Antonia Girardi

Rapid integration of artificial intelligence (AI) into workplaces is reshaping work design in ways that have considerable consequences for employee well‑being, strain, and engagement. While Job Demands–Resources (JD–R) theory provides a robust psychological framework for understanding how work characteristics influence well‑being, insights into how AI alters demands, resources, and organisational dynamics remain fragmented across academic research and organisational practice. This scoping review synthesises academic and practitioner literature to examine how AI adoption affects employee engagement and well‑being through a JD–R lens and to identify convergences and gaps between these perspectives. Guided by established scoping review approaches, academic and grey literature published since 2001 were systematically identified, screened, and synthesised. Forty‑eight sources from 2019 to 2025 were included, comprising 35 academic studies and 13 practitioner publications. The literature predominantly emphasised strain‑related outcomes such as stress and burnout, whereas work engagement received comparatively limited attention. Research addressing personal resources, work design factors, and proactive employee behaviours, particularly job crafting, was notably scarce. Integrating evidence across domains, the review advances work in the domain of organisational psychology by reconceptualising AI adoption as a dynamic and ambivalent work characteristic that simultaneously generates demands and resources. Job crafting is proposed as a cognitive and psychological mechanism through which employees actively shape AI‑enabled work to balance demands and resources and sustain engagement. The review emphasises the need for closer collaboration between scholars and practitioners to examine how AI‑related organisational dynamics of work design and resource configuration can be managed in psychologically sustainable ways.

The contemporary university is now characterised as a complex working environment wherein faculty must negotiate increasing demands for accountability, performativity, and productivity. A multiplicity of expectations adds to this complexity. Specifically, expectations set by employers in developing ‘work-ready’ graduates have compelled faculty to negotiate interdependent contradictions that focus on developing employability skills alongside technical skills. This qualitative study reports on the lived experiences of 30 business school teaching faculty, negotiating tensions as they relate to the teaching of one type of employability skill: teamwork. Paradox theory is appropriated to better understand how faculty perceive their professional environment and practices related to teamwork pedagogy. The findings reveal that faculty navigate the performing/learning, performing/organising and performing/belonging paradoxes of teamwork pedagogy by passively suppressing tensions or through proactive acceptance strategies.

Within healthcare, studies support that nurse manager leadership behaviours positively influence nursing outcomes. However, how this behaviour promotes positive outcomes is less well understood. Integrating a ‘positive deviance framework’ and a ‘model for reflection’, this paper uniquely uncovers positive nurse manager behaviours that deviate from ‘business as usual’ in managing and leading healthcare staff. Applying an interpretivist lens to qualitative data collected from 24 nurse managers from Australia and Seychelles, the outcomes illustrate examples of positive leadership, exemplary performance, and uncommon behaviours and actions amongst nurse managers resulting in positive nursing experiences and positive organisational outcomes. Nurse managers practising positive leadership and taking on an employee champion role, underscore these behaviours. This study contributes to the research of positive outcomes, processes, and attributes of healthcare organisations and their members.

Despite the recognized need for transdisciplinary teaching and learning to drive the operationalization of sustainability and ethical business conduct, disciplinary silos continue to dominate the curricula and administrative structures of many business schools. While with growing social and environmental stakes a reorientation of teaching and learning approaches is a sine qua non, the learning contexts typical of business schools worldwide continue to fall short of meeting the needs of students, society, and wider natural systems. The ‘sustainability and ethics void’ within established business curricula leaves future business leaders ill equipped for dealing with the complexities of social systems, institutions, and their environment and unable to solve growing global meta-problems (e.g. poverty, climate change). Against this background this chapter reports on efforts currently underway at the School of Business and Governance, Murdoch University to create new learning contexts where disciplinary knowledges can converge, values are included, and reflexive learning is embraced, allowing students to adopt a meaning orientation and a deep approach to learning. The School has recently become a signatory to the United Nations Principles for Responsible Management Education (PRME), and this chapter outlines the steps taken by members of the School-based Centre for Responsible Citizenship and Sustainability (CRCS) to support efforts to meet the School’s obligations under PRME. Specifically, attention is directed to the formation of the CRCS to drive transdisciplinary teaching and research in the School and the use of a Delphi approach as a platform towards the development of transdisciplinary collaborations through a shared understanding of the conceptual and methodological frameworks of responsible citizenship. The authors also report on how sustainability and responsible citizenship theories are applied in teaching and project contexts.

Teamwork pedagogy has received considerable attention across a wide range of academic literature. Yet employers continue to argue that universities need to do more to better prepare graduates to work in team-based environments. Grounded in the social constructivist paradigm, this article uses a two-phase systematic literature review methodology to explore the conditions and influences affording or constraining teamwork pedagogy. A complementary thematic analysis of the articles revealed two broad themes: pedagogy and transaction costs. In almost all 57 articles, a range of factors influencing teamwork pedagogy were elaborated. Temporal, fiscal, and human resource transaction costs were identified as constraints in the application of teamwork pedagogy. An overlap of educator, student, and institutional factors are discussed as contributing to the transaction costs of implementing process-oriented teamwork pedagogy. However, the interdependent interactions among educators and students, within and across institutions, remained largely underexplored and are presented as part of a future research agenda.

Purpose – The purpose of this study is to seek to investigate the impact that perceived risk and trust have on online purchasing behavior, in particular the nature of purchasing associations within the expensive, complex, high risk and credence products such as gemstones. Design/methodology/approach – An online survey of purchases of Thai gemstones was used to collect the data. Partial Least Squares was used to test the conceptual model of the study. Findings – The results of this study suggest that the type of internet marketing strategy used by the seller (the place strategy) and the buyer's privacy and security practices influence a buyer's perceived risk to purchase gemstones online. Furthermore, the study showed that perceived risk reduces trust and perceived risk reduces online purchases. Research limitations/implications – The implications of these results are that privacy and security concerns of online buyers must be addressed in order to reduce perceived risk and thereby increase trust which is fundamental to the amount purchased online. Practical implications – Online marketers of highly risky products need to consider that policies that promote trust and reduce risk are important means of increasing purchases. In particular, the use of multichannels will reduce perceived risk. Originality/value – This is a rare study which examines purchases of expensive, complex, high risk and credence products such as gemstones. It is also a study which examines the behaviour of organisational buyers. Also actual reported online purchases are investigated rather than just intent.

This study was conducted to examine the influence of interactional justice in the relationship between performance based pay and job satisfaction using 334 usable questionnaires gathered from employees who work in Malaysian private institutions of higher learning (PRIVATE INSTITUTION), Malaysia. Exploratory factor analysis confirmed that the measurement scales used in this study met the acceptable standards of validity and reliability analyses. Further, the outcomes of Stepwise Regression analysis showed two important findings: First, performance based pay (i.e., participation in pay systems and adequacy of pay) significantly correlated with job satisfaction. Second, linking performance based pay (i.e., participation in pay systems and adequacy of pay) to interactional justice significantly correlated with job satisfaction. Statistically, this result demonstrates that interactional justice does act as a partial mediating variable in the relationship between performances based pays and job satisfaction in the studied organizations. In addition, discussion, implications and conclusion are elaborated.

Compensation management literature highlights that income has three major features: salary, bonus and allowance. If the level and/or amount of income are distributed to employees based on proper rules this may increase pay satisfaction. More importantly, a thorough investigation in this area reveals that the effect of income distribution on pay satisfaction is not consistent if perceived value of money is present in organizations. The nature of this relationship is less emphasized in pay distribution literature. Therefore, this study was conducted to measure the effect of the perceived value of money and income distribution on pay satisfaction using 136 usable questionnaires gathered from employees who have worked in one city based local authority in Sabah, Malaysia (MSLAUTHORITY). Outcomes of hierarchical regression analysis showed that the interaction between perceived value of money and income distribution significantly correlated with pay satisfaction. This result confirms that perceived value of money does act as a moderating variable in the income distribution model of the organizational sample. In addition, discussion and implications of this study are elaborated.

Although widely used, the Narver and Slater (1990) measure of market orientation has not yet been validated by structural equation modeling (SEM). Results of SEM suggest a nine-item, three-dimensional model of the components or subscales of market orientation: customer, competitor orientation, and interfunctional coordination. Covariances between the three dimensions in the final model, however, suggest that the measures customer, competitor orientation, and interfunctional coordination can be considered as independent. A preliminary invariance test suggests that the three dimensions are robust across varying country groupings and organizational types. Implications for further research into market orientation are discussed.