Despite the proliferation of a sizeable stream of management literature studying the relationship between strategic leader diversity (such as gender, race and age) and organizational diversity outcomes, the findings remain inconclusive and divided with regard to the nature of the relationship. To address this concern, we perform a systematic literature review of empirical research testing this relationship in management journals. In our review, we summarize and integrate extant empirical and theoretical research on the connection between strategic leader diversity and organizational diversity outcomes, provide a comprehensive, multilevel theoretical model based on past research and suggest unconventional insights to guide future management scholars. Our integrative review identifies important core theories and perspectives connecting these two literatures, such as social identity, critical mass, tokenism and inter-group relations. We organize the key findings emerging from this integration into four prominent themes (critical impact areas, critical enablers or inhibitors, critical theoretical underpinnings and scope of impact) to provide a novel insight into this stream of research. Finally, we offer several avenues for future research to scholars from management and social sciences disciplines to address some pertinent gaps identified in this literature.

As the boundaries between work and leisure continue to blur, purposeful workplace play has gained recognition as a strategic human resource (HR) practice associated with enhanced employee engagement, creativity and performance. However, empirical evidence on its outcomes remains inconclusive. This systematic review of 35 peer-reviewed studies (1984–2024) synthesizes current scholarship on workplace play within human resource management (HRM) contexts. Findings reveal that play is a multifaceted and context-sensitive phenomenon, shaped by individual dispositions, team dynamics, leadership approaches and organizational culture. When authentically integrated into the workplace, play fosters well-being, innovation and collaboration. Conversely, when coercively imposed, it may generate cynicism and undermine trust. Theoretical insights in this domain remain fragmented, primarily dominated by psychological paradigms such as conservation of resources and social exchange theory, with limited engagement from cultural, institutional or paradox perspectives. This review advances a future research agenda that encourages multi-level theorization, cross-disciplinary integration and the use of longitudinal and mixed-method research designs. For HR practitioners, the findings underscore the importance of designing play initiatives that are voluntary, meaningful and contextually grounded, thereby aligning employee well-being and organizational objectives.

This article examines employees’ experiences of working from home (WFH) during the COVID-19 pandemic, focusing on the challenges, conflicts, needs and support systems involved. It also proposes how organizations can help employees WFH meet expectations and maintain high performance. This exploratory study applied qualitative content analysis on data collected through an open-ended questionnaire survey. A total of 621 responses were analysed, and key themes were identified and interpreted. Findings show that while employees generally view the WFH experience positively, work–family boundary violations were common due to interruptions from family members and disrupted work schedules. Situational factors such as limited space and poor connectivity reduced the benefits of WFH and led to dissatisfaction and stress. The findings highlight the need for organizations to create and implement clear WFH policies, manage expectations, provide strong technological support, improve communication and build inclusive employee support systems. These recommendations, based on WFH employees’ experiences, could improve the WFH experience and boost employee well-being and productivity.

This article seeks to define and conceptualize the concept of a capitalist dictatorship by identifying its characteristics and indicators. It argues that these features emerge primarily from and relate to the extreme concentration of wealth and power in capital, resulting in the systemic control, domination and coercion of non-capital factors. The article contrasts this form of economic non-democracy with models of industrial and political democracy, drawing attention to indicators such as low levels of unionization, limited union coverage, the absence of collective bargaining and the lack of labour collective representation in corporate governance (i.e., codetermination). It also introduces and considers certain approximations or manifestations of capitalist dictatorship. The article aims to make both theoretical and practical contributions to the literature by introducing and elaborating on the concept to get a better understanding of capitalist dictatorship.

Technological advancements such as virtual teaching assistants, online courses, AI-powered learning platforms and interactive robotic teaching systems are transforming the educational landscape. These developments raise important questions regarding learners’ attitudes towards technology-driven self-learning (ATSL) and the anxiety associated with AI. While qualitative research has explored these attitudes, concerns regarding overreliance on AI and its long-term implications on traditional education systems persist. This study examines postgraduate management students’ perspectives on AI technologies’ learning environments, with a specific focus on four constructs: ATSL, AI anxiety related to learning (AIA), perceived usefulness of technology (PUT) and paradox mindset (PM). Data collected from 262 students through a structured questionnaire were analysed using IBM SPSS 23 and PROCESS macro. Findings suggest that a PM positively influences ATSL, with PUT partially mediating this relationship. However, AI anxiety moderates the connection, amplifying the positive effects of a PM when anxiety levels are high. These insights are especially relevant for educators, policymakers and developers, emphasizing the need for guidance and support to address AI-related apprehensions while promoting a positive attitudes towards technological innovations.

The purpose of this study is to demonstrate how management education can be strategically linked with social sensitization and deliver on sustainable development goals (SDGs). Self, society and organizations (SSO) module with social sensitisation as a core value was developed meticulously in order to ensure that all aspects of social sensitivity and sustainability are embraced at individual, group and organizational levels. Each year, 300 students work closely with more than 17 organizations in the development sector. This unique experiential learning module upticks several sought-after facets of a modern, industry-driven and in-demand management curriculum. With the objective of investigating the dimensions of the module, its on-ground execution of the module and evaluating learning and performance feedback at stakeholder level, the study deploys Kolb’s Experiential learning framework and social sensitization skills scale. Results interestingly demonstrated a distinctive change in behavioural patterns and mindset, the intent to volunteer as a helping hand for social groups and communities, strong sensitization for societal and peer cohorts, and critical judgment in suggesting possible course of action for the benefit of the community and organizations.

This article aims to describe and discuss the theoretical and empirical production of training needs analysis (TNA) in the field of management, through an in-depth systematic literature review, encompassing 101 scientific productions from 2009 to 2024. Although the strategic importance of TNA in organizations has been proven, most of the research is conducted in a non-systematic manner, focusing solely on individual-level analysis and disregarding alignment with organizational strategy. Another intriguing fact is that, despite TNA falling under the umbrella of human resource management (HRM), the field of management has the lowest academic production compared to others, raising concerns. Through the conducted analyses, pathways that still need to be explored for further theoretical and applied development of TNA were identified, analysing the cognitive complexity levels of research based on Bloom’s Taxonomy. The results indicate an emerging need for more complex studies aimed at evaluating, critiquing and creating processes related to TNA. This can be achieved by proposing new models, methods or approaches that enable more accurate analyses and the development of existing concepts and theories. The aim is to contribute theoretically and methodologically to researchers, fostering continuous advancements in the field and collaborating with professionals in training and development and HRM.

In the present-day digital marketing landscape, financial products are aggressively promoted alongside traditional marketing strategies. So, the main purpose of this study is to examine the structural relationship between customer engagement, mental accounting, attitude, customers’ biases and brand preference among individual investors in the context of marketable financial products. Using a descriptive research design, this study employs interpretative structural modelling, a qualitative tool, to emphasize the structural relationships that influence individual investors’ brand preferences. Key findings refer to customer engagement serving as the main driver of all other elements. Consequently, mental accounting, attitude and bias play an increasing role in influencing individual investors’ brand preferences. This study offers the implications with important strategic inputs for marketing financial products like mutual funds and systematic investment plans. Further, this article clarifies the role of mental accounting within these relationships, which helps to better understand consumers’ behaviour towards financial products, as these products are perceived differently in different contexts. According to this study’s novelty, no prior study has examined the interplay of factors such as customer engagement, mental accounting, brand attitude, customers’ biases and brand preference. This study offers a new academic perspective as well as strategic implications for financial markets.