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The purpose of this paper is to deepen conceptual understanding of how employee wellbeing is identified and categorised in the workplace, and how management information is used to target workplace interventions.

This is a conceptual paper reviewing and discussing contemporary literature and practice, with a focus on themes congruent with employee needs and organisational intervention options in relation to wellbeing. This paper considers wellbeing in the context of police work in the UK, and how a framework can help those charged with leading to understand and act in the interest of both the employee and the organisation.

This paper suggests that the use of an appropriate strategic HR model, such as the General Analysis, Interventions and Needs (GAIN) pyramid (Hesketh and Rhodes, 2015), can assist organisations to develop practical categories and metrics to illustrate employee status in relation to wellbeing.

The arguments posed provide opportunities for practitioners to use workforce-modelling tools that assist in identifying, categorising and targeting wellbeing interventions in the workplace.

This paper highlights that identifying, categorising and prioritising wellbeing interventions in the workplace has hitherto received little academic attention. This paper contributes by providing a greater practical insight into what may work, which is important for leaders in all organisations, particularly those trying to maintain operational performance whilst undergoing programmes of change.

Using e-mail is a time-consuming activity that can increase workload stress. The purpose of this paper is to investigate the relationship between the individual’s e-mail load, workload stress and desired e-mail load, drawing from the cybernetic theory of stress.

Based on prior theory, the authors first hypothesized relationships among e-mail load, workplace stress and desired e-mail load. The authors then tested these relationships on a sample of 504 full-time workers in the USA, using survey data and covariance-based structural equation modeling techniques.

The authors find that higher e-mail load is associated with higher workload stress; higher workload stress is associated with lower desired e-mail load; lower desired e-mail load is associated with lower e-mail load; and higher workload stress is associated with higher psychological strain, higher negative emotions and lower organizational commitment.

The study provides a novel understanding of workload stress due to e-mail load, through the lens of cybernetic theory. It contributes to the e-mail overload and technostress literatures by conceptualizing desired e-mail load as a potential outcome of workplace stress and as a regulator for e-mail load. For practitioners, the study highlights the importance of managing employees’ e-mail load to prevent the negative effects of workplace stress and associated strains.

This study aims to explore how coping strategies (CS) mediate the relationship between job insecurity (JI) and subjective well-being (SWB) leading to presenteeism among millennials. This study has been tested based on the conservation of resources theory (Hobfoll, 2001) and the transactional theory of stress and coping (Lazarus and Folkman, 1984). In India, employees in the information technology (IT) and business process management sectors have been facing increased job insecurity over the last couple of years. The advent of technology has increased job insecurity among millennials, specifically in the IT sector. The Indian IT and information technology–enabled service (ITES) sector witnessed mass retrenchments by companies in 2016–2017. Instead of reskilling, the companies decided to lay off their employees. During the pandemic, the IT and ITES industries witnessed a massive culture shift in terms of technology and work engagement. Postpandemic, the recession is looming large on these industries. In 2022, tech layoffs have witnessed 135,000 employees impacted globally and many may lose their job in the coming year. This study chose Indian millennials because they form a large part of the Indian workforce, especially in the IT and ITES sector.

In this study, cross-sectional design is used where different individuals are part of the study at the same point in time. A sequential mixed method of research is adopted for this study, owing to the kind of research questions and the requirement to include critical realism. A qualitative study was carried out post the quantitative study, to corroborate the results from the quantitative study. Quantitative methodologies address questions about causality, generalizability or magnitude of outcome, whereas qualitative research methodologies explore why or how a phenomenon occurs, describe the nature of an individual’s experience during the study relevant to the context and/or develop a theory (Fetters et al., 2013). Because the study is about the millennial workforce in IT and the ITES sectors, the sample population comprised employees in Delhi and the national capital region (NCR) of Delhi in northern India. Out of a total of 374 ITES companies listed in the national association of software and service companies (2018), 103 are based out of Delhi/NCR; hence, companies from Delhi/NCR were chosen for the study. The other reason for opting for companies based in Delhi/NCR was that many millennials from second- and third-tier cities also are employed in these companies bringing in varied cultural perspectives. This study included 588 employees working in ITES organizations based in the National Capital Region of India. Mediation analysis for statistical verification was carried out with regression-based analysis in SPSS macro process (version 4).

The impact of job insecurity on the positive and negative affects of the subjective well-being of millennials was found to be substantial. Coping strategies moderated the relationship and it was seen that both engaged and disengaged strategies of coping had an impact on the positive affect of subjective well-being but did not have any impact on the negative affect of subjective well-being. The positive affect of subjective well-being was negatively related to presenteeism, and the negative affect of subjective well-being was positively related to presenteeism.

This study is carried out only in the ITES industry and on millennials. With the advent of technology, other industries are going through challenges concerning layoffs even though the severity of the same might be less. In times to come, for strategizing employee engagement, it is necessary to understand how the workforce copes with various work-related stress factors. The positive affects and negative affects of well-being and responses have been studied from an employee perspective only. Further research should be conducted to explore responses from both employers and employees to establish presenteeism and the antecedents of presenteeism in conjunction with positive and negative affects of well-being. There is further scope to study the impact of job insecurity on adaptive presenteeism in older generations and various industries given the current job scenario and talent-reskilling issues.

This study brings forth original insights into the impact of constant job threats on millennials employed in the IT and/or IT service sectors. The key findings contribute to literature knowledge and help managers recognize the unfavorable consequences of continuous job threats on the well-being of employees. There is an immediate need for managers to recognize the problem and devise various policies and communication strategies to enable millennial employees to cope with the constant changes in the organization, owing to various technological, political and environmental factors. Organizations should be mindful of this impact, which can subsequently have serious consequences on the productivity of the employees, resulting in decreased overall performance and health of the organization.

This study of job insecurity as a job stressor, triggering coping strategies in Indian millennials working in the ITES and IT industry, presents original insights. This study explores and presents how the impact of job insecurity may increase presenteeism as a result of coping. This study brings value to practitioners and this study may help organizations improve the overall well-being of their employees, thus improving productivity. On the contrary, it also opens opportunities for exploring the impact of job insecurity as a challenge stressor.

Prior research has argued that business practices within English football clubs are amateurish and outdated due to the comparatively small size of clubs and the restrictive nature of the cartel-like industry they compete in. But is this true for large EPL clubs (i.e. those with high market valuation and large number of employees)? Do these clubs have the ability to pursue alternative business strategies, and if so, do their organizational structures, cultures, and behavioral norms support the strategic directions they have chosen to pursue? The paper aims to discuss these issues.

This paper evaluates survey responses from 35 executives and business managers within three large EPL clubs. The study utilizes previously validated scales to examine issues of organizational structure, culture, and behavioral norms.

Despite operating within a closed industry, large EPL clubs are not all pursuing identical business strategies. Consistent with contingency theory, the organizational structure, culture, and behavioral norms of large EPL clubs are, for the most part, in line with what the authors would expect to find in successful, large conventional product or service businesses. However, all of the clubs included in this study appear to be following hybrid models each demonstrating characteristics of several alternative competitive strategies simultaneously.

This initial study is limited to responses from 35 business executives and managers within three EPL clubs.

Although EPL clubs operate within a cartel-like industry, this study shows that business managers within these clubs do have a degree of latitude in choosing between alternative competitive strategies. In order to successfully implement a chosen strategy, business managers must insure that the organizational structure, culture, and behavioral norms within the club’s business group are aligned with the overarching objectives of that strategic choice.

Grounded in open systems and contingency theory, the authors challenge the conventional wisdom that because large clubs are in the business of sport they are somehow fundamentally different from other large businesses.

In a turbulent economic climate, characterized by pressures to improve productivity and reduce costs, leadership and performance management have a more central role in helping to ensure competitive advantage. The purpose of this paper is to explore current demands on leaders; and endeavours to explore linkages between management education and agile leadership.

Taking a grounded theory approach, this paper uses the concepts of volatility, uncertainty, complexity and ambiguity (VUCA) to investigate the impact on desired attributes of leaders and the extent to which this is underpinned by current management education programmes. It draws on the VUCA model of agile management to examine current practices and experiences and considers future trends. Empirical research includes case studies and analysis of management syllabuses.

Syllabuses do not reflect the attributes that organizations expect leaders to possess and are content driven rather than process focused. VUCA is not yet mainstream in academic thinking.

There is a disparity between the output of business schools and the expectations of organizations. This may affect productivity. It is suggested that the use of live consultancies may provide a more beneficial management development experience.

This research opens an international debate that seeks to assess the relevance of current management education to the needs of organizations for agile, high-performing leaders.

The purpose of this article is to share the gist of an interview with Rita Campos e Cunha conducted by Santiago Ibarreche. It highlights her vitality, her love for academia and her personal dedication to her students in Iberoamerican and international contexts.

This paper is an interview.

The interview explores Rita’s career, her achievements and continued search for excellence in terms of teaching, research and service in academia, especially her contributions in the areas of innovative behavior and corporate social responsibility.

The interview in this special section, A Life in Research, brings out an individual scholar’s experience and history not only as recognition of scholarly impact but also as recognition of the person.

El presente artículo muestra la esencia de una entrevista a Rita Campos e Cunha, llevada a cabo por Santiago Ibarreche. Muestra su vitalidad, su amor por la academia y su dedicación personal hacia sus estudiantes en Iberoamérica y otros contextos internacionales.

Este artículo es una entrevista.

La entrevista explora la carrera de Rita, sus logros y búsqueda continua de la excelencia en términos de docencia, investigación y servicio en la academia y sociedad; especialmente sus contribuciones en las áreas de Comportamiento de Innovación y Responsabilidad Social Corporativa.

La entrevista en esta sección especial, A Life in Research, muestra la experiencia e historia de un académico. No es solo un reconocimiento a su impacto en la academia, sino también un reconocimiento a la persona.

Academia, Mozambique, Portugal, Innovación, Ciencias del Comportamiento, Consejería,Mentores

Tipo de artículo – Punto de vista

Este artigo apresenta a essência de uma entrevista com Rita Campos e Cunha, levada a cabo por Santiago Ibarreche. Salienta a sua vitalidade, a sua Paixão pela academia e a sua dedicação pessoal aos seus alunos, nos contextos ibero-americano e internacional.

Este artigo é uma entrevista.

A entrevista explora a carreira da Rita, as suas realizações e a sua procura contínua da excelência em termos de ensino, investigação e serviço, na academia e na sociedade; especialmente as suas contribuições nas áreas de Comportamentos de Inovação e Responsabilidade Social Corporativa.

A entrevista nesta seção especial, A Life in Research, traz a experiência e a história de um estudioso individual, não só como reconhecimento de impacto acadêmico, mas também como reconhecimento da pessoa.

Academia, Moçambique, Portugal, Inovação, Ciências do Comportamento, Recomendações, Mentores

Punto de vista