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This paper aims to provide a framework with the antecedents of women managers’ resilience in SMEs.

This developmental study uses a comprehensive literature review and a set of propositions to identify the antecedent of women managers’ resilience and develops a conceptual framework for resilience.

The results indicate that in addition to personal resilience traits, interactive engagement with the work environment, career adaptability and positive human resource management (HRM) interventions are the main antecedents of women managers’ resilience.

This paper contributes to theory by providing a new perspective on the study of resilience as a process at the organisational level and as a trait at personal level. It contributes to the women employee-centric resilience discussion in HRM literature and explores the relationship between resilience and women managers’ career progression. This is a developmental study, and despite the strengths of the undertaken approach, there are a number of limitations due to the lack of empirical evidence. Therefore, future research activities should focus on validating the framework and determining any potential boundaries of this resilience framework.

The study reveals a number of practical implications leading to a recommended resilience toolkit for HR managers of organisations to develop and promote resilience in their women managers and aspiring managers.

The social implications of this study include the social relationships within the work-setting, better employee engagement and interaction with the work environment and flexible career progression pathways.

The paper is based on rich conceptual and theoretical discussion that identifies the key antecedents of women managers’ resilience. The study also conceptually establishes the moderating relationship between women managers’ resilience and work stress and burnout.

Drawing upon the self-protection theory, the purpose of this study is to examine whether and how workplace loneliness leads to workplace territoriality.

Three-wave data from 243 employee–colleague dyads in China were collected to provide stronger empirical evidence supporting the hypotheses presented in this study. Path analysis and the bootstrapping method were used to test the predictions of this study.

The results of this study showed that employees’ workplace loneliness was positively related to their territorial behavior; employees' self-serving cognitions mediated the relationship between workplace loneliness and territorial behavior; and self-sacrificial leadership negatively moderated the relationship between workplace loneliness and self-serving cognitions and the indirect relationship between employee workplace loneliness and territorial behavior through self-serving cognitions.

The findings of this study suggest that organizations should pay attention to employees’ self-serving cognitions and cultivate self-sacrificial leadership to manage the territorial behavior derived from workplace loneliness.

This study highlights the positive effects of workplace loneliness on self-serving cognitions and subsequent workplace territoriality and shows that self-sacrificial leadership plays a buffering role in this process.

This paper introduces initial foundations of a sustainability-dominant logic theory intersecting the sustainable operations and supply chain management (SOSCM) discipline with the circular economy (CE) field of knowledge.

The paper applies propositional forms of theorising to derive the formulation of propositions and interconnections that interrelate SOSCM and CE principles, concepts and practices which provide a reinforcing theoretical basis underlying the proposed sustainability-dominant logic theory.

Key findings are represented by elaborated theoretical propositions for a sustainability-dominant logic linking SOSCM and CE principles, concepts and well-established practical assumptions. The initial set of propositions offers useful insights for a sustainability-dominant logic at three managerial levels: product, firm and supply chain level.

The paper offers an original theoretical common ground based on a sustainability-dominant logic linking key SOSCM with CE tenets, this way developing SOSCM theory anchored in the CE paradigm and, conversely, developing CE theory supported by SOSCM principles and praxis. The initial set of propositions introduced in the paper provides a new pathway for future research and debate by OM scholars engaged with SOSCM and CE developments.

This paper aims to determine the association between corporate social responsibility (CSR) reporting of listed banks and female representation on boards while controlling for the impact of gender quotas.

Logistic regressions are used with bank fixed effects on a global sample of 285 commercial banks from 2005 to 2017.

There exists a positive association between the proportion of women on board and banks’ CSR disclosure. Positive association remains also after quota corrections for banks with either below- or above-quota female representation. Further, adding more women to boards than required by quota could affect boards’ CSR reporting in masculine countries but not in feminine countries.

The results are not generalizable to smaller listed banks and the used estimation approach does not enable to detect causality.

Policymakers interested in improving banks’ CSR reporting could introduce gender quotas.

Gender quotas can enforce banks’ sustainable behaviour.

First, it is the first study to thoroughly control for gender quotas while investigating the association between female representation on boards and CSR disclosure. Second, this paper moves forward from the so-far predominant concentration on single-country studies on banks’ CSR reporting. Third, this paper covers the aspect of a country’s masculinity-femininity as a factor that could influence the association between CSR disclosure and female representation.