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Sub-Saharan Africa (SSA) is regarded as a region with one of the worst cases of armed conflict and climate risk. This paper examines the interactive effect of armed conflict and climate risk on gender vulnerability in SSA.

The difference and system generalised method of movement (GMM) were used to examine the relationship between the variables using annualised data of 35 SSA countries from 1998 to 2019.

The paper found strong evidence that armed conflict and climate change are positive predictors of gender vulnerability. The impact of climate change on gender vulnerability is found to be more direct than indirect.

The direct and indirect positive effect of armed conflict and climate change on gender vulnerability implies that climate change drives gender vulnerability through multiple channels. This underscores the need for a multi-disciplinary policy approach to addressing gender vulnerability problem in SSA.

The study contributes to the climate action debate by highlighting the need for climate action to incorporate gender inclusive policies such as massive investment in infrastructure and safety nets that offer protection to the most vulnerable girls and women affected by armed conflict and climate change. Societies should as a matter of urgency strive to structural barriers that predispose girls and women to biodiversity loss.

The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-09-2022-0595

Creativity plays a crucial role in interpersonal conflict within organizations, yet little research has explored its antecedents in this context. This study aims to investigate power and gender as the main determinants of creativity in interpersonal conflict within organizational contexts.

Two studies were conducted. The first study involved 226 employees from various organizations (M_age = 39.39, SD = 10.39), whereas the second study used a conflict simulation with 160 participants (M_age = 36.90, SD = 10.45) forming dyads. Both studies investigated the impact of relative power (i.e. having more power than the other person) on creativity in conflict, with a focus on the moderating role of gender. Study 2 also manipulated contextual creativity, which served as an additional moderator in this relationship.

Results largely supported our hypotheses, indicating a positive relationship between relative power and creativity in conflict. Importantly, this relationship was stronger among women. Study 2 further focused on the distinct dimensions of creativity, highlighting differences between idea originality and effectiveness.

The findings hold practical significance for organizational leaders and conflict resolution practitioners, and they further underscore the importance of considering gender dynamics in conflict resolution processes within organizations.

This research contributes novel insights into the understanding of creativity within organizational conflicts, emphasizing the interplay between relative power, gender and creativity. Additionally, the exploration of different dimensions of creativity (i.e. originality and effectiveness) adds depth to existing literature in this area.

This study aims to explore the factors that build positive leadership identities in women and reduce woman-leader identity conflict in societies with low gender equality. In doing so, it responds to calls to examine the role of “context” for women aspiring to leadership roles.

The required data were collected through semistructured interviews with 30 senior-level female leaders in the corporate sector of Pakistan and analyzed using NVivo.

Successful professional women are often facilitated by various social and organizational factors that boost their confidence and ability to view themselves positively as leaders, reducing woman-leader identity conflict. The main facilitators observed were egalitarian values practiced at home, male sponsorship in organizations and individual leadership experiences. Furthermore, the age and socio-economic status of women have also emerged as important factors contributing to the success of women leaders in Pakistani society, which is characterized by gender inequality and high power distance.

Organizations committed to developing women for leadership roles and attaining their gender diversity goals need to address the structural and psychological barriers that hinder women’s progress in the workplace. Moreover, men need to be engaged as allies to enable women’s advancement as organizational leaders.

This study highlights how culture, gender norms and significant experiences of women moderate equality lows in patriarchal societies. It aims to demonstrate that women can progress as leaders within a low gender-egalitarian culture in the presence of factors that facilitate the establishment of their identities as leaders, thus reducing identity conflict. In addition, the role that men can play in creating a supportive environment for establishing women’s leadership identities is particularly highlighted in this study.

This manuscript conducts a bibliometric analysis of scholarly literature on sustainable development goal 5 (SDG 5) – gender equality, focusing on Arab countries. The purpose is to comprehensively assess the research landscape, identify trends, contributors and research hotspots and inform evidence-based policies for advancing gender equality in the region.

A descriptive bibliometric analysis was used, using the Scopus database for data collection. The study covers English-language research papers published in peer-reviewed journals between 1993 and 2022, using a comprehensive search strategy focused on gender equality in Arab countries.

The analysis of 634 papers revealed a steep rise in publications post-2015, aligning with the adoption of SDGs. The growth trajectory and citation analysis demonstrated a significant increase in both publications and impact over the last decade. The study identified prolific journals, subject areas, countries, institutions and authors contributing to the literature on gender equality in Arab countries. Notable research hotspots include domestic violence, female genital mutilation, women’s empowerment, microfinance and gender-based violence.

This study contributes to the literature by providing a detailed bibliometric review of SDG 5 research in Arab countries, offering insights into the growth patterns, prolific contributors and research hotspots. The identification of recent research topics, such as child marriage in conflict contexts and female leadership, adds originality to the analysis.

This paper shows that Amartya Sen admitted self-sacrifice as an opposite motive to self-interest. Between the eighties and the nineties, in his works on development economics, Sen often referred to the conditions of women in less developed countries, because these are areas where gender inequality is more pronounced, and women’s well-being is worsened by behavior motivated by self-sacrifice. But these women were affected by a perception bias that made them unable to understand their deprived condition. Perception bias made it harder to improve their freedom and reduce inequality. Sen offered a more complex analysis of economic behavior as compared to his contemporaries. Selfishness and public discussion might be identified as the ideal methods of improving individual well-being when inequality and perception bias leads people to self-sacrifice.

The authors focus on using Critical Race Theory (CRT) as a lens through which to analyze the holistic welfare development of Black male student-athletes, namely their identity development and overall college and career readiness. The authors contend that if structured and delivered well with the appropriate supports, athletics can be more of a mobilizing mechanism for Black males versus an exploitive one. Specifically, athletic identity does not have to be exclusive, but rather one aspect of the student-athletes' multidimensional sense of self. To this end, the authors outline specific research, practice, and policy recommendations that address the unique challenges of Black male student-athletes in K-16.

Mental health is not simply the absence of psychological problems any more than physical health is the absence of disease. This chapter explores various aspects of optimal mental health and wellbeing among college students. It examines the question of what is required for college students to both feel their best and function at or near their highest levels. It also discusses the characteristics of peak mental health, including its transient nature. Predictive factors such as exercise, diet, sleep and social connection will be explored. Regarding the features of optimal wellbeing, the following variables are described: integrity, values, mindfulness, self-compassion, flow and resilience. These variables are considered in an integrated fashion as components, as well as byproducts, of wellness. Hettler’s multidimensional model of wellness is presented at the outset of the chapter, followed by Keyes’ theory of flourishing.

The catastrophic effects of the COVID-19 pandemic have considerably impacted the labour market and increased job insecurity among workers. This study systematically reviews the literature on job insecurity conducted in the context of the COVID-19 pandemic with three key objectives. First, to identify the key antecedents of job insecurity during the pandemic. Second, to identify the outcomes associated with job insecurity during the pandemic. Third, to identify the underlying boundary conditions that strengthened or alleviated the association between the antecedents of job insecurity and its associated outcomes.

The study followed PRISMA 2020 guidelines for the selection and inclusion of scientific literature by systematically searching five electronic databases, namely, Scopus, ScienceDirect, PubMed, Web of Science and Psych Info.

A perception of health-related risks, negative economic consequences and organizational restructuring during the pandemic were the primary factors contributing to job insecurity among workers. The consequences encompassed detrimental impacts on health and well-being, proactive measures undertaken by employees to alleviate the threat of job loss, and a variety of tactics employed to cope with stress arising from job insecurity. The boundary conditions elucidate the factors that alleviated job insecurity among workers and influenced both their work and non-work outcomes.

This is the first systematic review summarizing the literature on employees' experiences with job insecurity amid the COVID-19 pandemic. Based on a systematic review, this study provides doable steps that HR managers can take to effectively manage job insecurity among workers, particularly during a crisis.

Mobility and displacement make higher education professionals and students feel distressed, depressed, and discriminated against, from having to leave their homelands for improving their socio-economic conditions, or even escape for living. To overcome their feelings, they do their best to carry out a normal life, concentrating on upgrading, new cultural acquisition and linking with the new community, and adjusting to a new context. In the middle of this situation, there is an enrichment of societal relations, literacy processes, inclusion, and interculturality, which are transmitted to new generations. The pedagogy of the inclusive process of refugees and immigrants may become more enriched with the interaction of ontological, epistemological, cognitive, affective, axiological, and praxeological dimensions, in a new world that seeks for sustainability.

Innovative behavior is a microfoundation of an organization’s innovation. Knowledge workers are the main creators of innovations. With the boundaries between work and family becoming increasingly ambiguous, the purpose of this study is to explore how the work–family conflict affects knowledge workers’ innovative behavior and when such a conflict arises.

To test the theoretical model, this study collected data from a time-lagged matched sample of 214 dual-career couples. The data were analyzed with the bias-corrected bootstrapping method.

The results of this study showed that work-to-family conflict had not only a direct negative effect on knowledge workers’ innovative behavior but also an indirect effect through spouses’ within-family emotional exhaustion and knowledge workers’ family-to-work conflict. If wives’ gender role perceptions are traditional, then the indirect serial mediating effect is weakened, but if such perceptions are egalitarian, then the mentioned effect is aggravated.

In terms of organizational implications, managers could alter their approach by reducing detrimental factors such as work–family conflict to improve knowledge workers’ innovative behavior. Emotional assistance programs for both knowledge workers and their spouses can be used to prevent the detrimental effect of work–family conflict on innovative behavior. As to social implications, placing dual-career couples into a community of likeminded individuals and promoting their agreement on gender role identity will greatly reduce the negative effects of work–family conflict.

Starting from the perspective of the behavior outcome of knowledge management, this study advances the existing knowledge management literature by enriching the antecedents of knowledge workers’ innovative behavior, illuminating a spillover–crossover–spillover effect of work–family conflict on knowledge workers’ innovative behavior and identifying the boundary condition of this transmission process.