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The human service triad (i.e. the relationship between the customer, frontline employee (FLE) and managerial employee) experiences a range of well-being challenges when faced with the introduction of service robots. Despite growth in service robot scholarship, understanding of the well-being challenges affecting the human service triad remains fragmented. Hence, the purpose of this paper is to synthesise the literature and offer a research agenda aligned with the proposed Robotic-Human Service Trilemma. By taking a job performance approach (which considers the actions, behaviours and outcomes linked to organisational goals), the Robotic-Human Service Trilemma conceptualises three well-being challenges (intrusion, sideline and interchange). These challenges are realised via the realistic capabilities and constraints of service robot implementation.

This research relies on a systematic review of all disciplines concerning service robots. In total, 82 articles were analysed using thematic coding and led to the development of the Robotic-Human Service Trilemma and research agenda.

The analyses reveal the Robotic-Human Service Trilemma consists of three challenges: intrusion, sideline and indifference. The findings demonstrate that FLEs are required to counterbalance the constraints of service robots, leading to an uneven well-being burden within the human service triad. This paper suggests a research agenda for investigation of the challenges that underpin the Robotic-Human Service Trilemma.

Through the conceptualisation of the Robotic-Human Service Trilemma, this study is the first to explore how states of well-being equilibrium exist within the human service triad and how these states are challenged by service robots. The authors present a balanced centricity perspective to well-being that contrasts previous trade-off approaches and that enhances the body of service robot literature with a well-being lens.

The review aims to demonstrate a broader perspective of human capital and employee well-being concept. Moreover, the study attempts to analyse theoretical notions underlying human capital and well-being relationship and thus to guide the integration of two distinct concepts.

This review followed the systematic literature search protocols from the Academic Journal Guide 2018 generated by the Chartered Association of Business Schools. Sixty-nine quantitative research papers were selected for the review.

Human capital is not only about individual competence but includes acquisition, utilization and development of competence in a broader sense. Employee well-being has been discussed from subjective and objective viewpoints and categorized into happiness, health and financial aspects. The review results suggest that various organizational theories, workplace learning and learning organization perspectives underlie human capital and well-being relationship. The review guides that the high involvement working model encapsulates well-being as part of human capital development.

This review discusses practical implications for human resource management practitioners.

This review is a unique attempt to assess the human capital and well-being literature systematically.

This paper examines the effects of foreign aid type on human well being. Cross‐country regressions revealed aid for education and water to be positively correlated with human well being in low‐income countries while aid for education and health are positively correlated with human well being in lower‐middle‐income countries. The results also confirm growth in output and gross domestic investment to be positively associated with human well being in low‐ and lower‐middle‐income countries. In the low‐income countries, it is also found that unproductive government expenditure, conflicts and rural populations are negatively correlated with human well being. Conflicts and rural populations are also negatively correlated with human well being in the middle‐income countries.

While defining the well‐being for all as the objective of human development, this paper aims to draw attention to the deficiencies resulting from the “simplification” inherent in its implementation, especially by institutions, and to the advantages to be derived from determining the concept's policy implications and the ensuing priorities and strategies via a bottom‐up‐ or grassroots‐approach.

The paper uses criteria from grassroots approaches to define well‐being for all.

The approach to well‐being for all could help moving towards a new “political culture” rather than a new measurement.

The analysis identifies the links between “components” of well‐being so that action does not continue to be blind, that is to say disregards the fact that, in a complex, changing world, it is necessary to identify the key areas and aspects that offer potential for a renewed organisation of responsibilities, in other words to achieve a new social compromise on the exercise of responsibility.

Apart from fine‐tuning the definitions what interests us is how to transform a concept into a shared political priority for all concerned in a given context. The paper clarifies this, since a gulf can emerge between a concept's origins (strongly rooted in theories concerning human potential to reason in terms of the common good) and the methods of designating the powers capable of implementing it (for instance the choice may be narrowed down to government agencies and market players alone, disregarding citizens or civil society organisations and the need to engage in new forms of co‐responsibility).

The purpose of this paper is to assess orthodox theories of well-being in western civilization at first, and second, to investigate Islamic views regarding this concept. Then, comparing these two groups of views, it tries to show that there is a kind of convergence between them that it provides a common point for political aspect of well-being.

To investigate this convergence, orthodox theories of well-being were analyzed critically and Islamic views were revealed. Both orthodox theories and Islamic views of well-being were discussed theoretically (not practically) via descriptive-analytical method and based on a philosophical approach. Since the problem that this paper is going to involve and resolve is conceptual (concept and nature of human well-being and finding a common point among different theories), so the proper method will be the descriptive-analytical and dialectic discussion.

This paper found that, despite some similarities between orthodox theories and Islamic views of well-being, the most important difference between Avicenna and hedonistic view is his approach to the concept of enjoyment and his spreading of the meaning of it. Molla Sadra’s approach to well-being is close to the objective list theories of well-being – particularly that of Sen’s and Nussbaum’s. It is concluded that there is a convergence in theories based on movement from instrumental reason to the intellect in specification and investigation of people’s well-being and its elements.

There is a kind of convergence, so that we can achieve a common point which could be the base for policy making in national and international level to solve problems arising from complexity, ambiguity and boring and dismal disagreements regarding this concept which is an important obstacle in front of the policy makers. Moreover, moving from instrumental reason to the intellect and considering ethical virtues in people’s well-being could be helpful in removing some social problems such as conflicts between labor and employers and financial crises.

Description and calcification theories of well-being especially for economists that they are very far from these subjects and introducing of Islamic views via philosophical approach is absolutely original in this paper. Moreover, paper attempts to show the convergence in orthodox theories and between orthodox and Islamic views in which it provides a common point for practical aspect of well-being.

Spoken service language is critical for service experiences and human welfare in many service settings. However, little is known about how spoken service language can enhance customer well-being in transformative service contexts. This paper explores spoken service language and well-being for customers experiencing vulnerability in a transformative service context, informed by an empirical account of the human welfare service of residential aged care.

Situated within transformative service research (TSR), this study was guided by a theoretical framework of service language and adopts a strengths-based approach to customer experiences of vulnerability. A qualitative multiple case study methodology was applied to explore carers’ perspectives on spoken service language and well-being from three residential aged care homes in Australia.

The findings demonstrate five spoken service language practices and four principles of spoken service language for well-being that co-create customer well-being and support the alleviation of customer experiences of vulnerability. Conceptualised as transformative spoken service language, the spoken service language practices and principles collectively recognise, support and leverage residents’ capabilities and uplift customer well-being, by enacting a process of mattering highly salient to transformative service contexts.

This study is the first to conceptualise how employee spoken service language can be used to support customer well-being and enhance transformative value for customers experiencing vulnerability to align with the goals of TSR. Practically, the study advocates for a greater awareness and more considered use of transformative spoken service language in human welfare and other transformative service contexts.

When a firm implements certain HR practices, different employees attribute different motives and intentions to the firm with regard to those HR practices. Research on HR attributions has made progress toward understanding the relationship between HR practices and employee outcomes from a process perspective. However, this research is still fragmented and lacks a systematic typology of the different types of HR attributions and a compelling organizing research framework. Furthermore, a number of research gaps and opportunities have emerged regarding the nomological net of employee HR attributions. To address the gaps and capitalize on the opportunities, the authors propose an overarching theory-driven multi-level framework that guides the choice of the antecedents and outcomes of employee HR attributions and explains their relationships along with both mediating and moderating mechanisms. Drawing on signaling theory embedded in the proposed framework, the authors identify and categorize various antecedents of employee HR attributions to explain their relationships. The authors also use several additional theories such as social exchange and the job demands–resources model included in their review to identify and categorize various outcomes of employee HR attributions across levels of analysis (i.e., individual, collective [team/group/unit], organization) and explain their relationships. In addition, the proposed framework explains how individual-level employee HR attributions emerge at the collective level and influence collective processes and outcomes. The authors end their review by pinpointing future research needs and discussing related future research directions.

The labour force is the cornerstone of the economy of Lao People's Democratic Republic (Lao PDR). Labour market growth seems to be vigorously increased by using labourers' capital to foster work-related employees’ well-being, through enhancing their life satisfaction. This study examines whether linking social, human and financial capital are important for the labour force in Lao PDR and whether there is a positive relationship between occupational well-being and life satisfaction.

The authors tested the hypotheses using partial least squares structural equation modelling (PLS-SEM). Using a systematic sampling approach, the study employed structured interviews; data were collected from 1,037 members of the labour force, between 2017 and 2019.

The structural model indicated that linking social and human capital and occupational well-being were significantly positively related to life satisfaction. However, the present study found that financial capital was non-significantly related to life satisfaction. The substantive and practical implications of these findings are discussed.

This is the first research study to investigate the relationship between occupational well-being and life satisfaction using a Laotian sample.

The purpose of this research is to examine the effect of ability, motivation and opportunity (AMO) practices on organizational citizenship behaviour (OCB), in medical staff working in specialized units. In addition, we check the mediating role of work-related well-being, understood as engagement, trust and exhaustion, in the relationship between AMO practices and OCB. Furthermore, the moderating role of service leadership is analysed in the relationship between AMO practices and work-related well-being.

Using the AMO framework under the job demands-resources (JD-R) model, and based on a sample of 214 employees from public healthcare, a time-lagged moderation-mediation model was performed.

Results provide evidence that AMO practices have a positive effect on OCB. Further, work-related well-being mediated the effect of AMO practices on OCB. In addition, service leadership exerted a moderating role between AMO practices and work-related well-being.

Building on recent research which has emphasized the knowledge gap regarding how human resource practices might positively affect both employees and organizations, this is the first study that indicates that said practices positively affect both employee well-being and OCBs in the public healthcare context.