Generative artificial intelligence is rapidly reshaping business education, presenting both opportunities and concerns for teaching, learning, and assessment. This study reviews how generative artificial intelligence has been addressed in business education research since 2023, with a focus on organisational and institutional implications. Using a scoping review guided by the Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) protocol, 32 peer-reviewed Scopus-indexed articles published between January 2023 and June 2025 were analysed. Four key themes emerge in the use of generative artificial intelligence: curriculum redesign, teaching practices, assessment integrity, and professional skills. Findings highlight benefits such as enhanced interactivity, personalised learning, reduced workload, greater accessibility, and stronger alignment with industry practices. However, challenges persist, including factual inaccuracies, reduced critical thinking, weakened assessment practices, and ethical concerns. Overall, generative artificial intelligence integration is both transformative and uneven, requiring careful and responsible adoption from an organisational context. The study outlines implications for educators, curriculum designers, and institutional policymakers aiming to develop a future-ready business education ecosystem.

The paradox of environmental sustainability is often framed as a trade-off between profit and planet. Mainstream sustainability approaches remain constrained by anthropocentric and reductionist assumptions that treat economy and ecology as separable domains. Guided by Kaupapa Māori (Māori approach) principles, this research explores an alternative relational approach grounded in te ao Māori (Māori world view). Drawing on Kōrero (Māori narrative approach) with 11 participants, analysed through reflexive thematic analysis, the paper develops the Whakapapa–Mauri–Utu Regenerative Cycle. In this framework, Whakapapa (genealogy) establishes non-negotiable governance responsibilities, Mauri (life force) serves as an evaluative indicator of ecosystem health, and Utu (reciprocity) reorients economic activity toward restoration and collective wellbeing. This paper contributes to paradox scholarship by demonstrating that sustainability tensions are reframed when organisations are understood as genealogically embedded within spiritual and ecological systems. Rather than being managed through trade-offs between separable objectives, sustainability becomes a relational obligation enacted through genealogical integrity.

Organizational actors face multiple paradoxical tensions that are not only intertwined with one another but also nested across different levels of the organizational hierarchy. Despite their importance, little is known about how such paradoxical tensions are interpreted and managed by organizational leaders. To explore this phenomenon, we conducted semi-structured interviews and collected multilevel data from 38 respondents, including corporate executives, team leaders, and managers in the Pakistani telecommunications sector. Through an interpretive phenomenological analysis of participants’ lived experiences, we developed a multilevel nested paradox model. This model revealed four paradoxes nested both within and across levels: task efficiency and employee well-being, individual interest versus institutional interest, ethics and profitability, and empowerment and accountability. The tensions arising from customer demands, followers’ expectations, and organizational requirements lie at the intersection of the levels occupied by followers, team leaders, and corporate executives. Our model shows that tensions at one level exacerbate tensions at other levels, and through this transmission process, paradoxes generate a constellation of paradoxes. The study’s model suggests that leaders manage these nested tensions by applying a combination of splitting and integration strategies, dynamically sequencing and distributing responses across levels. This study contributes to the underexplored research on paradox multiplicity and deepens the understanding of paradoxes as a meta-theory. We also highlight several important theoretical and practical implications of this research.

As organizations expand globally, the spatial distribution of top management teams (TMTs) across regions becomes increasingly prevalent. This paper aims to review the diverse literature on the geographic dimensions of teams (collocation, dispersion, and virtuality), and more specifically, the spatial configuration of upper echelons. Several studies explore the composition of TMTs, the diversity of their members, and their influence on firms’ strategic choices. However, the international location of TMT members remains largely overlooked. We conduct a systematic literature review that draws on spatial theory and the upper echelons approach. The results allow the development of a conceptual framework that integrates research related to the spatial dimensions of TMTs. The purpose is to contribute to a better understanding of how the spatial configuration of TMTs influences strategic leadership processes in geographically dispersed organizational contexts. We discuss the implications of this spatial perspective of upper echelons and propose potential avenues for future research.

Affective Events Theory explains how workplace emotions arise from discrete events and shape attitudes and behaviour. Drawing on a phenomenological study of 29 employees and 13 managers working within oversight saturated supervisory contexts in the post–Royal Commission Australian financial services sector, this paper extends Affective Events Theory by examining how affective experience unfolds when accountability is continuous, and discretion is constrained. Across dual-cohort findings, affect was not primarily anchored to identifiable events that resolved over time. Instead, participants described emotion as persistent and cumulative, produced through ambiguity and emotional restraint, and circulating across supervisory roles. Employees reported sustained interpretive effort directed towards reading tone, silence, and procedural communication, while managers described regulating emotional expression to remain defensible under accountability pressures. These findings specify boundary conditions for the episodic logic of Affective Events Theory, by explaining how affect may be conceived as a sustained condition in contexts with sustained oversight, with meaningful implications for workplace attitudes and behaviours and for managerial practice in highly regulated organisational environments where accountability and supervision are continuous.

People with disabilities represent a large, underutilized labor force, and while disability employment is increasingly recognized as a strategic human resource opportunity, reports on its value are fragmented. Existing research often emphasizes benefits for firms or employees with disabilities, overlooking other stakeholders and potential accompanying costs. This systematic review synthesizes 45 empirical studies published between 2000 and 2025, examining both benefits and costs across multiple stakeholders, value dimensions, and organizational positions. Findings reveal that most reported values were gain-related and firm-centered. Meanwhile, patterns of intra-stakeholder clustering and inter-stakeholder linkages highlighted the complex dynamics of shared outcomes. Four benefit–cost dynamics were identified, alongside evidence of occupational segregation in low-value job roles. By applying a multi-stakeholder framework, this review advances the human resource management literature, showing how disability employment can be leveraged strategically to create interconnected values, foster inclusion, and support sustainable workforce practices.

This article aims to provide an overview of family firms and entrepreneurial ecosystems regarding their current trends and future research directions. A systematic literature review was carried out on 37 peer-reviewed journal articles and book chapters extracted from the Scopus and Web of Science Core Collection databases up to December 2025. By carrying out a coding procedure and thematic approach, we blend the input-process-outcome model with three levels of analysis (i.e., individual, family, and firm). Findings reveal that family firms shape and are conditioned by entrepreneurial ecosystems. At the same time, resource deployment and embeddedness foster knowledge transfer and regional resilience, thus corroborating the co-evolutionary relationship between family firms and entrepreneurial ecosystems. The contribution of this work is threefold: (i) an integrated theory-driven conceptual model; (ii) an inductive thematic map grounded in coded outcomes; and (iii) a future research agenda steering scholars towards novel research directions.