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This study uses social exchange theory to describe, explain and propose the influence of dyad partners' leadership position structure, which includes the roles they play and their existing and prospective common experience, on their commitment to their dyad and their cooperation.

The study uses the case of equally empowered co-CEOs in a family business, who play the roles of family member, owner and executive; co-CEOs in a startup firm, who play the roles of owner and executive; and co-CEOs in a merger and acquisition (M&A), who play the role of executive. Co-CEOs in family businesses benefit from longer existing and longer prospective dyad longevity than co-CEOs in startups, who, in turn, benefit from longer existing and longer prospective dyad longevity than co-CEOs in M&As.

The study proposes that the roles the partners play in the dyads, and the existing and prospective longevity of their relationship, positively influence the partners' commitment to the dyad and their level of cooperation.

The study offers a model that has the potential to direct scholars at the formulation of the theory of top management symmetric formal power dyads dynamics and assist family business owners, startup partners, board of directors and co-CEOs in formulating and implementing upper echelons leadership plans to enhance cooperation and coordination between equal partners.

With the increasing agility of IT enterprises, it is crucial to identify suitable managerial strategies for controlling information system development (ISD) projects in the new agile working environments. These environments are characterized by the collaborative nature of work and the recurring nature of communication. This study aims to explore how perceived transparency in ISD processes, controlled by transparency strategies, impacts project quality.

In collaboration with a firm that implemented a customized Scaled Agile Framework, questionnaires were distributed to employees involved in ISD projects. The goal was to understand the influence of perceived transparency in ISD processes on project quality.

Our research demonstrates that perceived transparency in ISD processes enhances project quality through knowledge exchange by strengthening goodwill trust among team members. Additionally, transparency improves project quality through client feedback by strengthening competence trust of clients toward the team. Goodwill trust of clients toward the team and competence trust among team members have less impact on project quality enhancement.

This study reveals the nomological network among the perceived transparency, different types of trust among stakeholders, social interactions among stakeholders, and project outcomes in agile ISD environments. This nomological network has been overlooked by previous studies that biased toward top-down, interorganizational communication. It highlights that not all types of trust among stakeholders are involved in the processes through which perceived transparency influences ISD project quality in agile working environments. Additionally, it exposes the limitations of transparency strategies for controlling projects in agile IT enterprises.

Agriculture is one sector where the Internet of things (IoT) is expected to make a major impact. Yet, its adoption in the sector falls behind expectations. The purpose of this paper is to present the state-of-the-art of IoT in agriculture and investigate its slow adoption in the sector.

The authors have undertaken a systematic review and a synthesis of 1355 relevant publications over the last decade.

This literature review reveals that the “big three” barriers for the overall sector are cost, skills and standardization. The lack of connectivity and data governance are two key reasons why most of the proposed IoT solutions are standalone systems of limited scope, while the majority of commercial IoT efforts focus on practices in the protected indoor environment. Lastly, the analysis of past research along the five layers of the IoT system architecture reveals limited attention to barriers and solutions at the business layer, which represents a research opportunity for information systems scholars.

It is possible that some of relevant publications were missed in the literature search, although the search queries were kept as broad as possible to avoid the exclusion of any relevant work. Any publication written in any other language other than English was excluded from the review. Given the geographical distribution of the reviewed English publications (see section 4.1), it is highly likely that important works written by Chinese and European scholars in their native language were overlooked.

This study provides practical insights into the technical and organisational challenges on the ground. It is the hope that this literature review lays the groundwork for IS researchers who are well positioned to investigate technology adoption challenges in the relatively understudied agriculture sector.

To the best of the authors’ knowledge, this is the first comprehensive review of adoption barriers and solutions across all five layers of the IoT system architecture.

This chapter highlights how implementing circular economy principles can help companies working with sustainability to move from a reductionist and waste management approach to marketing competitive circular value propositions that intentionally design out waste (e.g. emissions and pollution) by rethinking, reinventing and redesigning the value chain. Schijvens, a Dutch family-owned corporate fashion textile company, acts as a case for exemplifying successful implementation of circular economy principles as a marketing strategy in a sector that struggles with finding solutions to the ethical challenges of producing and marketing textile fashion. The textile industry has, for many years, been accused of production that is based on environmentally harmful processes and conditions that are not socially fair. Circular economy principles provide a range of suggestions to address the ethical challenges occurring from covering the human needs of having clothes to wear. Yet, implementing circular economy principles is not a panacea. It is not only a question of delivering a technological quick fix but also a question of managing the new processes and human mindset guiding the actions in the value chain. This chapter, therefore, outlines reasons for a different perspective on the traditional linear value chain and related implications managers face when undertaking a journey from sustainability based on a reductionist approach to a closed-loop approach. It is argued that implementing circular economy principles by pro-actively managing the value chain processes based on eco-centric dynamic capabilities can provide even more radical changes than the incremental reductionist approach often associated with being a green sustainable company.

The present study aims to gauge the experience of gender non-binary (NB) employees in the context of employee value propositions (EVP) in Indian enterprises and make suggestions for organizations to align their gender-aligned interventions with the EVP framework.

Qualitative methodology was used for collecting data through semi-structured interviews and subsequent analysis of the transcripts. The data was gathered from 10 NB participants working in Indian enterprises with the use of non-probabilistic purposive snowball sampling.

The analysis revealed eight themes representing the good, bad and ugly experiences of NB individuals within the context of EVP. These findings underscore the potential of enriching value propositions for employees to promote gender inclusion in corporate settings, contributing to long-term organizational success.

The study offers both theoretical and practical implications for fostering inclusivity at the workplace. It suggests that policymakers and organizations should align EVP with diversity and inclusion initiatives, re-evaluate hiring processes and promotion policies to ensure equal opportunities for NB individuals, provide regular staff training to address biases and implement inclusive insurance policies and representation in employee resource groups (ERGs).

This study provides unique insights into the experiences of NB employees within the framework of EVPs in Indian organizations.

The inclusion of LGBTQ + persons (lesbian, gay, bisexual, transgender, queer and having other sexual orientations and gender identities) is a crucial step in improving gender diversity in the workplace; however, till date, it remains a significant challenge for human resource management professionals. The current study critically examines this issue of an inclusive workplace for LGBTQ + people through a systematic review of the existing research that has empirically studied their experiences at the workplace. It also examines the resistance and challenges organizations face in LGBTQ + diversity training and provides future research avenues.

For systematically reviewing the literature, Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) model has been used. A total of 101 empirical studies have been reviewed.

The result shows that LGBTQ + people encounter multiple negative workplace experiences, including proximal (hiring discrimination and housing discrimination) and distal workplace discrimination (unsafe work climate, microaggressions and harassment). These aversive experiences lead to work stress while also mandating that people manage their sexual identity and style of dressing. This stress, in turn, impacts their work–family outcomes, job satisfaction and decision-making with regard to their careers.

The paper provides a holistic understanding of the aversive workplace experiences encountered by sexual minorities.

Background: Educational institutions are strategic tools in disseminating knowledge on Sustainable Development Goals (SDGs) since education is an effective developmental tool. All the 17 SDGs are tied in one way or the other to education, that is, the ability of people to learn and apply. This study applies unorthodox theories which include convergence models, neo-functionalism, intergovernmentalism, neorealism and the Hofstede model to explain how educational institutions are an essential enabling environment which accelerates the attainment of SDGs.

Methods: These factors are analysed in the context of the new coronavirus (COVID-19) pandemic. Empirically, some university case studies were highlighted in addition to unclear modus operandi, small, fragmented and heterogeneous markets and economies, political stability, deficient political will, and lack of standardisation of products and procedures among other factors. These dynamics affect both the quality of educational institutions and the quality of education thereby directly or indirectly affecting the attainment of the 17 SDGs and are compounded with the emergence of the coronavirus pandemic.

Results: The study reveals that acceleration of the 17 SDGs will require a holistic approach as opposed to silos (scientific, economic, political, academic) which usually emerge when pursuing overarching goals of this magnitude.

Conclusions: It concludes that accelerating progress towards the attainment of SDGs will not only require dynamic and visionary leadership but also well-functioning institutions which are based on economic feasibility as opposed to political alliances. Priorities should be placed on addressing poverty, inequality and quality education. Moreover, partnerships will be key in achieving sustainability especially given that the COVID-19 pandemic has compounded existing challenges.

Although the debate about the interplay between quality management and organizational culture is long established, extant knowledge about their link is not consistent. This article attempts to fill such a gap by integrating current perspectives and insights through a literature review.

A domain-based literature review has been conducted, which followed the Scientific Procedures and Rationales for Systematic Literature Reviews. The knowledge core consisted of 76 items, which were analysed through bibliographic coupling and co-citation analysis. An interpretive approach was taken to articulate the study findings.

The current scholarly debate unfolds through four research streams, which emphasize the need for joint optimizing quality management and organizational culture embracing a longitudinal perspective. Similarly, the theoretical roots inspiring reviewed contributions are distributed in four clusters, which rely on the assumption that organizational excellence derives from the harmonization of quality management and organizational culture.

Quality management necessitates a supportive organizational culture to set the ground for excellence. At the same time, it modifies the inner traits of the organizational culture. Such cultural changes should be carefully handled to ensure a dependable quality orientation. Achieving organizational excellence involves mastering the interplay between quality management and organizational culture.

This article delivers an unprecedented systematization of the scientific literature. It identifies the main research streams through which the debate on quality management and culture evolves, shedding light on the main conceptual roots inspiring recent scholarly advancements. Alongside overcoming the fragmentation of the extant debate, this review enables the envisioning of an agenda for further developments.

This paper aims to present a literature review on the emerging field of employee moonlighting, which refers to holding more than one job at a time. It also attempts to integrate the literature on employee moonlighting and present the related research themes.

This is a systematic literature review (SLR) using the basic guidelines of SLR. A search string is designed, and the prominent database is searched. The results are screened based on self-designed inclusion and exclusion criteria. The qualitative analysis of selected 89 research studies uses inductive thematic analysis and proposes a framework.

The outcome of the present study consists of a conceptual framework, themes and sub-themes related to employee moonlighting, propositions, and the pictorial representation of the overall outcome. The four key themes that emerged are determinants and traits of moonlighting intentions, the impact of moonlighting on employer and employee, policy, and economic implications, respectively.

The study provides insight into the factors that lead to moonlighting intentions and activity. The managers can understand and analyze these factors and can formulate policies to streamline the moonlighting activity with the organizational goals and for the company’s benefit. Academic scholars can adopt some research ideas from the themes and gaps suggested and can work on them in the near future.

This study aims to focus on assessing the psychometric properties necessary to validate the internal structure of the TOURQUAL scale.

A quantitative research study was conducted in collaboration with the Brazilian Network of Tourism Observatories, comprising 927 respondents surveyed between October 2021 and May 2022. The data analysis involved the application of descriptive statistics and exploratory factor analysis, in alignment with the principles outlined in the Standards for Educational and Psychological Testing 2014 to validate the scale.

The findings of this study validate the TOURQUAL scale as a robust tool for assessing the perceived quality of tourist services, with results demonstrating one-dimensionality and replicability.

To the best of the authors’ knowledge, this study is the first to assess the psychometric properties for validating the internal structure of the TOURQUAL scale.