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Stakeholder capitalism has been proposed as an alternative way of thinking about business purpose and value creation. However, stakeholder capitalism can only work as an alternative model of business if all stakeholders and their interests are visible to and taken seriously by managers. The purpose of this paper is to untangle the challenges that invisible, marginalized and powerless stakeholders pose for theorizing about stakeholder capitalism.

This paper is conceptual. The authors first briefly outline the promise of stakeholder capitalism for addressing pressing questions about value creation and stakeholder welfare. The authors then conceptualize stakeholder invisibility as the outcome of a particular stakeholder being both powerless and marginal through the prism of moral intensity theory and one of its elements: proximity. This study discusses the ways in which managers can make invisible stakeholders more visible in their decision-making.

For managers truly to manage for stakeholders, as anticipated by stakeholder capitalism, all stakeholders and stakeholder interests must be visible to them. This study analyzes why sometimes they are not, how they can be made more visible and why stakeholder visibility matters for stakeholder capitalism. This study proffers three principles for business practice: ethical commitments to reduce stakeholder invisibility, analyses of business strategies to surface the contributions of marginalized and invisible stakeholders and taking rights seriously.

This study provides a new perspective on stakeholder capitalism by linking the challenge in operationalizing it to the problems of stakeholder invisibility and marginality.

The purpose of this paper is to advance a conceptualization of sustainable HRM that builds on scholarship focusing on the pluralistic nature of human resource management. The paper seeks to advance the promise of sustainable HRM as an alternative to HRM scholarship that adopts a unitarist frame of reference.

The paper draws on a variety of HRM-related literatures to offer new insights about what a pluralist perspective on sustainable HRM from the perspective of employees would look like and what it would accomplish, and in so doing allow sustainable HRM to become socially sustainable.

Taking a pluralistic perspective is essential for making the concept of sustainable HRM more distinct and robust. Sustainable HRM can offer a challenge to the dominant unitarist perspective on the employment relationship, focusing the attention of researchers on the extent to which employment practices benefit both employers and employees while contributing to social sustainability outside of the employment context.

This paper adds analyses of pluralism and unitarism to the current literature on sustainable HRM while also focusing attention on how sustainable HRM might be more robustly conceptualized and also more normative in its orientation.

The purpose of this study is to explore how business-only corporate responsibility coalitions (CRCs) help member firms manage sustainability issues.

This conceptual analysis of business-only CRCs, using the literature on sensemaking and social issues management, explores how participation in CRCs enhances firms’ capabilities for sustainability issues management by improving their sensemaking competencies, abilities to choose and adapt issue responses and efficiency in implementing issue responses through better issue response mechanisms.

Business-only CRCs help firms with high as well as low levels of sustainability orientation better manage sustainability issues by carrying out the exploratory aspects of issues management: scanning, identifying and evaluating issues and proposing responses to issues.

The widely applicable, nonbinding and scripted responses proposed by CRCs allow participating firms a high degree of autonomy to choose and adapt their responses. However, firms must approach their CRC memberships with collaborative intent and high transparency to achieve these benefits.

Participation in CRCs can help scale up firms’ responses to sustainability issues through more efficient issues management processes that allow them to customize issue responses to their needs.

Research on the management of sociopolitical issues can be enriched if these issues are understood as collective, multilevel challenges rather than purely strategic issues faced by individual firms. This study contributes to the business collective action and issues management literatures by emphasizing the importance of collective management of sustainability issues and how it may improve firms’ capabilities for sustainability issues management.

The purpose of the paper is to propose that stakeholder scholarship should take its rightful role in the acknowledgement of stakeholder value production, the enhancement of stakeholder voice and public stakeholder advocacy. Its focus is on low‐wage workers particularly, although the analysis holds for dependent stakeholders generally.

This paper analyses and develops extant stakeholder theory with regard to employer treatment of low‐wage workers. A general point is made about the need for stakeholder research, writing and advocacy to take more explicit normative stances. This is achieved in three stages: by explaining why low‐wage workers are dependent stakeholders; by considering the strengths and weakness of stakeholder theory as an explanatory framework for low‐wage workers; and by identifying how stakeholder theory should be developed in order to provide an explicitly normative account of low‐wage workers that leads to pragmatic action.

Labour and industrial relations scholarship would benefit from the integration of stakeholder language and scholarship, as the stakeholder concept has gained currency and legitimacy among academics in a variety of fields. Stakeholder theory scholarship would benefit from explicit consideration of power, which is common to work in labour and industrial relations scholarship.

Stakeholder theory can benefit from labour and industrial relations scholarship and practice. Likewise, industrial relations can benefit from understanding and integration of the increasingly ubiquitous stakeholder concept. It is believed that the integration of stakeholder theory with insights from labour and industrial relations scholarship helps further work in both fields.

Purpose – This chapter presents a preliminary conceptualisation of the effects that unequal power relationships have on the integrity of social science research and the safety of researchers.Methodology/approach – We begin by presenting a review of the current literature on risk to research outputs and researcher safety. In this review, we offer a conceptual framework of the factors of safety and autonomy of researchers developed in conjunction with extent stakeholder theory scholarship.Findings – We argue that, in the event of a threat to researchers’ autonomy while complying with university ethics committee requirements, or when faced with uneven power differentials between the researcher and various stakeholders, one of two actions may occur: (1) the researcher may alter the project in order to comply or (2) the researcher may feel so compromised that the research project is abandoned. In both of these instances, research that addresses power/structural inequalities is avoided. In the event of a threat to the researcher’s physical and emotional safety, three actions can result if the researcher is harmed: (1) the incident may not be reported, which in turn may result in further harm to the researcher; (2) counselling may be undertaken to resolve and debrief emotional stress; or (3) a worker’s compensation claim may be lodged.Social implications – As academics, research is the core business of the organisations of which we are members. The issues introduced and discussed in this chapter are serious; however, our conceptualisation requires further research. We outline why this set of issues is significant and deserving of more study than it has previously received.Originality/value of  chapter – Previous research that links research in the area of protection for researchers and research autonomy is very limited in Australia, and therefore our conceptualisation provides value to the research agenda on this topic. We also propose that the issue of researcher safety and autonomy is common to most academic environments and merits further academic study.

Megachurches represent an interesting empirical and conceptual phenomenon. Empirically, megachurches (Protestant churches with average weekly attendance of greater than 2,000 members) are growing at a time when overall church participation in the United States is steady or declining. Conceptually, megachurch pastors can be viewed as institutional leaders who attempt to reconcile new technologies and large congregations within a highly institutionalized setting. While many of these megachurches have a denominational affiliation, some do not. In this essay, we describe the literature on megachurches and offer observations about the megachurch as an institution. Drawing from preliminary analysis of a sample of over 1,400 megachurches (identified from the Hartford Institute for Religious Research), we also draw tentative conclusions about the characteristics of the pastors of megachurches, and one growing institutional maintenance practice: writing texts. We propose that examining megachurches can help extend the current research on institutional leadership, institutional work, and institutional support mechanisms.

The purpose of this paper is to report the results of a study comparing perceptions of discrimination for immigrant and US‐born Hispanics, focusing on Hispanic business professionals.

Data were collected via nationwide survey of over 1,500 Hispanic business professionals and analyzed via analysis of variance.

No significant differences with regard to perceptions of discrimination were found, although both groups reported some level of discrimination. Immigrants had comparatively lower salaries and higher levels of Hispanic identity, yet, no differences in job satisfaction between groups were found. Post hoc analyses found that immigrants were significantly more likely to seek out mentors and US‐born Hispanics were more likely to join affinity groups at work.

Too often, immigrants are misunderstood and mistreated in the workplace. The present study provides an examination of how immigrants might perceive these differences and potential avenues for employers to assess this valuable segment of the workforce are suggested.

The present study creates the groundwork for more future in‐depth studies of the immigrant work experience. To this point, little research has been done on the discrimination perceptions of immigrant populations. The present study compares the perceptions of US‐ and foreign‐born Hispanic professionals.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Invisible stakeholders are often significantly affected by a firm but not heard or catered toward, and often consist of marginalized groups.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The purpose of this paper is to consider whether golf functions as a networking barrier for women in professions that require networking for career success.

Data from 496 golf courses, in addition to demographic data and data about salaries in sales, managerial, and marketing and sales professions in the USA, were used to assess if differences in tee box placement between men's and women's tees would predict participation and salaries in networking‐oriented professions.

The analyses indicate that differences in tee box placement between men's and women's tees did predict differences in participation and salaries in networking‐oriented professions. It was found that the greater the distance between men's and women's tees, the lower the salaries and participation rate for women. This effect was greatest for the marketing and sales profession.

Golf is one networking barrier among many, and so other networking barriers that have deleterious effects on women's advancement and success should be explored. Further research might include observational studies of mixed‐gender golf groups, and might also explore whether women choose not to pursue networking occupations or women are not selected for jobs that require networking on the golf course.

Companies should be aware of how venues selected for networking might have disparate impacts for men and women, and select venues that are as gender‐neutral as possible.

This paper is, to the authors' knowledge, the first empirical investigation of gender relations in non‐traditional work settings with female participation and earnings in occupations that require networking for career success.