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Serious games (SGs) are virtual systems that allow the reconstruction of the laws governing the behavior of complex adaptive systems such as urban transportation and social interaction. Unlike stated preference-based studies, improved visualization, feedback, and scores mediate players’ learning through experience. SG’s potential to understand users’ preferences regarding shared automated vehicles (SAVs) is developed. The investigation focused on three innovative, entirely automated commuting options: shared rides, shared cars, and automated transit. The research involved 10 participants actively involved in a competitive mode selection exercise, which emulated 50 workdays and was conducted in 10 separate sessions. The players aimed to maximize their overall score influenced by their mode choice, punctuality, and the other players’ choices. SG-obtained data was used to estimate a game-based discrete choice model. The sustainability policy implications of game-based methods on the future adoption of SAVs and impacts on other modes are further discussed.

This paper builds upon managerial discretion literature to study the relationship between foreign ownership and bribery intensity.

Building on World Bank’s data of 9,386 firms from 125 countries over the period 2006–2018, this paper uses Tobit regression, ordered probit and logit models to empirically test the hypotheses.

This paper finds that firms have higher bribery intensity when executives have a higher level of managerial discretion. Smaller firms with slack financial resources tend to bribe more when they face more government intervention, munificent and uncertain industrial environment.

Extant corruption literature has addressed the effects of external institutional settings and internal corporate governance on bribery offering among multinational enterprises (MNEs). How much, and under what condition do top executives matter in bribery activities are yet to be answered. This paper integrates the concept of managerial discretion with corruption and bribery literature and offers a potential answer to the above question. In addition, prior corruption and bribery literature have primarily studied bribery through either micro- or macro-level analysis. This paper adopts multiple-level of analyses and elucidates the foreign ownership and bribery relationship from the organizational and industrial levels.

This study aims to synthesize and conceptualize the highly fragmented yet important literature on racial discrimination in entrepreneurship.

A bibliometric analysis and literature review were performed that involved 523 articles containing 26,926 references.

The bibliometric analysis identified three dominant research themes that comprehensively illustrate the state of research in this domain: strategic, sociocultural and individual-level perspectives. The synthesis of extant literature helped in formulating a holistic conceptual model that portrays the genuineness of racial discrimination in entrepreneurship. The sources, factors and impact of racial discrimination faced by entrepreneurs were identified. Based on the review and analysis of keywords, certain fruitful future research directions were formulated that will take the field forward.

This work is the first attempt to review the literature that narrows down the focus to racial discrimination in entrepreneurship (from other discriminations such as gender, cultural and religious discrimination) as one form of discrimination due to its unique origins and consequences.

Consecration is the process by which producers in creative fields become canonized as “greats.” However, is this the end of the story? Research on consecration focuses on the drivers of consecration but pays little attention to the post-consecration period. Furthermore, the research ignores the dynamics of consecration. To address these gaps, we examine the changing fortunes of a consecrated artist – the musician Phil Collins. We identify the ways in which three actors (fans, critics, and peers) assemble for consecration, disassemble for deconsecration, and reassemble for reconsecration. Examining the changing public image and commercial fortunes of Collins as a solo artist between 1980 and 2020, we identify an N-shaped process of rise-fall-rise that we call the Phil Collins Effect. This effect offers a new way of thinking about how cultural producers gain, lose and regain status in their fields.

The ‘Australian workplace’ has been used as a study ground in this book to explore the integration process of immigrant Indian professionals in Australia, as well as the link between exclusion after inclusion and its influence on these professionals’ emotional labour. This chapter will examine how exclusionary inclusion impacts immigrant Indian professionals and how they try to hide or repress parts of their cultural identity to be accepted equally in Australian workplaces. Inclusion is defined as ‘the degree to which an employee thinks he or she is a valued member of the organisation’ (Shore et al., 2011). When they are excluded, they are disappointed and fear losing their cultural identity (Aydemir & Skuterud, 2008). Inclusion in the workplace is closely related to higher commitment and better performance (Cho & Mor Barak, 2008). When ethnic workers feel supported in the job, where they spend a significant amount of their life, they perform better. Skilled immigrants come to a country with hopes and dreams of experiencing equality and finding employment. According to Roberts et al. (2009), when an individual’s internal experiences and external displays are in alignment, they will have no identity conflict and will feel appreciated at work.

Through the lens of social exchange and self-determination theories, this paper proposes and tests a model to explore how inclusive leadership practices foster employee job satisfaction at higher education institutions. It also explores the intervening roles of psychological ownership and employee thriving in this relationship.

This study followed a positivist worldview and a quantitative methodology. The authors collected data from a sample of 329 academic and nonacademic staff working at Omani higher education institutions. The authors utilized partial least squares-structural equation modelling (PLS-SEM) to examine the model and test the hypothesized relationships.

This study's findings reveal that inclusive leadership is related to job satisfaction. They also show that psychological ownership and employee thriving mediate between inclusive leadership and job satisfaction at Omani academic institutions.

Since employees at Omani academic institutions come from different cultures, academic leaders should manage and promote inclusiveness by developing and enforcing relevant policies. They should carefully select the workforce that stimulates growth and effectiveness, create an atmosphere to foster acceptance and exchange of ideas, improve performance appraisal practices, and embed inclusiveness in their vision and mission.

This research helps researchers and practitioners better understand how inclusiveness fosters vitality and learning in the higher education sector. It also sheds more light on how psychological ownership and employee thriving mediate between inclusive leadership and job satisfaction. This research is also important due to its context, as it was implemented in a multicultural environment with a diverse workforce.

This paper shows how a shorter fecundity horizon for females (a biological constraint) leads to age and educational disparities between husbands and wives. Empirical support is based on data from a natural experiment commencing before and ending after China’s 1980 one-child law. The results indicate that fertility in China declined by about 1.2–1.4 births per woman as a result of China’s anti-natalist policies. Concomitantly spousal age and educational differences narrowed by approximately 0.5–1.0 and 1.0–1.6 years, respectively. These decreases in the typical husband’s age and educational advantages are important in explaining the division of labor in the home, often given as a cause for the gender wage gap. Indeed, as fertility declined, which has been the historical trend in most developed countries, husband-wife age and educational differences diminished leading to less division of labor in the home and a smaller gender wage disparity. Unlike other models of division of labor in the home which rely on innately endogenous factors, this paper’s theory is based on an exogenous biological constraint.

Due to recent Affordable Care Act reforms, prevention of readmissions is a salient issue for hospitals that participate in Medicare, as they are now held accountable for patients who receive post-acute care in facilities over which hospitals have little influence to monitor care. Using resource dependence and transaction cost economics to describe the theoretical advantages of hospital ownership of post-acute care facilities (PACs), we empirically test whether hospitals that own PACs experience reduced readmissions. Our findings indicate partial support for the predicted relationship between PAC ownership and readmission rates. We found that hospital ownership of a skilled-nursing facility (SNF) was related to a lower readmissions rate for some patients, while ownership of other types of PACs did not result in significant findings. Our results offer support for the theoretical advantages of ownership, however, the savings realized by ownership may not merit the ownership investment.