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Working arrangements’ hybridity has become paramount, particularly after the coronavirus disease 2019 pandemic. A remote working environment has indubitable advantages (e.g. the ability to work from anywhere and at any time). However, such flexibility comes at the cost of being virtually always connected. This duality poses challenges for talent management (TM) in determining who can thrive under these specific conditions and how. This study explores how employees respond to this extended connectivity – namely, work connectivity behaviour after-hours (WCBA) – and its influence on proactive talent behaviour by constructing and testing a theoretical model that differentiates employees’ reactions to this condition.

This study collected data from 400 mainland Chinese employees using online and offline methods. Owing to the potentially varied effects of working in digital environments on employees, a dual mediation regression model was employed to test the hypotheses.

Remote and hybrid work and, specifically, the increased connectivity experienced by employees can be a “double-edged sword” in influencing their proactive behaviour (PB). While employees experience increased organisation-based self-esteem, which positively correlates with more intense PB, this prolonged exposure may also cause emotional exhaustion (EE), which has a negative correlation with PB. Jointly considering both mediation effects revealed that WCBA’s total effect on PB remained negative.

This study enriches the debate regarding the development of TM practices specifically designed for remote work. It recommends paying greater attention to how employees react to increased connectivity experienced in remote and hybrid working environments. Increased self-esteem or passive EE are possible elements for identifying employees’ talent potential. The separation between work and after-work is becoming blurred in the digital age, which reduces employees’ motivation and ability to exploit their inner talents. Therefore, organisations must find alternatives to preserve their talent pools. This study enriches theoretical research on WCBA, promoting an in-depth application of the theory of job-demand resources in the digital age.

The purpose of this study is to test a model of healthcare professionals’ well-being seen as a consequence of a process of motivated professional identity construction, a variable that mediates the influence of the organizational identity (utilitarian or normative) and the perceived reputation of the profession on well-being.

Cross-sectional design, based on a survey of 384 healthcare professionals. Structural equation modeling with latent variables was used to test the model.

The data provide empirical evidence supporting the proposed model. We find that organizational identity (utilitarian and normative) and perceived professional reputation positively relate to professional identity, a variable that positively relates to well-being. Professional identity mediates the relationship between organizational identity (normative and utilitarian) and perceived professional reputation and well-being. Utilitarian organizational identity and perceived professional reputation are also directly related to well-being.

This research significantly departs from the current focus of explaining the well-being of healthcare professionals by resorting mainly to individual factors and introduces organizational and institutional determinants.

The aim of this paper is twofold. The main objective is to contribute to a more comprehensive understanding of the tensions that characterize social enterprises because of their dual (economic and social) commitments in a Hungarian context.

The research was exploratory, as no structured inquiry has been carried out in a Hungarian context concerning the sources of tension social enterprises encounter because of their dual commitments. Therefore, a qualitative approach was chosen to achieve the exploratory goal. Semi-structured in-depth interviews were carried out with one expert and nine social entrepreneurs to map and understand these tensions in a Hungarian context.

The research provides a comprehensive three-level model of tensions in which concrete (observable) tensions are grouped into 4 main groups of tensions and 15 subgroups.

This study is original in two ways. First, besides the numerous tensions other researchers have already observed, this study revealed some that have not been empirically observed. Second, being the first research on tensions in a Hungarian context, to the best of the authors’ knowledge, the results increase understanding of social entrepreneurship in a Hungarian context based on the lived experiences of Hungarian social entrepreneurs.

The purpose of the perspective article is to review relevant literature on family business and ethnic fashion and establish links across identity (defined as culture, tradition, heritage and status) and fashion (color, design, pattern and fabric/texture) and internationalization (foreign market entry), and develop a conceptual model using the identity theory and qualitative method.

This is a qualitative study by design. We used a systematic research and ethnographic method for this study. Specifically, the author used the participant observation aspect of ethnography to collect information and images relating to ethnic fashion. Ethnography is a well-established methodology widely used in social sciences research, including fashion.

The study's conceptual model proposes that (1) ethnic fashion mediates the identity-internationalization relationship, (2) knowledge transfer moderates the identity-ethnic fashion relationship and (3) family business size moderates the ethnic fashion-internationalization relationship. It is also revealed that a person's status can be judged by their dress and fashion in under two minutes.

This study is limited to the African continent, though it has 54 countries with a current population of about 1.5 billion people, which is expected to be roughly 2.5 billion by 2050.

Implications of the study for the entrepreneurs and family businesses are that they should realize the opportunities presented by ethnic African fashion and tap into the most crucial key to success—local design, color, fabric and patterns associated with meaning and messages. Cross-cultural collaborations and digital innovations can help the internationalization of African fashion while preserving local heritage and identity. Another implication is that quality and consistency in branding are equally essential to be on par with intentional luxury brands.

The social implication of the study is that culture and fashion are correlated and influence designers' creations, reflecting and conveying identity, status and societal values. Fashion allows people to express their identity, individuality and values. The proper fashion and outfit can boost mood, self-esteem and confidence, resulting in healthy social interaction and mental health. Fashion can also raise social issues (e.g. inclusiveness, diversity and gender by featuring various models and designs) and environmental issues (e.g. sustainable practices local and ethical production).

The paper synthesizes ethnic fashion in the context of family businesses in Africa, highlights specific examples of ethnic fashion of African people with the potential for internationalization and proposes future fashion perspectives for family businesses. It adds value in that it focuses on fashion family businesses in the African continent.

This paper aims to contribute to research on hybrid organisations operating within the information and communication technology for development paradigm to foster socio-economic inclusion through the capacity building of marginalised individual youth to enable their entry and participation in the formal labour market.

Using a qualitative research design, the authors investigated impact sourcing service providers and their beneficiaries to unpack how hybrid organisations fulfil their social mission and to provide a nuanced understanding of their needed capabilities. Data triangulation through document analysis, participant observation and semi-structured interviews were conducted for the empirical findings’ robustness and in-depth analysis.

This paper illuminates how hybrids strived to build beneficiaries' capabilities through empirically grounded approaches of “standardised” and “individualised” skills development, which were strongly connected to the perceived capabilities among the beneficiaries. Organisations that practiced the “individualised” approach imparted technical knowledge and, depending on individual needs, relevant social skills. Critically, the empirical findings call into question the effectiveness of the scalability model, as the results showed that the creation of standardised, low-skilled and low-paid jobs contradicts the idealised self-help status that employment advocates. In addition, the findings underline the central role of constant experimentation, resilience and organisational learning in revamping capabilities of hybrid organisations. Remarkably, compared to organisations committed to the “standardised” technical competency path, the results underscored the difficulties that organisations taking an “individualised" approach face in developing organisational capabilities for their financial sustainability. Further, organisations engaged in standardised” skills development were found to readapt their business model to the economic value and kept the wording of dual mission as a narrative.

The paper makes a conceptual and empirical contribution bringing together two separately developed literature strands – the organisational capability approach and – the individual capability approach, to enhance a more profound understanding of how both capabilities are connected to each other in the dual-mission orientation of hybrids embedded in resource-poor environments, global value chains, Global South, hybrid organisations, organisational and individual capability building.

Solo travel is one of the fastest-growing tourism segments, especially among women. This study aims to identify which research topics of interest are more evident in solo female travelers (SFTs) and provide future researchers directions to explore some other research areas in SFTs.

Adopting the Preferred Reporting Items for Systematic Reviews and Meta-Analyses, the searched keywords included “female travel*” OR “women travel*” AND solo, extracted from Web of Science, Scopus, Emerald and ProQuest databases conducted in English.

Out of the 163 initial records, 25 papers were included. The reviews revealed four research topics that are more evident in SFT studies, namely, push and pull factors, perceived risks and travel constraints, risk management and negotiation strategy and travel experience. More work is required on SFTs beyond the existing research streams.

The papers selected for this study were chosen based on the review’s selection criteria and might omit other SFT studies.

This paper contributes to uncovering the literature on SFTs to date.

The purpose of this study is to enrich the literature on employee relations with a new model focusing on the effect of institutional structure and that of employees’ organizational identification on the relationship between institutional structure in an organization and employees’ pro-environmental behaviors, which represents an alternative approach for understanding employees’ pro-environmental performance.

We collect multi-level and multi-source data from 52 four- or five-star hotels in China (N = 963). For data analysis, we adopt the approach of multilevel structural equation modeling.

The results suggest that organizations’ green institutional structure (G-structure) can significantly influence employees’ organizational identification, which in turn can increase their pro-environmental performance.

We propose a new multi-level theoretical perspective to explain employees’ pro-environmental behaviors. While prior studies on the issue mainly consider only the effects of such micro-level variables as ability, motivation and personality, we focus on the effect of organizational institution and its interaction with micro-level variables so that we can evaluate the effect a commonly-studied contextual variable, i.e. green institutions, on the behaviors. Moreover, in this new theoretical model, we also take into account the effect of another insufficiently-tested micro-level variable, i.e. employees’ identification, which has not been considered as frequently as other micro-level variables in studying employees’ pro-environmental performance. Our results highlight the importance of all these variables and suggest a valuable alternative model for more comprehensive research of employees’ green performance.

This study aims to investigate how women’s entrepreneurial self-identity influences their experience of well-being through entrepreneurship.

This study tested and validated a model using survey data from 210 women entrepreneurs in China. Hierarchical regression and bootstrapping methods were used to test the hypotheses.

This study finds that women’s entrepreneurial self-identity not only has a direct positive effect on entrepreneurial well-being but also an indirect positive effect on entrepreneurial well-being through the mediating role of entrepreneurial work autonomy and work meaning. Moreover, in mediation analyses, the autonomy and meaning of entrepreneurial work simultaneously mediate the relationship between women’s entrepreneurial self-identity and entrepreneurial well-being, and further play a chain mediating role between the two.

Little is known about how women perceive well-being through entrepreneurship. Moreover, the available literature has mostly overlooked the impact of women’s entrepreneurial self-identity on their entrepreneurial well-being. This study reveals the influence mechanism from the perspectives of identity and self-determination theories, with a focus on women entrepreneurs in China.