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This study reveals the trigger of innovative behavior from the perspective of intrinsic and extrinsic spiritual inspiration and provides a new research idea for the formation mechanism of innovative behavior. The purpose of this study is to provide certain guidance and implications for enterprises to cultivate and enhance employees’ innovative behavior.

We conducted three studies, collected multi-source data (N = 1,175) from different countries longitudinally, as well as used hierarchical regression analysis and fuzzy-set quantitative comparative analysis to verify the theoretical model.

According to the findings, both spiritual leadership and career calling have a positive impact on employees’ innovative behavior through the mediating effect of autonomous motivation and the moderating effect of person-vocation fit.

Innovative behavior is the positive professional pursuit of employees, which is difficult to form without the motivation of spiritual factors. Spirituality is a complex concept that contains intrinsic and extrinsic spiritual factors, both of which could stimulate employees’ innovative behavior. Although many discussions have been held on this topic in recent years, little attention has been paid simultaneously to the motivating effects of the two perspectives. Drawn from self-determination theory, this study explores the mechanisms of two spiritual motivation paths (i.e. the intrinsic and extrinsic spiritual motivation paths) in the improvement of employees’ innovative behavior.

The transcript provides an overview of the development of the field and changing paradigms in this regard.

The transcript was developed in the context of a United Nations Office for Disaster Risk Reduction (UNDRR) project on the history of disaster risk reduction (DRR).

The transcript traces the initial discussions of how the At Risk book was conceived and presents new dimensions and challenges within the field.

The interview highlights the importance of the need to document the transitions, developments and paradigm changes in the field over time.

Identity regulation is part of a management control package. Organizations regulate employees’ self-identity to influence their behaviors. The success of this regulation depends on its trade-off with employees’ work identities and personalities. Organizational discourse nurtures this dynamic and interactive process. We focus on the regulation of an (undesired) organizational identity that is born at the intersection of race/ethnicity, gender, sex and migrant discrimination in accounting-related positions. We aim to analyze how Latina accountants who migrate to Spain perceive that their triple status as Latina, women and migrants affects their careers as accountants and interpret whether this triple intersectional discrimination aims to create a Latina accountant’s self-identity.

This critical study follows a phenomenological approach to analyze the experiences of women born in Latin America who migrated to Spain to occupy accounting-related positions. A thematic analysis of their semi-structured interviews allowed us to examine the challenges faced by Latina accountants in their accounting careers in Spain.

Our interviewees' narratives display an internalization of, even resignation to, a self-identity that we label “Latina accountant identity.” This identity is based on explicit discrimination discourses that cause them to suffer from the intersection of racism, sexism and migrant conditions and is nurtured by the discourses of their senior managers, co-workers and subordinates.

To the best of our knowledge, this is the first study to frame the regulation of an intersectional discriminatory identity that is used to control Latina accountants from the inside, acting on the triple condition of Latinas, women and foreigners, influencing their self-perceptions regarding work and personal lives.