(4 papers in press)

Regular Issues

• Open Access

  Navigating the digital frontier: thriving in remote work through AI and human connection ( Free Full-text Access )

  by Lu Yu, Xiaoxia Zhu, Hong Ren 
  Abstract: This study explores how integrating artificial intelligence (AI) fosters thriving in remote work by combining AI adoption with organisational understanding and social connections. Utilising a quantitative survey of remote workers from three large US universities, we tested a moderated mediation model examining AI adoption, AI-assisted learning, social ties, organisational understanding, and thriving at work. Findings indicate that while AI adoption promotes continuous learning, genuine thriving depends on fulfilling competence, autonomy, and relatedness needs. Organisational understanding and robust social ties are critical for AI to drive thriving among remote workers. This research contributes to the AI in remote work literature by highlighting organisational and social factors as key conditions for AIs positive impact on employee thriving, aligning with self-determination theory. Organisations should support AI with strong social connections and comprehensive role understanding to enhance employee well-being and growth.
  Keywords: AI adoption; AI learning; thriving at work; remote worker; human connection.
  DOI: 10.1504/JBM.2025.10070919
   
  

• Open Access

  Engineering of a proactive stakeholder culture ( Free Full-text Access )

  by Mohammad A. Ali, Stephen J. Jones 
  Abstract: This study builds on previous scholarly works that argue that stakeholder management is a normative process and that organisations should develop a proactive stakeholder orientation to get the optimal benefit of stakeholder management. We add to the extant literature by conducting an exploratory, inductive, qualitative case study to improve our understanding of how proactive stakeholder organisations engineer and maintain a culture that supports a proactive stakeholder orientation. We argue that proactive stakeholder culture must be studied because it represents unique and specific philosophical underpinnings rather than ethical or socially responsible cultures. The study makes several contributions to the scholarly literature on stakeholder culture. First, the study builds theoretical generalisations of the phenomenon under consideration. Second, it provides the best practices and content for developing proactive stakeholder cultures. Third, it defines and discovers a critical moderator, i.e., confining pressure, between well-established stakeholder cultural values and psychological stages of ethical decision making. Finally, the study has an inferential contribution that a strong proactive culture may help organisational members successfully go through the stages of moral decision-making, as Rest (1986) enumerated.
  Keywords: stakeholder management; stakeholder theory; stakeholder culture; descriptive stakeholder theory.
  DOI: 10.1504/JBM.2025.10070924
   
  

• Open Access

  Does employee engagement buffer the relationship between occupational self-efficacy and organisational citizenship behaviour? ( Free Full-text Access )

  by Shravana Bardhan, Shamima Haque 
  Abstract: This study examines the impact of occupational self-efficacy on organisational citizenship behaviour (OCB) in West Bengals healthcare sector, with employee engagement as a mediating factor. Data were collected using a structured questionnaire, analysed via SPSS AMOS, SPSS, and MS Excel. Confirmatory factor analysis (CFA) assessed model fit, followed by linear regression and bootstrapping approach for mediation analysis. Occupational self-efficacy significantly influences OCB, with employee engagement mediating this relationship. This study uniquely explores a broad range of healthcare employees in West Bengal, linking the findings to social exchange and self-efficacy theories. The study highlights the critical role of employee engagement in enhancing OCB. HR departments and administrators should focus on fostering engagement, organisational commitment, and job satisfaction to improve OCB.
  Keywords: occupational self-efficacy; OSE; employee engagement; organisational citizenship behaviour; OCB; healthcare organisations; social exchange theory; SET; self-efficacy theory.
  DOI: 10.1504/JBM.2025.10071252
   
  

• Open Access

  The intersection of gender and generation: new insights into drivers of job satisfaction ( Free Full-text Access )

  by Anglea Schill-Owens, Maureen Snow Andrade, Jonathan H. Westover, Silvia Clark 
  Abstract: This studys intersectional approach offers new insights into the combined influence of gender and generation on job satisfaction. A web-based survey captured variables such as job meaningfulness, autonomy, pay, job security, and work-life balance. Findings indicate that male employees report higher overall satisfaction than females across all cohorts, with a narrower gender gap among younger generations. Intrinsic rewards enhance satisfaction for female millennials, while extrinsic rewards like pay impact males more. Older generations value organisational commitment, while younger groups prioritise engagement and balance. By promoting tailored strategies to improve job satisfaction, organisations can foster a more inclusive and equitable workplace.
  Keywords: job satisfaction; gender; generational cohort; intrinsic and extrinsic rewards; work-life balance; work relations.
  DOI: 10.1504/JBM.2025.10071627