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The purpose of this study is to contrast the forecasting performance of two non-linear models, a regime-switching vector autoregressive model (RS-VAR) and a recurrent neural network (RNN), to that of a linear benchmark VAR model. Our specific forecasting experiment is U.K. inflation and we utilize monthly data from 1969 to 2003. The RS-VAR and the RNN perform approximately on par over both monthly and annual forecast horizons. Both non-linear models perform significantly better than the VAR model.

Marginalization exists in many organizations, despite a zero-tolerance stance on discrimination, abuse and harassment. Human resource development (HRD) professionals are increasingly asked to respond to the calls for crucial conversations on race and diversity. However, traditional HRD methods and tools may not be sufficient to address and eradicate racism in the workplace. The usage of testimonio could enable oppressed groups to communicate their narratives to counter stereotypes. This paper aims to describe testimonio and the various ways it can be used as a research methodology and to perturb the dominant practices in the workplace.

This conceptual paper uses testimonio, a narrative methodology with Latin American roots in indigenous oral storytelling, to expand beyond Eurocentric qualitative approaches to capture the voices of marginalized groups. This study gives examples and theorizes how leaders, including human resource professionals, may use this approach to give voice to underrepresented stakeholders in the margins of organizations. Testimonio serves as a non-Eurocentric framework and venue to legitimize their stories. Their voices are assets, enriching while transforming and perturbing and so are needed for communities and organizations to foster a just and sustainable culture and climate.

The use of testimonio as an HRD approach to amplify unrepresented voices in the workplace may be an asset to HRD professionals. However, to realize the full potential of this research tradition in HRD, researchers and practitioners must create more space where trust is present for these groups to tell stories that matter most to them.

This study on the testimonio approach provides a view into organizational power dynamics and voices from the margins. It serves as a means to acknowledge the voices of underrepresented stakeholders in the workplace. HRD scholars should contribute to organizational effectiveness and inclusive workplace climate by using scholarship to highlight the harm of marginalizing policies and behaviors.

Testimonio implies that HRD practitioners in positions of privilege should use their authority to foreground the voices of marginalized individuals who are typically silenced. This can be accomplished by prioritizing unheard voices in the work of HRD professionals. Testimonio as a methodological approach and workplace tool highlights the personal experiences of oppressed groups who experience social injustice, particularly racism. This method encourages organizations that do not operate in a culturally sensitive and inclusive environment to reconsider the discourse that influences their social position.

While there is a clear need to address inequities, few practical inquiry tools are presented. Moreover, through their epistemologies and research procedures, scholars and practitioners may unintentionally maintain and reinforce existing inequitable structures and processes. This paper presents testimonio as a non-Western alternative to Eurocentric qualitative research methodologies to perturb dominant practices in HRD.

The purpose of the present study is to extend the body of research on healthcare management by examining the effect of workplace stressors, including abusive supervision, customer incivility and the perceived threat of COVID-19 (PCT), on turnover intention. The study also contributes to healthcare management research by examining the mediating role of emotional exhaustion, the moderating role of employee resilience and constituent attachment.

The study developed and tested a model explaining the relationship between abusive supervision, customer incivility, PCT, emotional exhaustion, turnover intention, employee resilience and constituent attachment. Data were collected from a sample of 375 frontline employees who work in private hospitals in Mashhad, the second-most populous city in Iran.

The findings indicate that abusive supervision and customer incivility, directly and indirectly, affect turnover intention through emotional exhaustion. Furthermore, employee resilience was found to mitigate the relationship between stressors excluding the PCT and emotional exhaustion. Moreover, constituent attachment decreased the likelihood of turnover intention among employees who experienced abusive supervision. The findings suggest that controlling abusive supervision, customer incivility and PCT can lead to less emotionally exhausted employees with lower turnover intention. Furthermore, enhancing employee resilience and constituent attachment can decrease emotional exhaustion and turnover intention.

Despite the large body of research on the relationship between the variables mentioned above, few studies have presented a conceptual model based on the relationship between them. This article presents a conceptual model that has not been previously discussed in any other publication to examine the moderating effect of organizational and individual factors in the relationship between workplace stressors and their consequences, which have not been widely covered in existing literature. Drawing upon conservation of resources theory, job embeddedness theory and attachment theory, the present study aims to fill this gap in the literature.

This study aims to invoke social comparison theory and researches mainly on leaders’ downward envy at workplaces in a collectivist culture. The study also aims to infer and explain the constructive and destructive behaviour of benign envy (BE) and malicious envy (ME) in the workplace by studying supervisor-subordinate dyads.

A survey was conducted to test the proposed hypotheses. The sample included 352 randomly chosen supervisor-subordinate dyads from registered software houses in Pakistan. Partial least square SEM was used to test the proposed model and hypotheses.

This research identified that the leaders' gratitude and workplace friendship encourage leaders to adopt a levelling-up strategy to encounter benign envy (BE). In contrast, subordinates’ low level of loyalty and affect towards supervisors cause ME. The study also found that BE motivates frustrated supervisors to behave positively, whereas ME triggers the envious supervisor to threaten their aides with abusive supervision. However, envious supervisors with high core self-evaluation and gratitude are more likely to reflect self-improvement.

This study gives key insights to organisations on recognising the potential of downward envy, using it purposefully, and managing the consequences constructively. For instance, organizations could train leaders to understand the holistic view of downward envy to help them focus on self-improvement instead of abusing employees. In addition, training employees on envy could help them demonstrate warmth and competence.

The study is original and valuable in three aspects. Theoretically, this study develops a generic framework for dealing with downward envy. Contextually, the study brings a piece of evidence from software houses in Asia to study downward envy. Practically, this study suggests tactics to deal with downward envy in family-owned tech firms operating in emerging markets.

The purpose of this paper is to explain people's divergent perceptions of companies' corporate social responsibility (CSR) activities in order to help organizations strategically manage their global responsibilities.

Combining institutional theory and role‐theory, the authors examine how people's expectations for the role of business (RoB) in society define the standard by which corporate activities are judged. Where conformity to institutional models confers “legitimacy” and compliance to social scripts constitutes “appropriate” behavior, the authors contend that congruence with RoB expectations is what defines corporate responsibility. This research utilized a quasi‐experimental method to explore the effects of stakeholder status and individuals' RoB expectations on their assessments of CSR activities.

Significant differences were found between stakeholder groups on all but one of the CSR activities scales. Of substantially more impact, subjects' RoB expectations were found to significantly shape their assessment on all CSR activities scales. A factor analysis of the RoB items identified five dimensions to the role business plays in society, which together define a holistic model for global responsibility.

Subjects were recruited by convenience and randomly assigned to the four experimental conditions, so they are not representative of the general population. Future research would benefit from cross‐cultural, longitudinal and qualitative explorations into people's RoB expectations.

The five RoB components provide managers with a tool to strategically manage a multi‐dimensional portfolio of corporate CSR activities.

This research applies role‐theory concepts to the study of CSR, thereby introducing some emergent, situational, negotiated and idiosyncratic dynamics to our understanding of global responsibility.

Previous research suggests that women receive less critical attention and acclaim in popular music. The authors expect that gender differences in the amount and content of media discourse about popular musicians occur because music critics draw on the cultural frame of gender as a primary tool for critical evaluation. In order to explore the role of gender as a frame through which aesthetic content is evaluated, the authors conduct detailed content analyses of 53 critical reviews of two versions of the popular album 1989 – the original released by Taylor Swift in 2014 and a cover version released by Ryan Adams less than a year later. Despite Swift’s greater popularity and prominence, the authors find that reviews of her version of the album are more likely to focus on her gender and sexuality; less likely to describe her as emotionally authentic; and more likely to use popular aesthetic criteria in evaluating her music. By contrast, Ryan Adams was more likely to be seen by critics as emotionally authentic and to be described using high art aesthetic criteria and intellectualizing discourse. The authors address the implications of the findings for persistent gender gaps in many artistic fields.