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An increasingly popular argument proposes that the problems in public schooling may be solved through stronger, more morally imaginative leadership. School administrators ought to set forth a vision growing out of this moral responsibility, and may be trained to utilise moral imagination in directing teachers and students towards certain moral visions. A critique of the argument is presented and alternative (and conflicting) meanings of “moral imagination” surveyed. Four models of moral imagination are located: as discovery; as moral authority; as faculty of mind, and as super science. It is argued that each of these conceptions has inherent difficulties. The logical relationship of these views is explored. The notion of “school leadership” is traced in the literature as it has been attached to “moral imagination”. The work of W. Greenfield is examined and a philosophy of school administration, with certain assumptions, regarding values and authority, that reveal key difficulties for the unfettered use of “moral imagination” in school administration, is found. It is concluded that “moral imagination” ought to be replaced with “critical imagination”, coupled with “democratic value deliberation” and by so doing a richer leadership will result, leading to the empowerment of teachers and a fuller serving of the public good.

Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.

The purpose of this paper is to analyse the neutrality of a management control approach and verify if it incorporates North‐American values.

The paper applies a discourse analysis methodology to make evident the North‐American values involved in legitimating the rationality embedded in the practices of a management control approach.

The approach imposes North‐American values as the best choice, pretending to be neutral and context‐independent.

The paper calls attention to the need to contextualise imported management knowledge supposed to be technical, neutral and universal.

The paper contributes to the process of revealing the reproduction of Anglo‐Saxon ideologies in organisational knowledge transferred to Latin America.

This paper examines the status and evolution of green innovation research from 1948 to 2018.

Using a systematic review of 293 peer-reviewed scholarly articles, the authors classify journal outlets, publication trends, research methods (research type, approach, design), themes/topics focus, country and regional distribution and theoretical perspectives, identifying main trends. They apply mixed methodologies, integrating both content and descriptive analyses.

Results reveal the following critical conclusions: (1) publication trends disclose a steady growth of interest in green innovation research in the last decade (2011–2018), with most of the articles appearing in top-ranked journal outlets; (2) empirical studies involving quantitative surveys dominate the field over other methods like experiments, case studies (qualitative) and conceptual models; (3) research themes/topics are multi-perspectives, covering management and strategic dimension of green innovation (e.g. green innovation integration and adoption strategy; collaboration and networking in green innovation; green innovation management systems, green supply chain management, etc.), performance (financial, non-financial and both), drivers/antecedents and consumer green behavior; however, the “management and strategy” papers are by far higher; (4) studies are preponderately multi-country focused, concentrated in Europe and Australasia, with a low concentration in emerging markets like Africa and South America; And (5) the field lacks the adoption and development of novel theories. So far, the research fields principally focus on the “Porter hypothesis” and resource-based view in terms of the theory-driven studies. Based on these findings, knowledge gaps are identified, as are limitations and actionable agenda for future research.

As the first systematic review to adopt a comprehensive, holistic approach in synthesizing and summarizing research vis-à-vis the phenomenon of green innovation, the study offers practitioners and researchers an insightful understanding of the relevant issues that have been investigated on green innovation, thereby anchoring the evolutions for further sustainable-oriented research and improvement in management practices.

The purpose of this paper is to explore the factors which influence individuals to take up international assignments in hostile environments (HEs). Using an intelligent careers (IC) perspective, an expanded framework of expatriation drivers to work in hostile contexts is developed that comprises individual, organizational and location-specific factors. In addition, the understanding of career capital acquisition and transfer is refined.

A “deviant” case study method to challenge the underlying assumptions of career capital maximization and transfer in global careers is used. To investigate the case, 25 individuals in an international development organization who had to decide whether to work in HEs were interviewed.

Five insights into decision drivers and career capital effects associated with postings to HEs are presented. These span all three levels of individual, organizational and location-specific decision factors.

Due to the case study approach, the usual limitations of qualitative case-based research with respect to generalizability apply. In the conclusions three theoretical implications for the IC framework with respect to career capital acquisition, utilization and temporal effects are outlined.

A range of practical implications in relation to the selection, talent management, performance and reward approaches as well as repatriation and family considerations in global mobility are explored.

The insights help organizations to design global mobility policies for HEs. In addition, individuals and their families benefit from greater clarity of global mobility drivers in the context of high risks.

The drivers of individuals to accept assignments to HEs are under-researched. This paper operationalizes and applies a holistic decision to work abroad framework, expands the literature on of the motivations of individuals and develops valuable insights to nuance the IC framework.

This study aims to systematically review papers on women’s entrepreneurship in the internationalization of small and medium enterprises (SMEs) by examining the research profile (i.e. publication trends, publishers, domain and quality of journals, methodologies and units of analysis and regional classifications), internationalization entry modes and the theories underpinning, key variables using AMO framework (i.e. antecedents, mediators, moderators and outcomes) and suggestions for potential future studies.

This study used bibliometric analysis by selecting 62 relevant papers from 3,016 papers collected from the Web of Science, Scopus, Google Scholar and EBSCO databases. Content analysis was conducted to identify key research issues and gaps, which were then mapped on an AMO framework to address potential future research.

This study found that the number of papers published during the period 1994–September 2022 fluctuated, indicating an increasing trend of women’s entrepreneurship research in the internationalization of SMEs being published in various reputable journals by well-known publishers. This study also found several alternatives of internationalization entry modes, although export is still the most widely used alternative. Various theories that underlie this research include internationalization theory, resource-based theory, feminist theory and international entrepreneurship. This study proposes a future research framework on women’s entrepreneurship in the internationalization of SMEs: AMO.

This study contributes to the intersection of gender-focused international business and entrepreneurship domains. This study proposes a conceptual model of women’s entrepreneurship in internationalization of SMEs by mapping the antecedents, mediators/moderators and outcomes and offers promising opportunities for future research directions.

This paper aims to address the relationship between critical and mainstream international business (IB) research and discuss the ways forward for the former.

The paper empirically maps critical IB scholarship by analysing more than 250 academic articles published in critical perspectives on international business (cpoib) from 2005 to 2017. The paper also includes a citation analysis that uncovers how critical IB research is recognized and discussed in mainstream IB studies.

The extant critical IB research can be broken into five main topical clusters: positioning critical IB research, postcolonial IB studies, effects of international business activities, financialization and the global financial crisis and “Black IB” and corporate social responsibility. The citation analysis demonstrates that critical IB research is rarely recognized in mainstream IB academic outlets.

This paper is the first to empirically map critical IB research and to measure its impact on mainstream IB research. Based on these insights, as well as discussions of the more critical voices within mainstream IB studies and the debate over critical performativity in critical management studies, ways of developing critical IB research are examined.

The purpose of this extended editorial is to elaborate on the possible future trajectories of critical perspectives on international business. In addition, the content of the current issue is introduced.

This editorial reviews recent reflections on the field of international business to identify the concerns of mainstream scholars and to contrast these with those of central concern to critical scholars of international business. In the light of this, consideration is given to how critical perspectives on international business seeks to facilitate the development of academic debates that continue to question orthodox approaches to international business whilst also offering relevance for all stakeholders in international business activities from managers, shareholders and policy makers to workers, consumers and citizens, including future generations.

Taking stock of recent reflections on the future of the field of international business is useful in determining possible topics for future contributions to critical perspectives on international business.

This is the first attempt to review reflections on the future of international business since the Global Financial crisis of 2008. As such it offers an assessment of the current thinking in the field and offers directions for the development of critical perspectives on international business.