Adolescent cyberbullying has evolved into a significant public health and governance challenge in digital environments. This study provides a systematic bibliometric mapping of 1,202 peer-reviewed articles published between 2001 and 2025, examining the intellectual structure and thematic development of the field. By using Scopus for data retrieval and VOSviewer for co-occurrence analysis, the study identifies publication trends, influential contributors, institutional patterns, and six dominant thematic clusters. Findings indicate a sustained growth in research output, particularly after 2015, with a strong concentration on mental health outcomes, victimisation, and psychosocial risks. Emerging themes include minority vulnerability, cyber dating violence, artificial intelligence-based detection systems, and digital prevention strategies. However, governance constructs such as platform accountability, regulatory oversight, and algorithmic transparency remain comparatively peripheral. The study highlights the need for stronger integration of organisational, institutional, and socio-technical perspectives to complement individual-level research and inform coordinated policy, educational, and platform-based interventions.

Traditional leadership theories often portray influence as stable traits or behaviors, yet complex organizations require leadership to be understood as an emergent, feedback-driven process that co-evolves with contextual demands and follower motivation. This study conceptualizes servant leadership as a nonlinear, adaptive process rather than a fixed style, integrating Complexity Leadership Theory with the Job Demands Resources model and Regulatory Focus Theory. Servant leadership is theorized as an enabling mechanism through which shifting job demands and resources are translated into employees’ promotion and prevention orientations, shaping person-job fit, satisfaction, intrinsic motivation, initiative, and experienced responsibility. Using a two-phase longitudinal design, Phase 1 tested simple and serial mediation with structural equation modeling, and Phase 2 employed a cross-lagged panel model to examine reciprocal feedback dynamics. Results support a four-path process in which servant leadership differentially activates promotion and prevention focus and participates in ongoing feedback loops.

The focus of existing research on perceived organizational support (POS) has largely been concentrated at the individual-level, leaving an understudied gap at a higher unit-level of analysis. This study aims to fill this gap by examining the multilevel relationship between employee POS and job satisfaction, emphasizing the moderating role of unit-level POS. We hypothesize, based on POS theory and social comparison theory, that unit-level POS serves as a contextual moderator for the relationship between individual-level POS and job satisfaction. Additionally, at the unit-level, we identify clan culture values and unit-satisfaction as correlates of unit-POS. We test our hypotheses using a Bayesian Multilevel Structural Modeling approach on 45 work units and 317 employees. The results show that at low levels of unit-level POS, individual-level POS is more important for employees’ job satisfaction. We furthermore found support for a positive association between unit-level POS, unit-clan culture, and unit satisfaction. Our results, and their notable theoretical and practical implications, are discussed.

Many small and medium enterprises (SMEs) are managed by owners, founders, or small leadership teams. The UK government’s Help to Grow Management Programme (HtGM) aims to improve SME growth through leadership and management skills training to increase firm level productivity. The government’s independent evaluation reports for the HtGM programme show that its aims were broadly met, but there is no empirical research that has reviewed the programme. To address this gap, 46 HtGM programme completers were interviewed on their perception of the HtGM outcomes. Data were analysed using thematic analysis and compared to the government’s evaluation reports. This study’s findings show that a variety of programme activities developed skills, knowledge, and management practices, resulting in improved confidence to lead and drive growth. The analysis adds depth to our understanding how this was achieved from the programme, highlighting the benefits of mentoring, networking and cross-collaboration. Follow-up support is recommended for the growth action plan (GAP).

Social media has become a strategic driver of sponsorship effectiveness in major sporting events. At the 2024 Paris Olympics, digital platforms transformed how sponsorship relationships are formed, sustained, and activated for audience engagement. Yet, the mechanisms through which social media management influences sponsorship outcomes remain underexplored. This study examines the mediating role between core sponsorship antecedents – sport involvement, event attachment, brand familiarity, and sponsor-event congruence – and engagement outcomes. A quantitative survey of 7,412 Greek spectators was analyzed using structural equation modeling to test the proposed framework integrating sponsorship management and digital strategy. Results confirm that social media substantially amplifies the impact of sponsorship factors, fostering stronger sponsor–spectator connections and enhancing sponsorship returns. This is the first empirical model to link social media usage as a mediating variable between sponsorship antecedents and engagement outcomes in the context of mega-events, with a focus on the Paris 2024 Olympics. The research contributes to theory by positioning social media as a critical mediator in sponsorship strategy and offers actionable insights for managers seeking to optimize sponsorship effectiveness across diverse cultural and event contexts.

The rise of remote work has reshaped organizational dynamics, necessitating a deeper understanding of its implications for leadership, employee motivation, and performance. This longitudinal study examined direct and indirect effects (via leadership behaviors) of remote work intensity on employee motivation and performance. Using three waves of survey data from 512 Norwegian employees, results indicate that higher remote work intensity positively predicted perceived need-supportive leadership and negatively predicted perceived controlling and laissez-faire leadership. Need-supportive leadership positively predicted intrinsic motivation, which in turn predicted adaptability and proactivity, whereas controlling leadership positively predicted extrinsic regulation and amotivation. Amotivation negatively predicted proficiency but was a positive predictor of proactivity. Laissez-faire leadership also positively predicted proactivity, suggesting that reduced managerial oversight may encourage initiative in certain remote work contexts. These results offer valuable insights for organizations navigating the future of work, highlighting the need for leadership strategies that enhance intrinsic motivation and adaptability in remote work settings.

We examined whether obsessive passion and harmonious passion interacted in the prediction of work–family conflict, and the indirect effects of obsessive passion on counterproductive work behaviors as mediated by work–family conflict. We collected data from two samples of employees with jobs in engineering (Sample 1) and administration (Sample 2). Obsessive passion was associated with higher levels of work–family conflict, whereas harmonious passion was negatively related to work–family conflict. Furthermore, the positive effects of obsessive passion on work–family conflict were lower at high levels of harmonious passion. Work–family conflict was also positively related to counterproductive work behaviors (Sample 2). Finally, the indirect effects of obsessive passion on counterproductive work behaviors (Sample 2) were lower at high levels of harmonious passion.

Upper echelons theory suggests that CEO values and personalities impact their actions, driving organizational performance. However, accessing the black box of a CEO’s values and personality is difficult. Numerous studies of senior leaders have informed research on discrete psychological characteristics such as drivers, risk, temporal focus, and emotionality. This study builds on this work by holistically sourcing these psychological characteristics through a LIWC (Linguistic Inquiry & Word Count) text analysis of top-ranked CEO Twitter (X) postings. These data were transformed via a principal component analysis into four distinct psychological profiles, termed by the authors ‘grey flannel suits’, ‘self-actualizers’, ‘empaths’, and ‘greyhounds’. Binary logistic regressions suggested divergence in CEO psychological profile occurrences based on firm size. The profile analysis failed to detect significant top CEO gender differences; however, some gender distinctions were discerned from follow-on t-tests of the profile’s underlying psychological characteristics. The paper concludes with a call for further top management team psychological profile-informed research.

For organisations, change is becoming a necessity to adapt to the demands of an ever-shifting external environment. In such an environment, conflicting forces create frictions that organisations must address. This study explores the mechanisms through which organisations activate the path towards strategic agility. A single case study approach is used to develop a framework that traces the path to strategic agility in the context of paradoxical tensions. The work shows that strategic agility is the result of four action dimensions that involve values, decision-making processes, knowledge and data management, and of the interconnection of internal and external structures. Instead of eliminating tensions, strategic agility enables organisations to dynamically navigate them. Our work provides organisations with a useful framework for dealing with paradoxes in order to maintain performance in challenging contexts.

This study examines how entrepreneurs balance between short-term operational continuity and long-term development amid a polycrisis comprising economic volatility, geopolitical disruption, and regulatory instability. Using survey data from 150 entrepreneurs and four case studies, it develops the Integrated Entrepreneurial Resilience and Growth model, which theorizes resilience through three interlinked mechanisms: improvizational action, institutional workarounds, and strategic reconfiguration. Findings reveal that entrepreneurs employ dual temporal strategies, improvising for immediate survival while planning for future growth. Additionally, ecosystem engagement with accelerators, mentors, and investors enhances resilience by providing resources, knowledge, and legitimacy. The study advances a dynamic and embedded understanding of resilience by linking internal adaptive capacities with external institutional support. It bridges dynamic capabilities and entrepreneurial ecosystem perspectives to explain how entrepreneurs navigate overlapping crises. The study presents a novel framework for resilience under continuous structural disruptions, offering insights for policymakers and program designers seeking to support entrepreneurship in volatile contexts.

This study examines multilevel barriers to women’s participation and contribution to the process manufacturing industry in an emerging economy. We employed an exploratory multiple-case study approach, and 24 semi-structured interviews were conducted with senior corporate managers. Drawing on the behavioral reasoning theory, intellectual capital-based view, and institutional theory-based view, the findings highlighted several individual, organizational, sociocultural, infrastructure, and institutional barriers at micro, meso, and macro levels that inhibited female participation in the manufacturing sector. This study is one of the early empirical investigations to examine the obstacles hindering women’s contributions to the process manufacturing industry in an emerging country, applying three theoretical lenses – behavioral reasoning theory, intellectual capital-based view, and institutional theory-based view. Furthermore, the insights gained from the study contribute to the literature on diversity, equity, and inclusion in the operations management domain by developing a multilevel integrative model of barriers to women’s participation in the manufacturing sector.

Increasing senior leadership diversity and decentralizing decision-making have become imperatives for many organizations, supported by a growing normative literature. However, mixed empirical evidence suggests that these may hinder the decision-making processes required to deliver value to firms and their stakeholders. We argue that diversity and decentralization should instead be viewed as means of organizing towards these ends, and theorize the conditions under which they may harm performance – specifically, the nature of the knowledge problems faced by leaders. Analyzing a 19-year panel of 922 U.S. firms, we find that diversity and decentralization are associated with stronger financial and market performance in uncertain environments but become liabilities under ambiguity, where speed and strategic clarity are critical and homogeneous, centralized leadership is more effective. Stakeholder outcomes are similarly affected, particularly employee wellbeing and ethical political activity. These findings challenge normative claims, with implications for theory, proscriptions, and practice.

Electronic monitoring emerged as a common practice in the post pandemic telework. Whereas existing research has mainly focused on the effects of this work model on individual performance and well-being, it has overlooked how specific circumstances, such as new control dynamics, can influence employees’ behaviors. We cover this gap by investigating the relationship between electronic monitoring in telework – including its clarification by the organization and the access to data by employees – and psychological safety, which is associated with key performance behaviors such as learning, voice and knowledge-sharing. Quantitative data collected through an online survey with 382 hybrid and remote workers were analyzed. Results indicate no statistically significant differences in psychological safety levels between monitored and unmonitored groups. However, additional analyses suggest that how monitoring is implemented can be key to keeping psychological safety levels, resulting in actionable recommendations for managers and organizations to enhance telework implementation.

Strategists seek a competitive advantage by balancing legitimacy and novelty; however, each approach has distinct risks and trade-offs. Some firms take on too much risk and eventually fail, while other firms only seek risk-averse alternatives that appear to promote safety and optimal long-term performance. We question whether those decisions must be mutually exclusive. We generated and applied two generic strategy rationales to the results of a professional sports gambling pool. One rationale mirrored best practices, and the other included one minor adaptation, balancing risk and novelty. Our findings suggest profit potential for both approaches but deviating from the norm – occasionally and systematically – produced better outcomes. We demonstrate how industry-based best practices can serve as a foundation for rational decision-making and strategy development, thereby limiting potential adverse outcomes. However, savvy strategists should learn when and how to deviate from conventional wisdom to create more value for their firms.

This study identifies P–O (person–organization) fit as a key construct affecting employee citizenship fatigue, affective commitment, and turnover intention. We use the conservation of resources theory to explain how citizenship fatigue, the unintended by-product of organizational citizenship behavior, mediates the relationship between P–O fit and key employee outcomes. The conceptual model was tested on a sample of 206 employees from the United States, obtained through a two-phase survey. The empirical results strongly suggest that citizenship fatigue mediates the relationship between P–O fit, turnover intention, and affective commitment. While P–O fit’s positive effects are well documented in organizational behavior research, this study highlights the dark side of citizenship behaviors in predicting costly individual-level and organizational consequences. We conclude by discussing some practical and theoretical implications of our research findings, while considering the relevance of stress and fatigue given the increasingly fast-paced and pluralistic work environment.

This study examines the interplay between psychological contract fulfillment, distributive justice, and leader–member exchange (LMX) in shaping affective organizational commitment among university academics. Drawing on social exchange theory, and using simple random sampling, we propose a moderated mediation model to explore how these variables interact. To test the hypotheses, we used the linear moderated mediation test, applying PROCESS for SPSS. Specifically, on a sample of 465 academics, the study tests the hypothesis that distributive justice mediates the relationship between psychological contract fulfillment and affective commitment, with LMX acting as a moderator. Findings reveal that distributive justice is not always necessary for fostering affective commitment when psychological contracts are fulfilled, unless the quality of LMX is low. In low-quality leader–member relationships, perceptions of distributive justice become crucial when it comes to translating contract fulfillment into affective commitment. These results highlight the importance of relational dynamics in academic settings, especially when resources are limited. The study concludes with a discussion of its theoretical and practical implications, as well as limitations and avenues for future research.

This study aims to analyze the effect of internal pay attributions on employees’ perceived organizational support (POS). Furthermore, it examines the pathway through which these pay attributions influence POS by analyzing the mediating effect of pay level satisfaction. Based on survey data from 695 employees, the results show that commitment-focused pay attributions are positively and directly related to POS, and also indirectly related to it through the mediated effect of pay level satisfaction. Regarding control-focused pay attributions, while getting the most out of employees’ pay attribution is only directly and negatively related to POS, the cost-reduction HR strategy pay attribution is only indirectly and negatively related to POS through pay level satisfaction. This study is relevant because it provides a more in-depth understanding of how employees’ perceptions of the intentions behind pay decisions can influence how they assess both the organization and the outcomes they receive.