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Loneliness is widely prevalent in modern society. Despite the growth in studies, very limited studies so far have attempted to systematically review the literature. This study aims to consolidate the antecedents of loneliness by reviewing the literature.

The systematic literature review method is adopted to identify the antecedents. Full texts of each article were taken for analysis which was published from 2002 to 2022. Multiple databases were examined and total of 60 articles were included for systematic literature review.

The study presents the descriptive analysis of the articles. Also, the paper thematically presents the key antecedents of loneliness in three themes (a) Loss of love, (b) Individual cognitive and personal factors and (c) Childhood experiences and parenting practices. The study also highlights the moderating effect of demographic factors and lifestyle changes.

The current study is the first systematic literature review to present the antecedents of loneliness. The study contributes by offering an enhanced understanding of loneliness. Also, the study presents contemporary understanding of loneliness and proposes a conceptual framework. The findings are useful to academicians as well as policymakers.

Knowledge regarding the importance of the psychosocial work environment for health and well-being in the workplace is extensive. However, more knowledge is needed about how the managers’ organizational conditions are related to what occupational health and safety management (OHSM) is actually conducted and how this relates to the work-related health of employees. The aim of this study is therefore to investigate if managers’ organizational conditions are associated with the conducted OHSM, and if the conducted OHSM is associated with the psychosocial work environment and well-being of the employees.

An electronic questionnaire was sent to managers and their employees working in 10 different organizations in Sweden, resulting in 1,097 valid responses. Structural equation modeling (SEM) was used to analyze the results.

The SEM analysis showed that managers’ conditions were related to employee well-being via OHSM and psychosocial work environment (job demands and job resources).

This study contributes to the existing literature in the field of OHSM by placing explicit focus on the role of organizational conditions for conducting OHSM. By studying not only the link between work environment and health, but also focus on the underlying organizational structures for OHSM, provides additional possibilities for prevention of the increasing work-related illness. As such, this paper contributes to a more holistic perspective in the field of OHSM.

Situated in the context of India, where women’s representation on corporate boards remains low, this study aims to explore whether and how tokenism impacts the behaviours of female directors.

The boardroom experiences and perceptions of 14 women directors are explored through semi-structured interviews and analysed using an inductive and interpretive process. Also, to get a counter perspective and avoid the social desirability bias from the women participants’ responses, 16 men directors are interviewed.

The study finds that, as gender minorities, women directors' visibility on boards can create performance pressures on these women. To counter gender-based prejudices, women directors consciously alter their behaviours and project both male and female traits consistent with the director role. By doing so, women directors overcome tokenistic stereotypes and are accepted as part of the director in-group, irrespective of their numeric representation on the board.

The research has implications for governments attempting to increase women’s board presence through affirmative actions and for firms aiming to improve the gender diversity of their board composition.

These findings present an alternative perspective on women directors’ board behaviour by exploring the applicability of Western trends on tokenism and critical mass in the context of India, adding to the vast body of literature concerned with minorities on corporate boards.

In recent years, researchers and practitioners have paid a great deal of attention to the circular economy (CE) due to its potential social and environmental benefits. However, limited attention has been devoted in the literature to studying the barriers to CE implementation in the apparel retail industry in emerging and developing nations besides China. Consequently, the purpose of this paper is to analyse the barriers to implementing CE in the Indian garment retail market.

This exploratory study uses a comprehensive literature analysis to identify the micro-level impediments to CE adoption in India's garment retail industry. The study aims to identify these barriers using a Delphi process, consisting of three stages. The first stage involves literature reviews and expert opinions, while the second and third stages involve survey methods with 14 industry professionals and academics. The use of the two primary data sources allows for triangulation of the data, which improves the validity of the findings and enables broader conclusions to be drawn from the results.

This study indicates that the top three challenges to implementing CE principles in the Indian apparel retail industry are “standards and regulation barriers” (84%), “strategic barriers” (82%) and “supply chain management and technology barriers” (79%). Strategies for overcoming these obstacles include gaining top management support, coordinating supply chain components, training and employee motivation.

This study considers only Indian apparel retail industry, and the practical implications could potentially limit the study to emerging Asian economies.

To the best of the authors’ knowledge, this is the first research of its type to explore CE obstacles at the organizational level in the Indian garment retail business. Thus, it contributes to a greater understanding of the topic and enables practitioners to develop effective policies and business strategies for CE and sustainability.

This study responded to the call to empirically reconcile conflicting findings in unethical pro-organizational behavior (UPB) literature. It did so by examining the influence of organizational culture on the relationship between affective organizational commitment and UPB.

Using a sample of 710 U.S. service sector employees based on a three-wave data collection design, structural invariance assessment was utilized to evaluate the relationship between affective organizational commitment and UPB across organizational cultures with opposing effectiveness criteria (i.e. focused on stability vs flexibility).

The result indicated a statistically significant positive direct effect between affective organizational commitment and UPB for the stability-focused cultures, while finding a statistically insignificant effect for the flexibility-focused cultures. These results support organizational culture research, which shows that organizational cultures with opposing effectiveness criteria (i.e. stability vs flexibility) can either encourage or discourage ethical behavior.

While leaders and managers encourage employee commitment to the organization, it is important to understand that increased organizational commitment is not limited to positive outcomes. Cultivating elements of flexibility-oriented cultures, like promoting teamwork (as in clan cultures) or fostering innovation and adaptability (as in adhocracy cultures), can be a strategic approach to minimize the chances of UPB among committed employees.

By integrating insights from social exchange theory, Trevino’s interactionist model and the competing values framework, we have contributed to a nuanced understanding of how different organizational cultures can suppress or stimulate UPB.

As foreign direct investment (FDI) plays an important role in economic globalization. This paper examines the structural features of the global FDI network based on FDI flows data and changes in the position of countries within the network.

In order to study the structural characteristics of the global FDI network and the status and changes of countries in the global FDI network, the authors build the investment network and apply the QAP (Quadratic Assignment Procedure) analysis to examine the evolutionary characteristics of the network and its influencing factors.

The global FDI network becomes more interconnected and has a clear “core-periphery” structure. The network connections and volumes have increased dramatically and most countries spread their assets across multiple countries, while only a handful of countries have concentrated investments. The topological structure of the global FDI network has changed noticeably, although this process has been slow and stable and countries in the core position have remained largely intact. The authors find that trade relations between countries, geographic distance and differences in economic size, income levels and institutional environments all have a significant impact on the global FDI network.

Although we find some valuable results, some aspects need further investigation. For example, how a country uses the investment network to boost its economy and how the different industries in the investment network change over time. It is important to get the industry-level details to understand the impact of the global investment network from a government's perspective.

FDI affects the distribution of international capital and contributes to the development of the global economy. Therefore, it is important to study the characteristics of the global FDI network and its development patterns. With more understanding about the network as well as its evolutionary pattern, the government can possibly carry out some policies to promote direct investments as well as economic development.

All countries should actively engage in international direct investments and strengthen their economic ties. At the same time, they can put more emphasis on inward or outward FDI based on their own level of economic development to better establish the circulation channel for domestic and international capital.

This paper examines foreign direct investments through the lens of a global network. In contrast to traditional bilateral studies, this paper focuses on the network structure and evolution, reflecting the dynamics of the entire direct investment system as well as the changing positions of participating countries.

This paper aims to provide an elucidative and explanatory overview of decision-making theory that human resource management and development (HR) researchers and practitioners can use to explore the impact of heuristics and biases on organizational decisions, particularly within HR contexts.

This paper draws upon three theoretical resources anchored in decision-making research: the theory of bounded rationality, the heuristics and biases program, and cognitive-experiential self-theory (CEST). A selective narrative review approach was adopted to identify, translate, and contextualize research findings that provide immense applicability, connection, and significance to the field and study of HR.

The authors extract key insights from the theoretical resources surveyed and illustrate the linkages between HR and decision-making research, presenting a theoretical framework to guide future research endeavors.

Decades of decision-making research have been distilled into a digestible and accessible framework that offers both theoretical and practical implications.

Heuristics are mental shortcuts that facilitate quick decisions by simplifying complexity and reducing effort needed to solve problems. Heuristic strategies can yield favorable outcomes, especially amid time and information constraints. However, heuristics can also introduce systematic judgment errors known as biases. Biases are pervasive within organizational settings and can lead to disastrous decisions. This paper provides HR scholars and professionals with a balanced, nuanced, and integrative framework to better understand heuristics and biases and explore their organizational impact. To that end, a forward-looking and direction-setting research agenda is presented.

The global resolution of embracing dynamic and intertwined production systems has made it necessary to adopt viable systems like circular economy (CE) to ensure excellency in the business. However, in emerging countries, it is challenging to implement the CE practices due to the existing problems in the supply chain network, as well as due to the vulnerable financial condition of the business after the deadly hit of COVID-19. The main aim of this research is to determine the barriers to implementing CE considering the recent pandemic and suggest strategies to organizations to ensure CE for a cleaner environment and greener economy.

After an extensive literature review and validation from experts, 24 sub-barriers under the class of 6 main barriers are finalized by Pareto analysis, which is further analyzed via the best-worst method to determine the weight and rank of the barriers Further, fuzzy-Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS) method is used to rank the proposed startegies to overcome the analysed barriers.

The results identified “unavailability of initial funding capital”, “need long time investment”, “lack of integrating production system using advance technology” and “lack of strategic planning” as the most acute sub-barriers to CE implementation. Further, fuzzy TOPSIS method is used to suggest the best strategy to mitigate the ranked barriers. The results indicated “integrated design facility to CE”, “ensuring large scale funding for CE facility” as the best strategy.

This study will motivate managers to implement CE practices to enjoy proper utilization of the resources, sustainable benefits in business, and gain competitive advantage.

Periodically, a lot of work is done on CE practices but none of them highlighted the issues in the domain of the leather products industry (LPI) and COVID-19 toward achieving sustainability in production and consumption. Thus, some significant barriers and strategies to implement CE for achieving sustainability in LPI are highlighted in this study, which is a unique contribution to the literature.

The present study aims to examine the relationship between green economic incentives (GEIs) and environmental commitment (EC) as drivers of the circular economy (CE) practices in small and medium enterprises (SMEs).

A cross-sectional study of 594 assistant managers and SME managers was used while data were analyzed through Smart PLS.

The results showed that GEIs positively affect the SMEs' EC and the CE practice model. Furthermore, EC is the mediator between GEIs and the three CE practices: internal environmental management, eco-design and corporate asset management and recovery (CAM&R).

The present study provided a basis for understanding the relevance of SMEs' CE practices and designing a strategic plan for its implementation. Also, it provides insight into that collaboration between triple helix (the government, SMEs and the community) is needed in increasing environmental awareness toward sustainability.

This study enhanced the natural resource-based view (NRBV), describing the mechanisms that view GEIs and EC as pollution prevention in CE practice.

This paper aims to understand loneliness with a special focus on perceived loneliness using a multifaceted approach.

To the best of the author’s knowledge, this appears to be the first paper dedicated to investigating the perception of loneliness as its primary topic. Unfortunately, not much work is available on this specific focus. However, various facets and dimensions can be integrated to gain a better understanding. Therefore, the author has carefully selected four sections, each focusing on different aspects of loneliness. These sections can contribute to a better understanding of loneliness, keeping in mind its perception.

Section one examines the cognitive processes and self-assessment mechanisms that set lonely individuals apart from their non-lonely counterparts. These include heightened awareness, negative social cue interpretation and increased sensitivity to social threats. Section two examines the predictors of loneliness and associated emotional responses. This includes factors such as emotional responses, attributions, duration and situational variables. Section three challenges conventional definitions of loneliness by introducing social asymmetry. Within this framework, personality traits such as extraversion emerge as resilient against loneliness, even in social isolation. Section four discusses the significant influence of cultural diversity on perceptions of loneliness. Collectivist cultures rely on familial and community support to combat loneliness, whereas individualistic cultures require interventions that promote independence.

This comprehensive examination contributes insights for informing targeted interventions, reinforcing support systems and enhancing our understanding of human connectivity in an increasingly isolated world.