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In 2017, the opioid epidemic was declared a public health emergency in the United States. The federal and state governments are still struggling to contain the crisis through various legislations and to stem the tide of overdoses and deaths. This paper looks specifically at the issue of high prescriptions of opioids disbursed to patients by physicians.

This paper evaluates this evolving policy issue through a critical review and synthesis of academic literature, government policy documents (at states and national levels) and articles in the popular press.

Over-prescription is a legal problem because it inevitably leads to diversion of these substances for non-medical usage. The Prescription Drug Monitoring Program (PDMP) laws have been passed by all 50 states and the main policy responses are covered. However, there are hindrances to their effectiveness, which have to be addressed. Two state level policy alternatives are discussed as potential solutions — PDMP mandates and Pain Management Clinic Laws (PMCLs). After a comparative evaluation, it is recommended that all states should pass the mandatory PDMP review and usage laws urgently.

This is the first detailed policy evaluation on the specific and time-sensitive aspect of physician over-prescribing, within the larger opioid abuse problem. Moreover, critique on the public health leadership issue is raised.

The paper’s premise is based upon the finding that organisations have not been able to optimally harvest the diversity dividend in the absence of proper integration with strategy. The paper aims to address this gap in practice by proposing a framework.

A critical analysis of the diversity literature is conducted.

Multi-level, conceptual linkages with employee performance are derived and a five-point implementable agenda is outlined for the strategic human resource function.

This paper highlights for the practitioner, the value of having a structured approach to diversity management.

Emotional intelligence (EI) is a critical component of leadership that reflects the ability of leaders to understand how their emotions and actions affect the people around them in the organization. This paper aims to deliver state-of-the-art insights on EI and leadership.

This paper leverages on bibliometric analysis to unpack 25 years of EI and leadership research.

This paper reveals the bibliometric profile (e.g. trends in publication activity and top articles, authors, countries and journals) and intellectual structure (e.g. themes and topics) of EI and leadership research, shedding light on EI manifestation in leadership, EI and leadership congruence, EI role in leadership and EI and leadership for human resource management.

This paper offers several noteworthy implications. First, EI is a leadership competency that can be cultivated and leveraged to improve leadership effectiveness. Second, the need for EI and leadership congruence indicates that leadership effectiveness is vital to human resource management (HRM). Taken collectively, these theoretical implications, and by extension, practical implications, suggest that increased investment in EI and leadership effectiveness is critical for organizations and their HRM.

This paper sheds light on current trends and ways forward for leading by feeling, showcasing the role and manifestation of EI in leadership, its value for HRM and the importance of its congruence for effective leadership in shaping the future of work.

In recent years, there has been a burgeoning interest around “time” or “temporality” as a subject of study in workplace behavior at the microlevel. This research is, however, not integrated systematically till date. The purpose of this study is to address this gap with a comprehensive review of this domain.

The present study conducts a large-scale bibliometric analysis of 1,120 papers, collected from Scopus, to decipher the structural patterns underlying this research domain.

The analysis unraveled the performance statistics (articles, journals, authors) and intellectual structure (themes, keywords, ontological position) of temporal research. The authors also present a matrix of extant and emergent thought in time studies and discuss how they fare on causality versus dynamicity dimensions.

Future research directions are discussed extensively based on qualitative and quantitative insights.

This is a structured literature review combined with bibliometric analysis of a large corpus of research.

By undertaking a detailed review of the Strategic Human Resource Management (SHRM) discourse, the purpose of this paper is to uncover and explicate the power differentials embedded in the social structure of organizations and suggests ways to reconcile them.

Methods used are thematic review, content analysis, and inductive theorizing, with Foucault’s archaeological and genealogical analysis style as the overarching framework.

At the methodological level, the authors demonstrate the application of Foucault’s twin methods: archaeological and genealogical analysis. At the substantive level, the authors have two contributions. First, the authors critique and analyze the various themes of power that emerge from the SHRM discourse as well as the hybridized overlaps of SHRM with other organization studies topics of interest such as organizational learning, network studies, control and postmodernism. Second, the authors propose a “Power” theory based nomothetic, typological synthesis for crafting the business-facing human resource (HR) function. The power lens manifests as the meta-theory to guide a much required streamlining of constructs and “value laden” synthesis of the literature.

The potential of critical theory in crafting situated and context-sensitive research propositions is demonstrated.

Organizational strategists and HR managers can utilize the proposed typology to better understand their current ideological positions and decide future aspired images.

This is a conversation between two paradigms, SHRM and power theory, that are epistemologically at two opposite poles.

Archival research is a much under-rated and under-utilized method of research in management studies. Yet multi-disciplinary undertakings being observed in recent times, such as in knowledge management (KM) systems, business history and social network studies, among others, indicate that there is a lot of potential to be explored. The purpose of this paper is to highlight this point and make a case for its inclusion in the researcher’s toolkit in the future.

The authors follow a two-stage method here: the first stage being an improvised process to benchmark articles for this review; while the second stage involves content analysis and synthesis of the same.

The authors have dealt with the intricacies of the archival research methodology by minutely examining the fieldwork steps, proxies generation, other related processes of triangulation, etc. With the discussion on “multi-disciplinary undertakings,” the authors offer not only a selective bibliography of works that have effectively harvested this family of methods, but also critique the nuances involved. Finally, coming into more contemporary concerns and developments, the authors undertake an in-depth look at technological applications in the domain of KM, in case study mode. Methodological richness leads to substantive granularity. As such, the authors argue that archival methods contribute to the robustness, contextuality and holism of any research endeavor, more so in the study of business and organizations.

This paper is based on the literature review.

This paper makes a case for archival method’s contribution toward the robustness, contextuality and holism of any research endeavor, more so in the study of business and organizations.

This paper re-positions the method of archival research as a viable and sophisticated tool for researchers to employ effectively in singular or mixed method studies.

There is a dearth of literature on what are the factors in terms of leaders’ and followers’ characteristics that impact innovation at the country level. The purpose of this paper is to build theoretical argument and provide empirical evidence of these factors using a cross-cultural mode of study across 56 nations.

The Bayesian modelling technique is used on data from the GLOBE survey.

Innovation at the individual, team and organisational levels has generally been associated with the relationship-motivated leadership, as opposed to task-motivated leadership. This study confirms that this premise holds at the societal level of analysis as well. The second finding is that in terms of followers’ cultural characteristics, out of three variables (power distance, collectivism and performance orientation) tested, only power distance orientation is found to have a predictive relationship with aggregate innovation. The moderator slope analysis unveils a nuanced understanding of how the interaction between leadership styles and followers’ cultural traits impact national innovativeness.

Culture and leadership configurations that bolster innovation need to be studied more thoroughly.

This study has implications for multi-country teams involved in research and development activities.

To our knowledge, this is the first study to unpack leader−follower relationships as predictors of national innovation. A leadership-culture fit perspective is advanced.