The Journal of Management and Organization (JMO) is the journal of the Australian and New Zealand Academy of Management. It is an international journal publishing work of global authors but has a distinct Australian and New Zealand heritage based on cultural and social pursuits. This means it is important to highlight how Australian and New Zealand management research has developed over the years and to acknowledge its uniqueness in global academia. This editorial focuses on JMO 2026 in terms of addressing needs to further ponder how values and context influences management research and practice. The role of research contexts and policy are discussed with the goal of enabling a future research agenda that specifically combines an Australian and New Zealand mindset.

Literature reviews are core parts of the research process with most conducted in the early research stages. The way a literature review is done can differ depending on the type of research, its aims and goals. This means some view literature reviews as best being done through a systematic approach that has set stages and ways to analyse the literature. This editorial article discusses the main reasons for literature reviews in terms of being helpful, educative and progressive. This is useful in furthering the way researchers collect, interpret and analyse data. As more business management researchers and practitioners utilise review articles it is important to remain vigilant about their purpose and usefulness to business practices.

This perspective article is to celebrate the 30th birthday of the Journal of Management & Organization. To remember its achievements and to reflect on its successes a number of management academics were quizzed about their thoughts. This helps to identify future growth areas of management interest and to project new developments. By doing so it enables a holistic view about the role of management in practice, policy and society.

As part of the Journal of Management and Organization’s 30th birthday celebration it is important to reflect and consider what is valuable advice. This perspective article is coauthored by a number of academics and brings together their thoughts about value in management practice. An international array of management teachers and researchers provide their advice in the hope of inspiring future generations of management researchers.

It has been over a decade since the conceptual foundation of collective psychological ownership (CPO) was first built in the organizational behavior and management literature. A significant body of empirical studies has been conducted to examine CPO at either the team level or the individual level, providing divergent views of CPO and its application in different contexts. This article offers insights into the genesis and emergence of CPO as an outgrowth of prior scholarship on psychological ownership at the individual level to the team level. It also includes a systematic literature review of 96 studies that cited the seminal study of collective psychological ownership and had CPO as a major construct in its conceptualization and empirical setting. We conclude with directions for future scholarship that would enhance the theory of CPO, as well as methodological recommendations for testing the role of CPO in different applied contexts.

Workplace happiness has emerged as a strategic and ethical priority due to its impact on employee well-being, engagement, and sustainable performance. However, the construct remains conceptually fragmented, with existing measures often limited to affect or job satisfaction. This study addresses these limitations by proposing and preliminarily validating a multidimensional instrument that integrates hedonic and eudaimonic dimensions of workplace happiness: emotional well-being and purpose, work–life balance, and work relationships and support. Using a multi-phase research design, including expert content validation, a pilot study (n = 100), and large-scale psychometric testing (n = 354), the study applies exploratory and confirmatory factor analyses. Results provide initial evidence of strong structural validity, internal consistency, and convergent and discriminant validity (CFI = 0.971; TLI = 0.959; RMSEA = 0.078). Workplace happiness is conceptualised as a synergy of affective fulfilment, meaningful contribution, and supportive relationships. Despite cross-sectional and non-probabilistic limitations, the instrument offers a robust foundation for future validation and human-centred organisational research.

How should resource-constrained manufacturers renew operations under mounting innovation pressure? We theorize and test a contingent model in which market pressure affects operational innovation indirectly through two pathways, technology investment (exploitation) and human-capital utilization (exploration), and in which firm size conditions both pathways. Using Eurobarometer 433 data on 2,213 European manufacturing firms, we estimate a conditional process model combining ordinary least squares and logistic regressions. We find a negative direct effect of pressure on operational innovation, but positive mediated effects via technology and human capital; the technology pathway is substantively stronger. Size matters: larger firms more effectively translate pressure into technology investment, whereas smaller firms rely relatively more on human capital, implying performance parity for sequential strategies when resources are tight. We contribute boundary conditions to ambidexterity theory and offer actionable guidance: small and medium-sized enterprises should sequence renewal by first mobilising human capabilities, then adding technologies; large firms can pursue ambidextrous investments.

The growing body of literature on corporate purpose has underscored its potential as a strategic driver for firms. However, its practical implementation remains challenging due to the concept’s multifaceted and often abstract nature. By reviewing 118 articles, this systematic literature review develops a process framework on how corporate purpose can be translated into concrete organizational strategies across three dimensions: antecedents, management, and consequences. Specifically, we identify the foundational conditions that shape a purpose statement in firms, examine how purpose is embedded and shared within them, and assess the multilevel outcomes of an effective purpose. The review highlights actionable levers to align purpose with strategy and practice, discussing how firms can implement their ‘reason why’. In doing so, the study provides contributions to better understand corporate purpose from both a theoretical and managerial perspective, within the broader field of strategic management.

Pay satisfaction is an important topic in core domains of human resource management, such as employee engagement, motivation, and job satisfaction. We present an overview of the research on pay satisfaction by conducting a bibliometric analysis to examine the performance and intellectual structure of the pay satisfaction literature, curated from 539 articles in the Web of Science between 1966 and 2024. Using citation and co-word analysis with VOSviewer software, we identified emerging themes, dominant trends, and critical knowledge gaps. Our review highlights (1) the most cited articles, (2) the most prolific authors, journals, countries, affiliations and (3) the major clusters or themes of research. The results provide practical insights for management and suggest future research directions to strengthen the strategic relevance of pay satisfaction in organizational contexts.

Career progression in academia is negotiated across multiple stages, yet the relational and institutional dynamics shaping these negotiations remain underexamined. This article examines how career progression negotiations unfold between STEM women academics and decision-makers, including faculty Deans, within Australian universities. Drawing on constructivist grounded theory, the study analyses 50 interviews across 14 STEM faculties. The study finds that career progression negotiations are identity-evaluative encounters that determine whether women academics are recognised as legitimate and promotion-ready. Women academics are required to render their identities visible, coherent, and credible, while decision-makers selectively interpret these claims through institutional expectations of readiness, risk, and merit. These evaluative negotiations accumulate across formal and informal interactions, shaping career trajectories before promotion decisions are made. By theorising intersectional identity negotiation as a relational and co-constructed process, the study recasts career progression as an institutional site of negotiated power, highlighting how practices reproduce or contest inequities in academia.

This paper examines workplace bullying in the hospitality sector – an industry paradoxically defined by welcoming others – through a mixed-method approach integrating large-scale quantitative analysis with an in-depth qualitative case study. Study 1 draws on survey data from 2,302 hospitality employees in Aotearoa, New Zealand, to identify the prevalence, patterns, and perpetrators of bullying, and employees’ confidence in employer responses. Over half (56%) reported experiencing or witnessing bullying, with women and supervisors most affected. Study 2 explores a Māori hospitality business guided by manaakitanga (care), whanaungatanga (relationships), and tika (fairness), illustrating how Māori values can counter bullying behaviours. Together, the studies reveal the gap between hospitality’s ideals and workplace realities, proposing Māori-informed approaches as a pathway towards more respectful, inclusive, and restorative organisational environments. The paper contributes to management and hospitality scholarship by demonstrating how Indigenous relational ethics can operationalise organisational care as an antidote to workplace harm.

The increasing participation of women in the labour market has highlighted significant advancements but also inequalities that negatively impact women’s happiness and job satisfaction. This study aims to analyse the existing literature on women’s workplace happiness through a bibliometric review, identifying trends, leading authors, research areas, and critical gaps. Employing a systematic bibliometric review methodology, 307 scientific articles published between 2010 and 2024 in the Web of Science Core Collection database were examined. Findings underscore a growing focus on factors external to the work environment, such as gender roles, double shifts, stress, and mental health. Furthermore, the results reveal considerable fragmentation in scientific production and a lack of established academic benchmarks. Conclusions stress the urgent need for organizational approaches that comprehensively address these inequalities, promoting policies of reconciliation, intersectional inclusion, and emotional well-being programmes. The study offers directions for future research and practical applications for fostering more equitable organizational management.

The frequency and severity of disasters are increasing, and promoting the adoption of digital technologies could enhance the agility, reach, and resilience of humanitarian supply chains. Global patterns of digital innovation in humanitarian supply chains are examined through a systematic quantitative literature review and bibliometric analysis of 4,780 Scopus-indexed documents (2015–2025). Combined with targeted qualitative syntheses, co-word analysis, co-citation mapping, and bibliographic coupling, the analysis reveals digitalisation as an expanding technology-led field, dominated by response-phase applications. Dominant clusters centre on: artificial intelligence-driven forecasting, emerging logistics optimisation, last-mile operations, and data analytics platforms. We interpreted these patterns through the Technology–Organisation–Environment model. It is found that digital technologies are necessary and applicable throughout disaster management phases. A conceptual framework reconfigures Technology–Organisation–Environment domains reflecting the context-driven dynamics of humanitarian supply chains, emphasising resilience. Future research should focus on longitudinal, co-designed case and action research into digital adoption, integration challenges, and community-based knowledge in fostering innovation.

Given the ubiquity of organizational change, it is fitting that considerable research has focused on employees’ responses to change, much of it collated in review articles. With the aim of integrating this diverse review literature and providing an employee-centric theorization, we provide a meta-review, a systematic review of reviews. We present the meta-construct of employee change orientation (EChO), which aggregates employee responses, attitudes, behaviors, and the associated psychological mechanisms related to organizational change. Our meta-review includes 50 scholarly reviews published between 2001 and June 2025, drawing on 1,606 primary studies. Through a synthesis of these reviews, we present the EChO framework and taxonomy. We identify areas for improvement, particularly for research design, and generate key insights for change practitioners working with employees experiencing change. Our meta-review contributes by clarifying well-researched areas, extending theorizing, and highlighting the need for further research to understand how employee responses to change influence outcomes.

This study explores the visual aesthetics of organizational space by contrasting coworking spaces with traditional open-plan offices. Drawing on signaling theory and symbolic interactionism, we examine how ambience communicates symbolic meaning. Employing an archaeological approach to retrieve large-scale online photo data from Coworker and Pinterest, we then apply AI-driven deep learning visual contrast analysis to reveal clear aesthetic distinctions in organizational space. Coworking spaces evoke a homely, dining-room-like ambiance, with artwork, plants, warmer color palettes, and a more homely and hospitable ambience. Traditional open-plan offices, by contrast, tend toward cooler colors and industrial design elements. Findings suggest that coworking spaces visually signal greater affective and sensory value, promoting belonging, creativity, and warmth. The study contributes to organizational space theory by theorizing how visual aesthetics act as symbolic cues that shape workplace experiences and by introducing a methodological framework that integrates AI-based analysis with interpretive meaning-making.

This study offers a systematic and theory-informed integrative synthesis of research at the intersection of artificial intelligence (AI) and entrepreneurship. Although interest in this domain has expanded rapidly, existing research remains fragmented, technology centered, and weakly connected to theories of entrepreneurial decision-making. To address this gap, the study adopts a hybrid review design that combines a systematic literature review with bibliometric co-word analysis and thematic synthesis. Based on 372 articles indexed in the Web of Science (WoS) Core Collection (2010–2025), the analysis maps the intellectual structure, thematic landscape, and temporal evolution of AI–entrepreneurship research. Four thematic quadrants are identified, reflecting core applications, transversal foundations, isolated specializations, and peripheral themes. The synthesis shows that AI is largely conceptualized as a functional input, while cognitive and behavioral dimensions of entrepreneurial judgment remain marginal. Building on these insights, the article proposes a cognitively informed research agenda to guide future work.

Neurocognitive patterns in leadership shape employee behavior and organizational outcomes, offering important insights for advancing human resource management (HRM) theory and practice. Using a focused, theory-driven journal-based content analysis of ten high-ranked HRM and organizational journals, this review synthesizes neuroleadership research published between 2005 and 2025. The analysis is guided by six integrated neuroleadership themes (decision-making, emotional regulation, motivation and reward processing, social cognition, stress resilience, and attentional control) across six core HRM domains and interpreted through performance-oriented and sustainability-oriented HRM perspectives. The findings suggest that neuroleadership research predominantly emphasizes sustainability-oriented HRM, with decision-making and emotional–cognitive themes most frequently examined within learning and development, followed by employee engagement and well-being and organizational development. In contrast, performance-oriented HRM emphases, such as performance control and transactional management, receive comparatively less attention. The review highlights the need to expand research on motivation, stress resilience, and attentional control to address the demands of an increasingly digitalized workforce.

This study investigates the influence of workplace conditions on job satisfaction, focusing on environmental, occupational safety, and social factors, paying particular attention to gender interactions. Drawing on the European Survey on Workplace Health, Wellbeing, and Quality of Work Life, data from 514 employees in local companies and public organizations across six Southern European countries were analysed using discrete choice regression models. The empirical findings identify ventilation, ergonomics, social spaces, and safety training as the strongest positive drivers of job satisfaction, while repetitive work negatively affects it. The results show that women, highly educated employees, and those with permanent contracts report higher job satisfaction, with female workers benefiting most from ergonomic improvements and safety equipment. Managers should therefore prioritize improvements in workplace conditions – particularly ventilation, ergonomics, safety training, and job stability – while integrating gender-sensitive approaches to strengthen both employees’ well-being and organisational performance.

Why some chief executive officers (CEOs) pursue risk-taking at the firm level while others favor caution remains a foundational question in management. We adopt the microfoundations perspective to tackle this question. As we examine the impact of CEO origin on firm risk-taking, we further investigate how CEO origin interacts with contingencies – temporal orientation and cognitive focus – to shape firm risk-taking. We assert that outsider CEOs are more likely to pursue risk-taking, while such an effect is attenuated by the temporal orientation of short-termism, and reinforced by the temporal orientation of long-termism and the cognitive focus of broader attention. Using a 20-year panel dataset of the S&P top 100 firms, we offer insights into firm risk-taking particularly under the conditions that better explain why CEOs could differ in firm risk-taking. By linking executive characteristics to behavioral context from the microfoundations perspective, we offer an integrated framework of firm risk-taking.

Vicarious learning helps small and medium-sized enterprises (SMEs) acquire foreign market knowledge by observing and interpreting other firms’ actions and outcomes in international markets. We searched Scopus, ProQuest, and EBSCOhost (2000–2025) and retained 27 studies (2007–2025). The synthesis organizes prior studies into four analytically derived categories that summarize how vicarious learning is conceptualized and operationalized in SME internationalization research: (T1) peer performance benchmarking, (T2) imitation and leader-following, (T3) institutional mimetic pressures, and (T4) network-, cluster-, and advisor-enabled vicarious learning. Across themes, a subset of studies suggests that absorptive capacity may condition whether external experience is recognized, assimilated, and exploited, although direct tests remain uneven and in some cases the contingency is inferred rather than explicitly tested. We translate these insights into an organizing framework and a future agenda on boundary conditions, measurement, and multi-level designs, positioning the review as mechanism clarification that imposes conceptual order on a fragmented literature, rather than as field-level consolidation.