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Opportunities to observe presidential leadership capacities and to be an active citizen in appraising presidential leadership practices have increased the relevance of perceptions of candidates’ leadership qualities in presidential and campaign politics. Based on prior evidence, the current study predicted and confirmed that a sample of 1,087 young voter perceptions of presidential candidates’ leadership practices predict intent to vote for a particular candidate after accounting for party affiliation. Additionally, party affiliation was reconfirmed as predicting differences in perceived leadership practices. Interestingly, male and female perceptions of presidential leadership practices varied and were contextualized by factors related to identity development. The study concludes with a discussion of implications as they pertain to leadership theory and leadership education.

The purpose of this paper is to describe a backward design model implemented to develop a leadership ethics course taught in a graduate leadership program. Backward design was implemented to deeply embed the construct of applied ethics within the fabric of leadership curriculum while capturing intended course competencies. Course curriculum integrates a servant leadership theoretical framework and pedagogy that serves to shape and develop moral imagination in leadership students. Backwards design contributed to clarity, integrity, and alignment of course curriculum with program objectives and university mission.

Imagination is the exercise of generating new and novel mental images. Because of its utility for the arts, it is primarily thought of as a purely aesthetic tool. And yet, as a cognitive orientation to the world, imagination has much to offer business leaders. Imagination shifts leaders away from ingrained ways of thinking; it emphasizes reframing existing situations, moving beyond constraining mental models, and formulating innovative responses. In short, imagination is the critical cognitive link connection between what is and what might be. This application brief describes a module designed to develop moral imagination in leadership students in Gonzaga University’s Masters in Organizational Leadership Program. It outlines the use of popular film – in this case, the classic Woody Allen (1989) film, Crimes and Misdemeanors – to help students identify ethical events, assess various viewpoints concerning these events, and then practice reframing the events using moral imagination.

This paper investigates the change talk (CT) strategies of the motivational interviewing (MI) technique and their relevance in achieving change goals within communities of practice (CoP), focusing on addressing real-world problems in today's complex world.

We employ a literature review and conceptual analysis to study the interactions and potential areas of complement between CT, MI and CoP theories.

This paper combines CT, MI and CoP theories to develop an integrated model called Facilitative Change Talk Leadership (FCTL).

This paper provides an innovative model (FCTL) to inform leadership educators about facilitating communities of practice. We provide a hypothetical case study to suggest how FCTL might foster collaborative inquiry and resilience amidst complex challenges. This case study illustrates a practical pathway for leadership educators and community practitioners to use this model in their own contexts.

The purpose of this paper is to evaluate competing explanations for the greater prevalence of informal employment in some countries rather than others. These variously explain informal employment to be a result of either economic under-development and the lack of modernisation of governance (“modernisation” theory), higher taxes and too much state intervention (“neo-liberal” theory) or inadequate government intervention to protect workers from poverty (“political economy” theory).

To do this, an International Labour Organisation data base produced in 2018 on the prevalence of informal employment in 112 countries (comprising 90 per cent of the global workforce) is analysed, and macro-level economic and social conditions reflecting each of these theories tested using bivariate regressions.

The prevalence of informal employment ranges from 94.6 per cent of total employment in Burkina Faso to 1.2 per cent in Luxembourg. Evaluating the validity of the competing theories, neo-liberal theory is refuted, and a call made to synthesise the modernisation and political economy perspectives in a new “neo-modernisation” theory that tentatively associates the greater prevalence of informal employment with lower economic under-development, greater levels of public sector corruption, smaller government and lower levels of state intervention to protect workers from poverty.

This paper tentatively reveals the structural economic and social conditions that need to be addressed globally to reduce informal employment.

This is the first paper to report the results of a harmonised data set based on common criteria to measure the varying prevalence of informal employment globally (across 112 countries representing 90 per cent of global employment) in order to determine the structural economic and social conditions associated with higher levels of informal employment.

Digitalization is revolutionizing the retail sector as today's consumers prefer a seamlessly integrated, fluid and irritation-free shopping experience enhanced with artificial intelligence (AI)-powered technologies. Literature highlights gaps in the understanding of the shopping experience in an omnichannel context, involving aesthetic, cognitive and affective experience dimensions. This research highlights the direct effects and the mechanism triggered in the presence of such device.

A sample of 259 consumers was interviewed at the point of sale. Data have been collected after a shopping experience in two concept stores belonging to the same fashion brand: (1) not equipped with AI-powered technology and (2) equipped with these tools. The measurement scales were validated through ANCOVA analysis and causal relationship analysis with structural equation modeling.

The results show that the presence of an in-store AI-powered technologies in a connected store generates a higher aesthetic reaction when visiting the store, a higher absorption when shopping through the flow and a higher intent to purchase. The authors further investigate the underlying mechanism triggered by the presence of this technology, which enables the authors to outline their consequences regarding purchase intention.

The study, conducted within an actual connected store in France, explores the impact of AI technology in connected retail environments on consumer responses. It is an early research in this field, shedding light on a rarely explored area. The authors’ research addresses a significant gap, providing insights into AI-driven retail experiences.

Grounded in the job demands–resources (JD-R) theory, this study investigates how the difficulty in social distancing at work, resulting from the COVID-19 crisis, may lead to intention to quit and career regret and how and when these effects may be attenuated.

Three-wave survey data were collected from 223 frontline service workers in a large restaurant company during the COVID-19 crisis.

The results show that difficulty in social distancing reduced employees' work engagement, and consequently, increased their turnover intention and career regret. These relationships were moderated by external employability, such that the influence of difficulty in social distancing weakened as external employability increased.

Social distancing measures have been applied across the globe to minimize transmission of COVID-19. However, such measures create a new job demand for service workers who find it difficult to practice social distancing due to the high contact intensity of service delivery. This study identified personal resources that help service workers cope with the demand triggered by COVID-19.

Although scholars have been studying human resource management (HRM) and open innovation (OI), yet there is less attention to this relationship in the context of small-and medium-sized enterprises (SMEs). This paper aims to bring some insights about the human side of inbound open innovation (INOI) in SMEs. The goal is to better understand the role of organizational trust (OT) and developmental culture (DC) in the interactions between commitment-based HRM (C-HRM) and INOI.

The present study employs partial least squares-structural equation modeling to investigate the interrelationships among constructs, utilizing data gathered from a sample of 206 SMEs.

The study's empirical results indicate that the presence of OT serves as a complementary factor in mediating the relation between C-HRM and INOI. Furthermore, the analysis shows that there exists a moderating influence of DC in the relationship between C-HRM and INOI.

The role of HRM practices is important in developing OT and consequently foster INOI in SMEs. To achieve INOI, SMEs need a DC that induces C-HRM toward an OI approach.

This study adds to the understanding of the interactions between C-HRM practices and INOI in SMEs. The comprehension of the mediating function of OT and the moderating effect of DC serve to enhance the scholarly understanding of the human dimension of OI research.

This paper examines the leading trends for the journal Employee Relations from 1979 to 2018 upon its completion of 40 years of publication. Through conducting a bibliometric analysis, the article presents the journal's publication and citation structure, prominent themes, significant author keywords and leading articles, authors, institutions and countries since its formation.

The article focuses on the journal's evolution and subsequent growth patterns during this period. Using the Scopus database, the leading trends in authorship, institutions, countries as well as cited documents along with the articles citing it were analysed to provide an analytic overview of the journal over the period of 1979–2018. The paper presents a graphical visualization of the bibliographic data with bibliographic coupling and co-citation analysis using the visualization tools of similarity viewer software as well.

The results indicate that the journal is on a progressive trend both in terms of productivity as well as the level of influence in the areas for which it is indexed. The journal receives the maximum influence from the UK, including its most productive authors and institutions. The journal has published research on prominent topics in human resource management, employee relations and the field of industrial relations. It has also published 25 special issues on recent trends in the domain of Human Resource (HR).

This article offers the first comprehensive evaluation of the intellectual structure and research contributions of the journal over its lifespan. The findings of the article are useful for researchers and HR practitioners.