This study investigates antecedents of entrepreneurial intentions of young adults, the next generation of entrepreneurs. We determine whether aspiring entrepreneurs' positive and dark traits relate to entrepreneurial intentions. Results indicated that entrepreneurial fitness, a second-order construct comprised of multiple positive and bright traits, positively relates to entrepreneurial intention, while the dark traits of Machiavellianism and narcissism differentially relate to entrepreneurial fitness and intention. Narcissism positively relates to entrepreneurial fitness and intention both directly and indirectly. Though Machiavellianism positively and directly relates to entrepreneurial intention, it also negatively and indirectly relates to intention through a negative relationship with entrepreneurial fitness. However, overall, entrepreneurial fitness positively relates with entrepreneurial intention. Findings extend the core model of entrepreneurial intention by concurrently illuminating the adaptive and maladaptive aspects of the dark side of narcissism and Machiavellianism with the bright, positive antecedents of entrepreneurial intention with entrepreneurial fitness. Theoretical and practical implications are discussed.

Former refugee women’s entrepreneurial journeys are embedded in social, cultural, and legal environments in their home, transition, and host countries. Their multiple context embeddedness creates contradictions and identity issues. Thus, women adopt behaviours that make them visible or invisible simultaneously when navigating these contradictions. Using intersectionality and translocational positionality lenses, this study explored this phenomenon. We collected narrative data using semi-structured interviews from refugee women resettled in New Zealand. The findings illustrate that multi-country social processes, that is, ‘translocational’ experiences, create (in)visibility paradoxes for women entrepreneurs. Women dynamically create visibility for themselves through reliance on or defiance of ethnic, cultural or refugee identities in their ventures and by creating a business identity aligning with the host country’s values. In contrast, cultural conformity and playing a role behind the ‘shopfront’ make women invisible. This study synthesises these paradoxical entrepreneurial strategies, develops a conceptual framework and contributes to women’s entrepreneurial identity studies.

After two decades of expanding leadership scholarship and mounting critique regarding dominant leadership theory, there is a need for a radical revitalisation of leadership thinking. A dialogic, humanist and contextualised orientation to leadership, long progressed by Ken Parry charts a direction for this work. But a truly revitalised leadership field must also involve a multi-dimensional and explicitly values-driven approach that places the roles, rights and responsibilities of leaders and followers – and the relationships between them – at its heart.

Safety voice helps organizations to identify safety issues timely and is critical to the long-term growth of the organization. Safety voice has become a hot research topic in organizational safety, and different scales have been developed. However, the unique cultural context in China has led to the need to redevelop safety voice measurement tools. In this paper, we developed an initial scale of safety voice for employees in Chinese organizational contexts fusing in-depth interviews and mature scales. The initial scale based on two samples (n1 = 205, n2 = 420) was revised and validated using item analysis, exploratory factor analysis, confirmatory factor analysis, and reliability analysis to finalize the final scale. We finally found that the safety voice scale in Chinese organizational contexts contains two dimensions: promotive safety voice and prohibitive safety voice. The scale developed in this paper is a reliable tool to measure safety voice behavior of Chinese employees.

The purpose of this paper is to (a) develop a comprehensive understanding of the relationships between person–environment (PE) fit and employee engagement by shedding light on their intervening mechanisms; (b) represent how different types of PE fit and employee engagement interact; and (c) establish a comprehensive theoretical framework to guide future research based on the empirically examined constructs and their relationships. An integrative literature review of 51 empirical papers which analyzed the relationship between PE fit and employee engagement suggests that the antecedents of the relationship exist at the organizational, group, and individual levels and can be conceptualized as socialization, relationship building, and personal character, respectively; values–supplies fit, needs–supplies fit, and demands–abilities fit act as intervening mechanisms in the relationship; the relationship is temporal, reciprocal, and facilitated by human agency; and various outcomes result from the relationship. Implications for future research and practice are also discussed.

The study aims to understand the interplay between sustainability strategy and the approach to sustainability reporting in small- and medium-sized enterprises (SMEs). To achieve this purpose, a case study is developed, examining four companies that exemplify different sustainability strategy types delineated by Baumgartner: introverted, extroverted, conservative, and visionary. According to the findings of the research, while it is possible to identify sustainability strategies based on the key defining elements of the adopted conceptual map, and to interpret the company’s perception and approach to sustainability reporting considering the sustainability strategy, integrating owner-manager values, stakeholder proximity, and supply chain dynamics the conceptual map becomes a more adaptable and practical tool for SMEs seeking to thrive in an increasingly sustainability-focused business landscape. The incorporation of these insights extends Baumgartner’s work, enhancing the comprehension of sustainability strategies within SMEs and providing implications for regulatory bodies, consultants, and managers.