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This paper aims to further our understanding of policy–practice gaps in organizations from an organizational learning perspective. The authors conceptualize and analyze policy–practice gaps in terms of what they label the dual challenge of organizational learning, i.e. the organizational tasks of both adapting ongoing practices to prescribed policy demands and adapting the policy itself to the needs of practice. Specifically, the authors address how this dual challenge can be understood in terms of organizational learning and how an organization can be managed to successfully resolve the dual learning challenge and, thereby, bridge policy–practice gaps in organizations.

This paper draws on existing literature to explore the gap between policy and practice. Through a synthesis of theories and an illustrative practical example, this paper highlights key conceptual underpinnings.

In the analysis of the dual challenge of organizational learning, this study provides a conceptual framework that emphasizes the important role of tensions and contradictions between policy and practice and their role as drivers of organizational learning. To bridge policy–practice gaps in organizations, this paper proposes five key principles that aim to resolve the dual challenge and accommodate both deployment and discovery in organizations.

Because this is a conceptual study, empirical research is called for to explore further and test the findings and conclusions of the study. Several avenues of possible future research are proposed.

This paper primarily contributes by introducing and elaborating on a conceptual framework that offers novel perspectives on the dual challenges of facilitating both discovery and deployment processes within organizations.

Network orchestration has received widespread attention from scholars engaged in network-relationship governance research. This study aims to explore progress in network orchestration research and future prospects.

In this study, 105 articles related to network orchestration from the Web of Science Core Collection Database for the period 2006–2022 are collected as sample data, and bibliometric relationship maps of network orchestration research are visually presented using the CiteSpace software.

First, this study presents distributions of articles, methods, journals, authors, institutions and countries/regions in network orchestration research. Second, based on a reference co-citation analysis, three articles are identified as the key literature in network orchestration research. Based on a keyword co-occurrence analysis, the hotspots are found to include studies related to overall network and individual levels. A cluster analysis reveals six themes: innovation ecosystem, sustainable development, product development, sourcing, hub firm and innovation network. From a burst detection analysis, three frontiers emerge: organisation, collaboration and governance. Finally, some future research directions are proposed and important issues are raised.

This study is the first to reveal the progress of network orchestration research using quantitative bibliometric methods, and it provides insights to scholars and offers practitioners with a better understanding of network orchestration.

The purpose of this study is to examine whether companies with high audit quality (AQ) are expected to use trade credit (TC) as a financing source. Traditionally, vendors are most likely to extend TC to creditworthy customers.

The author uses the data from 134,099 firm-year observations of nine Asian emerging markets from 2001 to 2017. Further, to check the impact of AQ on trade credit, the authors employ ordinary least square (OLS) with fixed effects, cluster effect regression and random effect.

The findings indicate that vendors extend more TC to the companies audited by the BIG4 auditors as, these independent practitioners have greater competencies, expert intellectual capital, global networking connections, and high investment in information technology. The authors, therefore, conjecture that the company's use of TC increases with their improved AQ, especially audited by BIG4. The results are found consistent with this prediction and robust to the alternative measures of trade credit. Similarly, this positive association is more pronounced with the BIG4 partner's unqualified audit opinion.

This study uses the sample of Asian Emerging countries but the researchers cannot generalize the results to developed countries or other regions.

This paper's findings have significant implications for the management, board of directors, shareholders and suppliers. Further, results are in favor of appointing BIG4 auditors to gain the trust of suppliers.

Despite the wide-ranging literature that discusses the importance of quality audits in enhancing the firms' financial disclosures that leads to better access to finance through investors and lenders. But the TC as a financing source is ignored in relation to AQ. The study’s results extend the literature associating companies' AQ with financial decisions.

Financial flexibility, investment efficiency and effective corporate governance mechanisms have been issues of concern to stakeholders. Yet, little empirical evidence on the combined moderating effects investment efficiency and corporate governance mechanisms on the nexus between financial flexibility and firm performance. This study aims to address this gap and extend the extant literature by examining the moderating effects of corporate governance and investment efficiency on the nexus between financial flexibility and financial performance.

The empirical study is based on progression analysis using a sample of 13,865 US listed companies selected from BoardEx (WRDS) for the period (2010–2022) with 89,198 firm-year observations.

Findings of this study indicate that financial flexibility improves firm value as well as accounting performance. Furthermore, the results reveal that both investment efficiency and corporate governance moderate the effect of financial flexibility on firm performance. The authors complement and extend the literature on the optimal investment strategies domain by showing that the combined impact of corporate governance mechanisms and investment efficiency strengthens the nexus between financial flexibility and firm performance.

Key limitations of this study due to the characteristics of the sample selection: country-specific context and proxies used by this study.

Findings of this study have managerial and theoretical implications for firms’ boardrooms, institutional and individual investors, regulators, academics and other stakeholders regarding behavioural aspects of investment decision-making.

The authors’ novel contribution to the extant literature is articulated by the conceptual framework underlying this study and by the new evidence regarding exploring the combined effect of corporate governance mechanisms on nexus between financial flexibility and companies’ performance.

This study aims to conduct a systematic literature review and bibliometric analysis on the topic of digital labour. The study also identifies the future research directions for the topic.

In total, 118 research papers were identified and reviewed from 11 established research databases and A*, A and B category journals from the ABDC journal list. The papers covered a timespan between 2006 and 2023. Bibliometric analysis was conducted to identify key research hotspots.

The emergent themes and associated sub-themes related to digital labour were identified from the literature. The paper found three significant themes that include digital labour platform, gig economy and productivity. This study also acts as a platform to initiate further research in this field for academicians, scholars, industry practitioners and policymakers. The future research scope in the topic is also presented.

The present study is unique in its nature as it approaches the topic of digital labour from all relevant perspectives.

Taking job demand-resource (JD-R) and self-determination perspective, the current study focused to see how basic need satisfaction (BNS) – as a personal demand – impacts work engagement directly and indirectly through personal resource (i.e. self-efficacy). Moreover, the aim was to test the dimension-wise impact of BNS, i.e. the need for autonomy, need for belongingness and need for competence in the aforementioned relationship.

This research is a time-lagged survey in which three-wave data of 398 white-collar employees were collected from the service and manufacturing sector of Pakistan through convenience sampling. Each wave of data collection was two months apart. The matched responses yielded an overall response rate of 66.33%. The collected responses were duly analysed using partial least squares structural equation modeling (PLS-SEM).

Results of the study confirmed all direct and indirect hypotheses encompassing the impact of the combined BNS construct on work engagement via self-efficacy. Nonetheless, in the dimension-wise analysis, the indirect impact of the need for job autonomy on work engagement was not validated. This depicted that the need for competence and relatedness are more important predictors of work engagement through the self-efficacy path.

It has been observed that prior research on work engagement was mainly focused on the role of job demands (JDs) and personal resources; however, the role of personal demands along with personal resources has little been discussed. The authors tested the total as well as the specific impact of each component of basic need on work engagement making it possible to examine the total predicting role of basic need satisfaction and the specific contribution of satisfaction of each need on work engagement.

The qualitative study was conducted to examine work-family (W-F) balance practices in the collectivist culture of Pakistan. Keeping in view the context of Pakistan, three W-F practices, flexibility, childcare arrangement and social support, were studied by applying the theory of W-F balance.

In total, 16 In-depth interviews from the bank operating in three different cities in Sindh, Pakistan.

Data analysis showed that providing economic benefits and short working hours can achieve W-F balance. Nevertheless, the provision of flexibility in terms of short working hours is more important than economic benefits in balancing both domains of life. Secondly, the provision of childcare arrangements helps to balance work and home life. This practice favors females more compared to males. Thirdly, supervisor and co-worker support is most important in creating W-F balance than family support.

It is crucial to understand the W-F balance practices in developing countries; the bank should encourage policies related to flexibility, childcare arrangement and social support in Pakistan. In addition, banks should take the initiative to develop a way that facilitates the employees' social support, which should consequently help to achieve the W-F balance.

It is crucial to understand the W-F balance practices in developing countries; the bank should encourage policies related to flexibility, childcare arrangement and social support in Pakistan. Banks should take an initiative to develop a way that facilitates the employees' social support which should consequently help to achieve the W-F balance.

This research has a tremendous impact on society due to current changes in South Asian countries including Pakistan constitute a socio-cultural transition that directly affects working and family life.

Given the importance of W-F balance in recent times, the authors identified and extended the W-F balance practices in the collectivist culture of Pakistan. This study is novel and contributes to the W-F balance literature by considering most primary W-F balance practices that employees require.

This study aims to measure the level of satisfaction among women with childbirth services provided at public health facilities. Further, to analyse the impact of their socio-economic and obstetric characteristics on their level of satisfaction.

To accomplish these objectives a cross-sectional survey was conducted in two districts of an Indian state, Bihar. Structured questionnaire was developed based on the scale proposed by Okumu and Oyugi (2018) both for vaginal and caesarean birth patients. For empirical analysis multiple linear regression model was employed.

Results suggest that majority of mothers are satisfied with the care they received during childbirth, regardless of whether they chose a caesarean (55%) or vaginal delivery (53%). Women report the lowest levels of satisfaction with postpartum care and the privacy that was preserved by healthcare personnel at health facility. Further the study also confirms the association between patient’s socio-economic characteristics and their satisfaction level.

This is the first study of its kind to highlight the situation of public healthcare system in Bihar, which is the third most populated state in India with poor social and health indicators.

This study aims to answer the question of what characterizes organizations with future-potential, and with the help of a model introduced in this study, the authors propose what interventions can be identified and which improvements need to be made in traditional organizations so that they meet the requirements of future-potentiality.

A systematic literature review was conducted to identify management interventions. Citation and co-word analyses were also performed. Content analysis of 311 journal articles from the past five years was performed taking into account relevant keywords, and disciplinary narrowing was also applied. These articles were used to identify knowledge that could be used to suggest micro-, meso- and macro-level changes.

To develop the future potential of organizations, three organizational levels must be separated. The first is the micro level of relations between leaders and employees, where equity is a key value for future potentiality. It should be emphasized that not all employees’ organizational commitment is equally important for organizations with future potential, and leaders should strengthen their commitment according to individual needs and opportunities. The second is the meso level, where the decisive value is organizational moderation, and this suggests that a careful and restrained development is needed both in satisfying consumer needs and in innovation. The third is the macro level, where the defining value is responsibility and sustainability, which are necessary for achieving a state where the active development of national culture becomes possible.

Contrary to the authors’ expectations, it has been found that there are only a few studies dealing with change management for the purpose of achieving a future potential mode of organizational operation; thus, the results can be considered new and will contribute to the development of a cross-section of change management and future studies.

One of the most decisive objectives of human resource management (HRM), essential for business performance, is to attract, maintain and engage a qualified workforce. This study aims to identify and prioritize the antecedents of employer branding, which are considered extremely important by potential applicants when they choose to join a particular employer.

The authors have adopted a popular multicriteria decision-making technique fuzzy analytical hierarchy process, to prioritize the identified antecedents. The modified Delphi techniques with the 22 experts have been conducted to validate the identified antecedents. Structured questionnaires were discussed, and their reliability was assessed using the expert’s opinion.

Results of this study indicate that potential applicants consider career advancement opportunities as the most important enabler that persuades them to join a particular employer. Future employees are also motivated to join if they are offered attractive compensation packages, which are distinct from competitors. Furthermore, corporate social responsibility is evolving as an antecedent of employer branding as potential candidates are attracted to employers who are socially responsible.

Employer branding can serve as a strategic HRM technique for any business seeking to attract, recruit, retain and involve outstanding employees, as the success of the organization is determined by how its image is built, communicated and promoted. This study provides insights for HR managers and practitioners who can think of developing an effective employer brand communication that offers a distinct and in-imitable image and reputation as an employer of choice.

This study is unique, as it offers meaningful visions to HR practitioners and experts for designing employer branding strategies for attracting potential applicants to join their organizations.