Explore the vast range of titles available.

This study investigates how public value is constructed in rural governance through the interplay of digital civic embeddedness, moral legitimacy, procedural inclusion, and eco-cultural identity salience. Drawing on Public Value Theory (PVT), Social Identity Theory (SIT), and Digital Citizenship Theory (DCT), the study develops and empirically tests a structural model using survey data from 412 rural residents in Henan Province, China. Results from PLS-SEM analysis reveal that while digital civic embeddedness does not directly enhance perceived public value, it significantly influences it through procedural inclusion and identity salience. Moral legitimacy of local officials emerges as a key antecedent, positively affecting both mediators and public value perceptions. Furthermore, trust spillover to central government moderates these relationships, weakening the impact of procedural inclusion and strengthening the effect of identity salience. The findings contribute to theory by introducing a multi-level, psychologically grounded model of public value construction and by reframing digital citizenship as conditional on perceived fairness and cultural resonance. Practically, the study calls for identity-sensitive, ethically grounded, and procedurally inclusive governance strategies that go beyond digital access to cultivate trust and legitimacy in transforming rural contexts. Implications extend to digital policy design, leadership development, and symbolic co-production in public administration.

Encounters with the criminal justice system shape people's perceptions of the legitimacy of legal authorities, and the dominant explanatory framework for this relationship revolves around the idea that procedurally just practice increases people's positive connections to justice institutions. But there have been few assessments of the idea—central to procedural justice theory—that social identity acts as an important social-psychological bridge in this process. Our contribution in this paper is to examine the empirical links between procedural justice, social identity and legitimacy in the context of policing in Australia. A representative two-wave panel survey of Australians suggests that social identity does mediate the association between procedural justice and perceptions of legitimacy. It seems that when people feel fairly treated by police, their sense of identification with the superordinate group the police represent is enhanced, strengthening police legitimacy as a result. By contrast, unfair treatment signals to people that they do not belong, undermining both identification and police legitimacy.

In both a field study ( N  = 28,064) and a preregistered vignette experiment ( N  = 800), we find that more perceived structure in evaluation processes is associated with higher levels of belonging for employees. More structured evaluation processes increase perceptions of procedural justice and of genuine commitment to diversity, equity, and inclusion—both of which are tied to a greater sense of belonging. Managerial status moderates this relationship: managers report a greater sense of belonging than non-managers in organizations with less structured evaluations, but the gap between managers’ and non-managers’ sense of belonging narrows in organizations with more structured evaluations. However, more structured evaluation processes also reduce managers’ feelings of autonomy, suggesting that more structure is not unequivocally better. Our findings highlight the importance of perceptions of fairness and of organizational commitment to diversity, equity, and inclusion efforts in driving employees’ sense of belonging. Practically, organizations may want to invest in more structured evaluation processes to boost sense of belonging, while recognizing that the benefits of doing so may be largest for non-managerial employees.

PurposeMigrant workers often suffer from social exclusion in the workplace and therefore identify less with their organization and engage less with their work. To address this issue, the authors integrate research on migrant workers with research on the group engagement model to create a model for understanding and enhancing migrant worker engagement. This allows us to provide insight into how organizations can design their human resource management systems and practices to increase the work engagement of migrant workers.Design/methodology/approachThe authors conducted a survey study with over 4,000 employees from more than 500 workplaces in Australia to test the model.FindingsThe results of the multilevel analysis indicate that a procedurally fair work environment increases organizational identification, which in turn is associated with higher work engagement. The results also indicate that procedural justice climate is more important for migrant workers and increases their organizational identification and engagement.Originality/valueTo increase work engagement of migrant workers, organizations can establish a procedurally fair work environment in which cultural minorities experience unbiased policies and procedures, are able to express their opinions and participate in decision-making.

Purpose The purpose of this paper is to examine the mediating roles of procedural justice and distributive justice in the organizational inclusion-affective well-being relationship. Design/methodology/approach Data were collected from 253 Australian employees using an online survey. The study used confirmatory factor analysis and structural equation modeling to analyze the data. Findings Organizational inclusion was positively related to both distributive justice and procedural justice. The relationship between organizational inclusion and affective well-being was mediated by both distributive justice and procedural justice. Research limitations/implications The cross-sectional design may have limited the empirical inferences; however, the proposed model was based on robust theoretical contentions, thus mitigating the limitation of the design. Data were collected from a single organization, thus limiting generalizability. Practical implications Implementation of inclusion training activities at organizational, group, and individual levels is important to enhance perceptions of organizational inclusion and subsequently improve employee affective well-being. Originality/value Based on the group engagement model and group-value model of justice, this paper adds to the literature by demonstrating two mediating mechanisms driving the organizational inclusion-affective well-being relationship.

Background International ethics frameworks emphasize both the protection of vulnerable participants and the importance of equitable inclusion in research. In ultra-rare gene therapy trials, extensive safety monitoring, long-term follow-up requirements, and specialized treatment infrastructure are necessary to ensure participant protection and scientific validity. However, these requirements operate within healthcare systems characterized by geographic, financial, and social inequalities, raising concerns about whether all eligible patients have a fair opportunity to participate. Recent regulatory reforms in the European Union (EU), United Kingdom (UK), and United States (US) increasingly promote methodological flexibility for small patient populations through adaptive trial designs, risk proportionate oversight, and alternative evidentiary approaches. Main body This commentary examines the extent to which existing clinical trial guidance for gene therapy promotes fair inclusion while safeguarding participants. We analyze binding and non-binding guidance from the European Medicines Agency (EMA), United States Food and Drug Administration (FDA), Medicines and Healthcare products Regulatory Agency (MHRA), International Council for Harmonisation (ICH), Council for International Organizations of Medical Sciences (CIOMS), and United Nations Educational, Scientific and Cultural Organization (UNESCO), alongside illustrative examples from Zolgensma®, Roctavian®, and Hemgenix®. Current frameworks provide substantial methodological flexibility with natural history data, external controls, decentralized approaches, and proportionate evidence requirements. Emerging initiatives such as FDA Diversity Action Plans, the UK Inclusion and Diversity Plan, and recent EU regulatory reforms further reflect growing attention to procedural fairness. Nevertheless, operational barriers remain. Long-term follow-up obligations, geographic concentration of expertise, financial burdens, and reliance on patient advocacy networks continue to shape who can realistically participate in research. While regulators increasingly recognize these challenges, guidance rarely requires concrete measures to mitigate them. Conclusion Current gene therapy trial frameworks largely succeed in supporting methodological flexibility for ultra-rare conditions but insufficiently operationalize fair inclusion. Ethical concerns arise not because participant protections are excessive, but because the burdens associated with necessary scientific and regulatory requirements may disproportionately affect patients facing structural disadvantages. Ensuring justice in ultra-rare gene therapy research requires extending proportionate, risk-based approaches beyond evidence generation to include the identification and mitigation of foreseeable barriers to participation.

The current study explores how organizational dimensions relate to and impact organizational commitment, comparing staff in academic positions with staff in professional services roles. Data was collected from 281 academic and 294 professional services staff within university environments who completed extensive questionnaires. Overall academics manifested lower levels of emotional attachment to, and perceived obligation to remain in their university, felt less safe to take interpersonal risks, to speak up and lower support for their work-life balance than their professional services colleagues. The perception of procedural fairness and discrimination impacted academics loyalty and felt obligation to remain and reciprocate organizational investments to a higher extent. Psychological safety positively influenced staff’s commitment. Emotional and obligation-based types of commitment were more strongly affected by psychological safety among academics than professional services staff. Finally, work-life balance support positively influenced staff’s commitment, appearing to be an equally important dimension to drive emotional and obligation-based types of commitment from both academics and professional services staff. This study brings important contributions to research on the working environment of academics and professional services staff and indicates that development of clear policies to promote and maintain fairness, psychological safety and work-life balance, together with active monitoring and evaluation of their impact, should be a key focus for higher education institutions.

PurposePremised on the argument that cognition structures the way how individuals think and make decisions, the purpose of this paper is to test the interaction effect of cognition in the relationship between financial literacy and financial inclusion of the poor in rural Uganda.Design/methodology/approachThe study used cross-sectional research design and quantitative data were collected and analyzed using Statistical Package for Social Sciences. Baron and Kenny guidelines were adopted to test for existence of moderating effect of cognition in the relationship between financial literacy and financial inclusion of the poor in rural Uganda. Furthermore, ModGraph excel software was used to establish the magnitude of moderating effect of cognition in the relationship between financial literacy and financial inclusion of the poor in rural Uganda.FindingsThe results revealed that cognition significantly moderate the relationship between financial literacy and financial inclusion of the poor in rural Uganda. In addition, both cognition and financial literacy also have direct effects on financial inclusion of the poor in rural Uganda.Research limitations/implicationsThe study adopted cross-sectional research design and data were collected by use of only questionnaires. Future studies through longitudinal research design may be employed. Besides, further studies using interviews may be adopted. Furthermore, this study collected data from only tier 3 financial institutions, thus, ignoring the other financial institutions. Future studies could focus on financial institutions under the other tiers.Practical implicationsThe findings from the study enlightens policy-makers, managers of financial institutions, and financial inclusion advocates on the importance of cognition in enhancing financial literacy among the poor, especially in rural Uganda. Cognition combined with financial literacy helps the poor to make wise financial decisions and choices toward consuming financial services and products provided by formal financial institutions. This leads to increased scope of financial inclusion of the poor in rural Uganda. Therefore, advocates of financial literacy should assess community cultural cognition and utilize them to design and fashion effective financial literacy interventions that can promote financial inclusion.Originality/valueThe study uses Baron and Kenny and ModGraph excel software to test for the interaction effect of cognition in the relationship between financial literacy and financial inclusion of the poor in rural Uganda. While several studies exist worldwide on financial inclusion, this study is the first to test the interaction effect of cognition in the relationship between financial literacy and financial inclusion of the poor in rural areas in a developing country context.

Purpose Gender inequality in leadership is a pervasive issue worldwide. Women continue to experience significant social, organization and individual challenges in their professional advancement, reflecting the severity of gender bias. Thus, this paper aims to address these challenges through an integrated framework of actionable, multi-layered strategies. Design/methodology/approach This paper draws from established literature on individual behaviours, motivation appeals and organizational justice to propose an integrated framework of strategies to address gender disparities in leadership that can be effectively adapted across sectors. Findings The paper highlights that gender disparity in leadership is deeply entrenched and persistent, despite increased acceptance of women in professional roles, growing societal awareness about gender bias and multiple legislative measures. Hence, inclusion strategies should go beyond mere policy implementation and encompass a blend of rational, motivational and ethical approaches to bring long-term sustainability, acceptance and endorsement of gender inclusion. Originality/value This paper introduces a unique integrated framework of strategies by integrating various approaches for inclusion of women in leadership roles.

PurposeThis article aims to synthesize published research on the policing of Asian communities in the United States.Design/methodology/approachThis is a systematic literature review using PRISMA 2020 guidelines.FindingsSixteen studies were reviewed. Five examined violence by police against Asian community members and reported rates for Asians closer to those against Whites than against members of other groups. One study found no relationship between violence against police and increased minority representation on the force. Four studies reported conflicting results regarding traffic stops of Asian motorists and in general perceptions of police anti-Asian bias. One study illustrated how racialization processes reproduce inequality both between racial-ethnic categories and within them. Five studies examined Asian community members’ general attitudes toward/satisfaction with police and reported—with qualifications—generally favorable attitudes and satisfaction with them.Originality/value This is the first systematic literature review of policing Asian communities in the United States.