Written by Zara Al-Khalifa
Published in Vol 4 Issue 1, 2024
This research focuses on identifying the essential skills and requirements that accounting graduates must meet to gain employment in Saudi Arabia’s labor market. The study analyzed 425 job postings for accounting roles from September 2020 to September 2022 using a descriptive cross-sectional method that combined content and statistical analyses. The findings highlight the importance employers place on proficiency in English, fundamental computer abilities, IT-related skills involving various sof
Written by Mette Sørensen
Published in Vol 4 Issue 1, 2024
This research investigates the link between personal resources and employee engagement. A survey was conducted among 365 employees working in tourism companies in Hanoi. Drawing on the conservation of resources theory, three key personal resource factors were examined: self-efficacy, self-esteem, and optimism. Using the PLS-SEM analytical approach, findings indicate that all three personal resource factors have a direct positive effect on job satisfaction. Additionally, the study reveals that se
Written by Eva Horvat
Published in Vol 4 Issue 1, 2024
The significance of this study stems from the need to understand the psychological mechanisms and influencing factors behind personal self-development. This research aimed to examine the factors that shape students’ choices of self-improvement strategies—namely acquisition, rejection, transformation, and restriction—in relation to their levels of personal agency. The study sample included 271 university students from Russia and Kazakhstan, aged between 17 and 27, predominantly female, with an av
Written by Petra Svobodová
Published in Vol 4 Issue 1, 2024
Trauma and fear can trigger negative emotions that harm a person’s mental health and often show up physically as psychosomatic pain. Both positive and negative feelings can create harmful neural patterns, called pathological neural networks (PNNs), which become deeply embedded in the subconscious and keep psychosomatic pain ongoing. Treatments like extinction learning, cognitive behavioral therapy (CBT), regression hypnotherapy, and traditional hypnosis are commonly used to ease psychosomatic pa
Written by Oliver Hughes
Published in Vol 4 Issue 1, 2024
This research explores the primary factors that impact Generation Z’s intention to adopt mobile banking services offered by commercial banks in Vietnam. The study introduces a conceptual framework where the dependent variable is the "decision to use," influenced by six independent variables: (i) ease of use, (ii) functional variety, (iii) security and privacy, (iv) perceived risk, (v) attractiveness of the platform, and (vi) social influence. Data were collected through a survey yielding 200 val
Written by Maria Gonzales
Published in Vol 4 Issue 1, 2024
Empowerment is commonly presented as a transfer of discretion that strengthens motivation, adaptability, and employee influence. Yet discretion can also relocate planning, coordination, monitoring, boundary management, and responsibility to workers without transferring corresponding authority, resources, or organizational accountability. This Critical Viewpoint Article examines that tension and develops an evidence-informed, non-empirical argument about when empowerment may intensify hidden work
Written by Patrick O'Connor
Published in Vol 4 Issue 1, 2024
Organizational ambidexterity depends not only on whether exploration and exploitation coexist, but also on how people move between the behaviors through which those orientations are enacted. Existing research has clarified structural, contextual, temporal, and cognitive foundations of ambidexterity, yet the transition between exploration-dominant and exploitation-dominant action remains insufficiently specified at the behavioral level. This Original Propositional Model Article introduces behavio
Written by Gabriel Costa
Published in Vol 4 Issue 1, 2024
Digital monitoring increasingly converts work activity into observable, comparable, and actionable data. Yet employees do not respond uniformly to such control, and prevailing accounts often isolate acceptance, privacy concern, workarounds, voice, or resistance rather than explaining their relationship. This Original Typology Article develops a proposed Employee-Response Typology for organizing employee agency under digital monitoring and datafied control. Drawing on organizational behavior, wor
Written by Luca Ferraro
Published in Vol 4 Issue 1, 2024
Repeated organizational change can leave employees facing a succession of ambitious announcements, incomplete delivery, revised rationales, and renewed requests for commitment. Existing change research explains important event-level reactions, psychological contract breach, trust, fatigue, and behavioral responses, but it does not fully specify how earlier promise–delivery discrepancies shape the interpretation of later transformations. This Original Temporal Theory Article develops the proposed
Written by Pieter Botha
Published in Vol 4 Issue 1, 2024
Organizations increasingly display commitments to inclusion through representation targets, consultation processes, employee-resource structures, inclusive-leadership language, and formal voice channels. Yet visible membership and permission to participate do not necessarily alter whose interpretations shape decisions, whose concerns persist through evaluation, or whose proposals receive authority and resources. This original conceptual framework article addresses that gap by distinguishing incl
Written by Santiago Morales
Published in Vol 4 Issue 1, 2024
Organizations frequently invite employees to speak while leaving the reception, interpretation, and conversion of concerns dependent on individual managers. This arrangement confuses opportunities for voice with the organizational capacity to notice consequential signals and respond responsibly. This Original Conceptual Framework Article develops managerial listening as a proposed organizational capability rather than a personal communication behavior. The framework integrates five connected pro
Written by Nora Schneider
Published in Vol 4 Issue 1, 2024
Flexible work is commonly framed as an employee benefit, a work-design choice, or a productivity arrangement. These framings understate how organizations distribute access to flexibility and how its use may reshape access to information, visibility, managerial support, and career-relevant opportunities. This original conceptual theory article develops a proposed Politics-of-Flexibility Theory to explain how formal arrangements may become an organizational allocation regime. The theory links four
Written by Daniel Kim
Published in Vol 4 Issue 1, 2024
Artificial intelligence is increasingly embedded in task allocation, evaluation, knowledge production, decision support, and employment administration. Its organizational significance therefore extends beyond automation: it changes who may decide, who must justify decisions, what expertise remains consequential, and where responsibility is located. This integrative review examines artificial intelligence as work-design infrastructure by connecting evidence on employee autonomy, skill transformat
Written by Mateo Alvarez
Published in Vol 4 Issue 1, 2024
Automation is increasingly reorganizing not only what employees do but also how they understand who they are, why their work matters, what they remain capable of doing, and where responsibility resides. Prevailing accounts often emphasize productivity, employment displacement, or technological adoption while treating meaningful work as a secondary outcome. This narrative review examines how automation may reshape meaningful work through four connected domains: identity continuity and disruption,
Written by Sara Ben Youssef
Published in Vol 4 Issue 1, 2024
Automated organizational decision systems increasingly shape hiring, task allocation, performance evaluation, scheduling, promotion, discipline, and access to work. Yet employees who question these decisions often confront uncertain authority, opaque criteria, fragmented accountability, and channels designed for human rather than computational decision processes. This Original Taxonomy Article develops a proposed classification of employee responses to such conditions. It integrates scholarship
