg Workplace Mobbing Scale, the Job Performance Questionnaire, the Organizational Performance Questionnaire, and the Workplace Welfare Scale. The findings revealed that high levels of mobbing are significantly associated with a reduction in organizational performance. Furthermore, workplace well-being and individual performance were identified as serial mediators in this relationship, indicating that more harmonious work environments enhance individual efficacy, thereby contributing to improved organizational performance. These results highlight the importance of strategic interventions focused on promoting well-being in the workplace to promote healthier and more productive organizational cultures. Full article

The humility at work scale was developed to provide a numeric representation of the humility at work construct, defined as one’s estimate of low to modest self-importance in the act of doing the work itself and in relation to one’s role in doing the work. In prior studies, scores yielded by the scale have shown concurrent validity with measures of predicted union outcomes. In the present study, published and unpublished sample data were used to show convergent-discriminant validity as a demonstration of construct validity stemming from item-content validity. Using principal component analysis, four distinctive item-content domains were identified as interpretable: expressive humility, supportive humility, effective humility, and appreciative humility. Represented as item-subscales, yielded scores were found to show convergent-discriminant validity with scores yielded from measures of constructs thought to be related and unrelated to the humility construct, with the exception of scores yielded by the effective humility subscale. Included are discussion points for detected and undetected scale validity with an eye on scale use in prediction models and construct applications that bear on the experience of work in reference to supervisors and subordinates whether employed as union or nonunion employees and whether employed in union or nonunion work environments. Full article

As the fear of the spread of COVID-19 has faded, governments around the world are moving to lift strict behavioral restrictions. How should human resource management at overseas subsidiaries adapt to these system changes? To find the answer, this paper clarifies the anxiety of employees working at overseas subsidiaries after the strict behavioral restrictions introduced by governments during the spread of COVID-19 have been lifted, as well as the relationship between psychological and social resources and intention to leave. To this end, we applied and verified the analytical model of “China 2020”, which was conducted on 2973 people in East and South China from February to May 2020, the results of which have been published in previous studies, to psychological questionnaire data from “Wuhan 2023”, which was conducted on 813 people in Wuhan City from January to March 2023. As a result, it was shown that the analytical model based on the conservation of resources theory (COR) can be applied not only to China 2020 but also to Wuhan 2023. This study proposes an analytical framework that can be widely applied across time and place and can be used as a reference for foreign companies that lack local information on disasters that expand while the nature and impact of the damage change. Full article

Based on attachment theory, this research explores Secure Base Leadership’s (SBL) efficacy in mitigating the negative impact of emotional demands on employee exhaustion, with an aim to reduce burnout rates and improve workplace well-being. A survey sample of 428 Spanish employees from various sectors was collected, and Partial Least Squares Structural Equation Modeling (PLS-SEM) was used to test the research model. Emotional demands were found to significantly increase employee exhaustion, whereas SBL reduced and moderated these effects, proving its protective function. Furthermore, increased exhaustion was associated with longer tenure and employment in private organizations. Findings support integrating SBL in leadership development to foster a supportive environment, mitigate burnout, and boost employee well-being. Highlighting the application of attachment theory in organizational settings, this study contributes to understanding SBL’s effectiveness against emotional demands, guiding leadership practices to enhance organizational health. Full article

Leading multidisciplinary teams requires not only strong leadership skills, but also a supportive organizational environment. This study examines the key characteristics necessary for adaptive leadership and identifies the main organizational factors that facilitate its development. A systematic literature review, following the PRISMA-P protocol, was conducted, analyzing 33 studies on the traits of adaptive leaders and relevant organizational factors. Based on these findings, we propose a conceptual framework representing the feedback cycle of the adaptive leadership process within organizations and present three propositions associated with this model. The results indicate that the primary characteristics of adaptive leaders include flexibility, empathy, innovation, and long-term vision. Conversely, organizations possess factors that can either facilitate or hinder the development of adaptive leadership, such as organizational culture, structure, innovation history, and strategy. The findings emphasize that orchestrating adaptive teams during times of crisis is especially challenging, requiring additional competencies in resilience and adaptability. This study contributes to the literature by identifying the essential capabilities of adaptive leaders and discussing key considerations for leaders and practitioners seeking to transition from traditional to adaptive leadership. Full article