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Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.

Family and work life have always been interdependent, because the increased employment of mothers, rising family hours of work, today’s service-intensive globalizing economy, and the trend toward work long hours for some and inadequate family income for the others have rendered this interdependence both more visible and more problematic. The extent to which an individual carries out their duties and responsibilities at work and home varies from one person to the other and how they balance up their roles and duties can be determined by a number of factors which include job-related factors, family-related factors, and individual factors.

A total of 255 married participants were randomly selected from the private sector, which includes banks, insurance companies, and telecommunication firms, in Ilorin, Kwara State, Nigeria. Data was elicited through the use of questionnaires as well as interview.

Findings from the chi-squared analysis used for this study showed that there is a significant relationship between work obligation and family commitment among couples in Ilorin, Kwara State, Nigeria.

One limitation of this study was that it was concentrated only on workers in the private sector. It was also limited by the methods of carrying out the research. The study emphasizes proper planning and time management, effective work schedule as well as an analysis of factors affecting work performance particularly, family duties, and how these affect the level of performance of individuals in their respective places of work.

This study aims to explore the strategies that service providers use to facilitate marketplace accessibility, and identify the key challenges in that process. The authors do so to develop a roadmap towards improved accessibility and disability inclusion in the marketplace.

The authors conducted eight semi-structured interviews with service providers (curators, visitor service coordinators and access managers) at museums who run access programmes for customers with visual impairment (VI), along with an embodied duo-ethnography of those programmes.

Service providers foster autonomous, embodied and social access. Resource constraints, safety concerns and exposed differences between customers compromise access. To overcome these challenges, service providers engage in three inclusionary strategies – informing, extending and sensitizing.

This service provider- and VI-focus present limitations. Future research should consider a poly-vocal approach that includes the experiences of numerous stakeholders to holistically advance marketplace accessibility; and apply the marketplace accessibility findings upon different disabilities in other marketplace contexts.

This study offers a roadmap for policymakers and service providers on: which types of access should and can be created; what challenges may be encountered; how to manage these challenges; and, thus, how to advance accessibility beyond regulations.

This study contributes a service provider perspective on marketplace accessibility that goes beyond removing “disabling” barriers towards creating opportunities for co-creation; an approach towards marketplace accessibility that fosters inclusiveness while considering the inherent challenges of that process; and an illustration of posthumanism’s empirical value in addressing issues of accessibility in the marketplace.

In recent years, preparations for the transition from the Post-industrial society to Community 5.0 have been continuing at full speed. The change in this process necessitates changes in the roles and structure of the labour force in societies. While work and family living spaces of the individual change the dimensions of his/her interaction, they increase the importance of work–family life balance gradually. The basis of conflicts (imbalances) in roles in work and family life is based on three pillars: time, tension and behaviour. The conflicts in the work and family life spaces take place in two sub-dimensions, namely ‘work-family conflict’ which is directed from work to family and ‘family-work conflict’ which is directed from family to work. The conflict between work and family life leads to individual, organisational and familial consequences. Effective communication with the social support of the organisation and the members of family is of great importance for individuals not to experience a work–family conflict.

This paper aims to highlight recent resources on information literacy (IL) and library instruction, providing an introductory overview and a selected annotated bibliography of publications covering all library types.

This paper introduces and annotates English-language periodical articles, monographs, dissertations and other materials on library instruction and IL published in 2015.

This paper provides information about each source, describes the characteristics of current scholarship and highlights sources that contain either unique or significant scholarly contributions.

The information may be used by librarians and interested parties as a quick reference to literature on library instruction and IL.

During the COVID-19 pandemic, working from home (WFH) has become the norm for many employees and their families in Germany. Although WFH has been suggested as a form of flexible work to foster work–life integration (especially for workers with greater care responsibilities), studies have also pointed to its risks when the boundaries between these two life spheres become blurred. To help disentangle these inconsistent findings in relation to work–family conflict, this study focuses on two main concerns: the relevance of additional forms of flexibility for those who work from home (i.e., temporal flexibility, job autonomy, fixed rules about availability) and the implications of WFH for employees’ social relationships with co-workers and supervisors. Based on linked employer–employee data collected in the spring of 2021, the study examined work-to-family conflict (WFC) and family-to-work conflict (FWC) among a sample of 885 employees who worked from home. The results indicate that three factors – temporal flexibility, job autonomy, and fixed rules about availability as a way to set boundaries between work and family life – are important predictors of fewer work–family conflict. This equally applies to employees with caring obligations who overall experience more work–family conflicts while WFH. For those who cared for relatives, autonomy contributed even to fewer work–family conflicts. Supportive relationships with supervisors and co-workers are certainly directly beneficial when it comes to avoiding conflict, but they also reinforce the positive implications of flexible work, whereas poor relationships counteract the benefits of such flexibility. Thus, employers need to provide additional forms of flexibility to employees who work from home and should pay attention to social relationships among their employees as a way to support families and other individuals.

Although the concept of groupthink (the extreme concurrence‐seeking tendency displayed by decision making groups), has been an influential one, empirical research has provided equivocal support for the groupthink model. In this paper, we review previous case and laboratory work on groupthink and identify empirical and theoretical inconsistencies. We then describe a model of groupthink as social identity maintenance (SIM) that is capable of reconciling these inconsistencies and summarize laboratory experiments that specifically test the SIM hypothesis. We use the model to suggest possible pitfalls of previous proposals for preventing groupthink when SIM pressures are operative. Finally, we suggest intervention strategies capable of mitigating groupthink due to SIM that have two objectives: (a) the reduction of pressures toward identity protection and (b) the stimulation of intellectual conflict.

The relationship between work and family has long been the subject of lively debate in the political, public, and academic arena. Employers in the hospitality industry should carefully consider the work–family balance of their employees because maintaining a good balance will result in lower costs, lower sick rates, and lower staff turnover. The term “balance” refers to the way in which work interferes with life at home and how home life interferes with work. It includes both the positive and negative effects that work has on the family domain and vice versa. As research on the psychological contract approach to the employment relationship is scarce with regard to work–family interference, it became the subject of this study. The results demonstrate that psychological contract measures, in particular time commitment, can explain work–family conflict, while job content can explain work–family enrichment. In addition, the study revealed that with the appearance of gender as a moderator, different additional factors may play a role in work–family enrichment and work–family conflict. Furthermore, it revealed that family structure is not a predictor for work–family interference. This paper discusses managerial implications and offers recommendations for further research.