This manifesto presents 10 recommendations for a sustainable future for the field of Work and Organizational Psychology. The manifesto is the result of an emerging movement around the Future of WOP (see www. futureofwop.com), which aims to bring together WOP-scholars committed to actively contribute to building a better future for our field. Our recommendations are intended to support both individuals and collectives to become actively engaged in co-creating the future of WOP together with us. Therefore, this manifesto is open and never "finished." It should continuously evolve, based on an ongoing debate around our professional values and behavior. This manifesto is meant, first of all, for ourselves as an academic community. Furthermore, it is also important for managers, decision makers, and other stakeholders and interested parties, such as students, governments and organizations, as we envision what the future of WOP could look like, and it is only through our collective efforts that we will be able to realize a sustainable future for all of us.

There is considerable interest among European politicians and policymakers in how to integrate migrants in the local and national economy. Drawing on in-depth qualitative interviews with 20 owners of Sub-Saharan African migrant family businesses (SSAMBs) in the United Kingdom, this article critically examines why SSAMBs fail or underperform. This investigation draws upon three streams of literature – notably migrant business failure, institutional theory and family embeddedness. The findings highlight the challenges of doing business and the reasons for business failure among this group. These are different from other small businesses and include culture, family interference and ethnicity. The main contribution of the article lies in the development of a conceptual model that highlights the relationships between institutional contexts and migrant family business outcomes. The model proposes that institution and family embeddedness results in the enactment of ethnic behaviours that drive migrant businesses into cultural markets leading to business underperformance or failure.

This study represents a scholarly endeavour to explore the effects of Covid-19 perceptions on customer orientation via job insecurity, burnout and workplace motivation alongside generational effects non-equivalency amongst a sample of customer service employees working in different businesses located in three countries in the MENA region. We received 752 responses composed of three generations (i.e. X, Y, and Z) that were analysed mainly using Partial-Least-Square Structural Equation Modelling (PLS-SEM) approach and that included path and multigroup analyses. Our results show that intense Covid-19 perceptions have indirect adverse effects on customer orientation via a sequence of mediators comprising job insecurity, burnout and workplace motivation. Non-equivalency is spotted across generations regarding the relationships between job insecurity and burnout, burnout and motivation as well as motivation and customer orientation. Besides, intense Covid-19 perceptions act more substantially as an indirect trigger of less favourable levels of customer orientation amongst younger generations.

This study explores how Nigerian higher education institutions can facilitate industry involvement in the design of programmes and activities that enhance the development of students’ knowledge and skills for business start-ups, leading to job creation. Using interview and focus group methodologies, the researchers obtained rich information from 50 participants, including higher education teachers, final year undergraduate students who had taken part in the compulsory Student Industrial Work Experience Scheme and industry executives with an understanding of how industry can make a meaningful contribution to learning in higher education. Focusing on four dominant themes from the thematic analysis, the authors analyse the factors that contribute to students’ knowledge and skill development. Building on human capital theory, they make recommendations for curriculum restructuring, renewed pedagogical approaches and competencies, building linkages between higher education and industry and career training and mentoring to enhance the development of students’ knowledge and skills for job creation.

This paper addresses, homesickness, an important issue in the area of international human resource management. It uses psychological and sociological literature to highlight the negative effects of homesickness on migrant workers and expatriates. These effects range from psychological disruptions to physical manifestations that affect the health and welfare of individuals and impact on work performance. The paper presents a model of coping strategies used by expatriates to deal with homesickness. This model is built on the empirical evidence collected. It concludes that there is significant amount of evidence found to substantiate that homesickness is an illness and detrimental to psychological and social well-being. It is crucial that further research is undertaken in this area as affecting expatriates because the size of the investment in expatriates commands that risks of failure are minimized.

Background This paper is an empirical investigation that examines a path model linking COVID-19 perceptions to organisational citizenship behaviour (OCBs) via three mediators: job insecurity, burnout, and job satisfaction. The research examines the path model invariance spanning Generations X, Y, and Z. Three countries in the Middle East and North Africa (MENA) were the focus of the study. Methods The data was collected from a sample of employees in service companies (n = 578). We used a Partial Least Square Structural Equation Modelling (PLS-SEM) to analyse the data. Results Our findings reveal that COVID-19 perceptions positively predict job insecurity, which positively impacts burnout levels. Burnout negatively predicts job satisfaction. The findings established that job satisfaction positively predicts OCBs. The mediation analysis determined that job insecurity, burnout and job satisfaction convey the indirect effects of COVID-19 perceptions onto OCBs. Finally, our hypothesised model is non-equivalent across Generations X, Y and Z. In that regard, our multi-group analysis revealed that the indirect effects of COVID-19 perceptions on OCBs were only valid amongst younger generations, i.e., Generation Y and Generation Z. Specifically, younger generations are substantially more vulnerable to the indirect effects of COVID-19 perceptions on their engagement in OCBs than Generation X whose job satisfaction blocks the effects of COVID-19 perceptions on OCBs. Conclusions The present study extends our knowledge of workplace generational differences in responding to the perceptions of crises or pandemics. It offers evidence that suggests that burnout, job attitudes and organisational outcomes change differently across generations in pandemic times.

We develop and test an integrated model to understand how individual differences based on internal or external locus of control influence the effects of COVID-19 perceptions on job insecurity, anxiety, alienation, job satisfaction, customer orientation, organisational citizenship behaviour (OCB), and turnover intention among customer service employees within hospitality organisations in the Middle East and North African (MENA) region. The investigation utilises variance-based structural equation modelling to evaluate a sample of 847 subject responses. We found that externally controlled employees are more likely to develop negative emotions resulting from pandemic-triggered job insecurity as well as poorer customer orientation and engagement in OCB due to worsened job satisfaction than those internally controlled. Wholistically, COVID-19 perceptions tend to indirectly hit externally controlled employees' anxiety, customer orientation, and OCB more intensely than those with internal locus of control.

The study aimed to examine the barriers to embracing enzymatic processing in the garment industry in a developing country. We used the case of Bangladesh, which has the largest garment sector in the world. The research used semistructured interviews with 10 high-profile figures in the industry, comprising scientists, manufacturers, enzyme traders, and policymakers. We found economic, sociocultural, informational, and policy-related barriers to the adoption of enzymatic processing.Attending to each element would benefit manufacturers primarily; this will help identify its strengths and weaknesses to ensure the effective implementation of enzymatic textile processing to obtain optimum results. The study also found that manufacturers' desire to help improve environmental performance is a factor, which could motivate them in adopting green manufacturing innovation. It is expected that regulatory frameworks that encourage innovation-particularly from high social responsiveness and compliances as well as economic and financial incentives-would motivate manufacturers to develop sustainable environmental management strategies that enhance their ability to compete in global markets.