The global Covid-19 pandemic resulted in an economic downturn that influenced behavioural and participation patterns of fishing sectors around the world. Monitoring changes in fisheries is essential for understanding their human dimension and informing decision-making for development, conservation and management of fish resources. This study documented and described fishery patterns and participation during the Covid-19 pandemic through roving creel surveys. In addition, due to historic surveys of the recreational and subsistence fishery, it was possible to compare the current patterns to previous results and to show the potential Covid-19 related impacts. Subsistence fishing dominated the fishery, with 94% of 431 regular fishers utilising the resources for home consumption or sale. Compared to historic surveys, a marked decline in estimated recreational fishing was observed, but no significant change was identified in participation patterns of subsistence fishers. This downturn in recreational fishing affected the socio-demographic characteristics of the fishery, where changes in ethnic participation were noted; there was also an increase in the number of unemployed fishers during the pandemic. Utilisation of the fish resources was dominated by subsistence users and 97% of fish caught was for self-consumption or sale. This underlines the importance of fish for subsistence users, who rely on the resource for food or income and could not avoid fishing during the pandemic, as they had no alternative. This study highlights the importance of socio-demographic and participation data on fisheries, to provide scientific advice to policymakers on ideal responses to events such as a pandemic. This evidence of temporal changes in hook-and-line fisheries provides inland fishery authorities the opportunity to develop mitigation measures with greater resilience to cope with future global crises. Lastly, the study emphasises the importance of access to fisheries, especially during times of high regional economic and societal stress.

ORIENTATION: Small, medium and micro enterprises (SMMEs) are prone to failure primarily because of inadequate human resource (HR) procedures despite their reputation for flexibility, closeness to dependable clients, adaptability and adoption of new technologies RESEARCH PURPOSE: This study aims to explore strategic human resources management (SHRM) strategies for small businesses in South Africa to enhance survival rates. It investigates the pivotal role of HR in SMMEs, emphasising effective selection, recruitment, retention, and performance management for productivity and competitive advantage. Additionally, it elucidates the impact of SHRM practices on organisational efficacy and assesses the correlation between performance and training MOTIVATION FOR THE STUDY: The goals of SMMEs are to manage relationships, perform better and boost employee satisfaction through the effective use of HRs. This study's interpretation of human resources management (HRM) is that it should be used to improve resource efficiency by applying HRM techniques. Further, performance management is another method that HRM shows up RESEARCH APPROACH/DESIGN AND METHOD: A desktop research on a PhD thesis published in 2014 used a positivist paradigm, descriptive research design, quantitative research approach and a survey research strategy, which included 50 respondents and was conducted in Polokwane in South Africa. The simple random probability sampling method employed a saturated sample technique as well as descriptive and path analytic tools MAIN FINDINGS: The findings revealed that: (1) the results portray strong evidence between organisational capabilities (skills, knowledge) and organisational effectiveness and (2) business skills affect SMMEs' profitability in South Africa PRACTICAL/MANAGERIAL IMPLICATIONS: Through the advancement of a Resource-Based Entrepreneurship Theory (RBET), the study added to the body of knowledge CONTRIBUTION/VALUE-ADD: This study makes a compelling case for the necessity of HRM procedures for the organisational efficacy of SMMEs

ORIENTATION: The unemployment problem in South Africa has been explored from both supply and demand perspectives, but there is a gap in understanding industry expectations on graduate competence and market readiness RESEARCH PURPOSE: This study investigates a labour market-driven assessment strategy to evaluate the employability of Human Resource Management (HRM) graduates in South Africa MOTIVATION FOR THE STUDY: The study aims to ensure that graduate assessments align with industry needs, enhancing employability through industry-based methods RESEARCH APPROACH/DESIGN AND METHOD: A case study design was used, selecting a university offering HRM qualifications and 196 employed HRM graduates. Supervisors of these graduates provided feedback on the alignment between university assessments and graduate performance. The study used a pragmatic approach, incorporating both qualitative and quantitative data collection MAIN FINDINGS: The data from 196 supervisors revealed eight key themes: assessments were seen as inappropriate, lacking industry focus, too general and needing industry collaboration. Respondents also suggested industry responsibility in assessments, linking students to industry, emphasising solutions to industry challenges, and calling for industry-based standards. Most respondents viewed current assessments as inaccurate indicators of graduate capabilities PRACTICAL/MANAGERIAL IMPLICATIONS: The study recommends adopting an industry-centric assessment approach to improve graduate assessments. This alignment could enhance graduate fitness for employment and the value they add to the industry CONTRIBUTION/VALUE-ADD: This study helps to align university assessments with industry expectations, increasing HRM graduates' employability and ensuring assessments reflect the capabilities needed in the labour market

ORIENTATION: This research examines the dynamics of South Africa's technology sector, focussing on how technology professionals navigate idiosyncratic deal (i-deal) arrangements RESEARCH PURPOSE: The purpose of the study is to explore the nature of i-deals, the factors contributing to successful negotiations and the consequences of these negotiations on employee experiences and organisational relationships MOTIVATION FOR THE STUDY: Research on i-deals in the South African context is limited. This study seeks to address this gap by offering insights into how i-deals are negotiated and their effects on workplace outcomes RESEARCH APPROACH/DESIGN AND METHOD: A qualitative design was employed, using a convenience sample of 12 mid-to-senior level employees from a large information communication and technology organisation in Johannesburg. Semi-structured interviews were conducted, and thematic analysis was used to identify key themes and patterns in the data MAIN FINDINGS: The study found that successful i-deal negotiations enhance job satisfaction and employee morale, while unsuccessful negotiations can lead to decreased motivation and strained relationships. Factors such as organisational culture, communication and trust were crucial in determining the success of i-deal negotiations PRACTICAL/MANAGERIAL IMPLICATIONS: Human resource (HR) professionals should facilitate structured and transparent i-deal negotiation processes, provide training for managers and employees, and regularly monitor the impact of i-deals to ensure they benefit both the organisation and its employees CONTRIBUTION/VALUE-ADD: This study contributes to the limited literature on i-deals in the South African context, offering practical insights for HR professionals to enhance employee retention and satisfaction through effective i-deal negotiations

ORIENTATION: More Muslim women are entering the labour market, and this requires an understanding of the cultural and social contexts as there may be challenges inhibiting their growth and advancement RESEARCH PURPOSE: The purpose of this article is threefold: (1) to explore the perceptions of Muslim women relating to career success; (2) to identify the challenges facing Muslim women and (3) to describe the organisational culture as experienced by Muslim women in the South African workplace MOTIVATION FOR THE STUDY: Literature often focusses on the challenges women face in general, yet little examines the challenges experienced by Muslim women in the work context. This article seeks to identify whether the challenges experienced are similar or whether specific interventions are required to ensure the career success of Muslim women RESEARCH APPROACH/DESIGN AND METHOD: A qualitative research design was employed using open-ended questions in an online survey as the data collection tool. Data were collected from 88 Muslim women across industries, professions and provinces within South Africa MAIN FINDINGS: Experiences of success focus on happiness, contentment and growth, whereas perceptions of success in the organisation are objective and include promotion, financial gain and status. The key challenges can include a lack of resources and support; however, respondents reported mostly a positive organisational culture supporting career and personal aspirations PRACTICAL/MANAGERIAL IMPLICATIONS: Enhancing cross-cultural awareness and understanding contributes to the experienced career success of Muslim women CONTRIBUTION/VALUE-ADD: The findings propose interventions to advance the career, wellness and overall experiences of Muslim women

ORIENTATION: Individuals with chronic disorders such as systemic lupus erythematosus (SLE) face challenges in disclosing their condition at work due to symptom invisibility and stigma. Managers play a crucial role in managing employees as stakeholders and shaping workplace culture and inclusivity RESEARCH PURPOSE: This study explores how workplace culture and support systems influence disclosure decisions among individuals with SLE, focusing on the role of managers in shaping these experiences MOTIVATION FOR THE STUDY: Limited research exists on the disclosure of invisible illnesses like SLE in professional settings. This study seeks to understand how stigma and inadequate support lead employees to conceal their condition RESEARCH APPROACH/DESIGN AND METHOD: Using document analysis and semi-structured interviews with participants from various industries in South Africa, the research explores the interplay between workplace culture, support systems and disclosure decisions MAIN FINDINGS: Findings show that the invisibility and stigma of SLE, challenges in recognising it as a disability, and insufficient workplace support contribute to concealment. Managers often perpetuate unsafe spaces for disclosure PRACTICAL/MANAGERIAL IMPLICATIONS: Organisations must address the systemic exclusion and stigma faced by employees with chronic illnesses. Enhancing training and support for managers is critical to fostering inclusive workplaces and safe disclosure environments CONTRIBUTION/VALUE-ADD: By exploring the strategies individuals with SLE use to navigate workplace challenges, the study provides insights into the relationship between chronic illness, stigma and workplace inclusivity, enriching the broader discourse on disability in professional contexts

ORIENTATION: Transforming public service delivery is crucial for the South African government. Emotional labour (EL), managing emotions during client interactions, is essential in service centres RESEARCH PURPOSE: This study examined the relationship between EL, burnout and work engagement (WE) amongst service centre employees in a South African government organisation MOTIVATION FOR THE STUDY: South African government organisations, as sole service providers, require employees to deliver 'service with a smile'. This increases mental workload and job stressors, leading to negative responses among service centre employees RESEARCH APPROACH/DESIGN AND METHOD: Cross-sectional, correlational and nonexperimental quantitative research design was used. The sample consisted of service centre employees in a government organisation MAIN FINDINGS: The main findings indicated a positive correlation between EL and burnout, a negative correlation between burnout and work engagement and a negative correlation between EL and work engagement. These findings imply that higher EL leads to increased burnout, and reduces work engagement levels PRACTICAL/MANAGERIAL IMPLICATIONS: Training on emotional regulation techniques could assist employees with effective emotional management, thereby reducing the negative impact of surface acting on mental well-being. Additionally, it is recommended that the organisation should focus on person-environment fit and personality traits during recruitment to minimise emotional dissonance and burnout amongst employees CONTRIBUTION/VALUE-ADD: This study is the first of its kind in the South African government organisation and provides insight into the relationship between EL, burnout and work engagement of client service employees

ORIENTATION: Truly, organisations face the challenge of implementing sustainability in their daily activities RESEARCH PURPOSE: This article examines the ways in which sustainability has been implemented in human resource management (HRM MOTIVATION FOR THE STUDY: Sustainability has become increasingly important in organisations, particularly regarding HRM RESEARCH APPROACH/DESIGN AND METHOD: This study used qualitative methodology and collected data by means of an integrative literature review that retrieved appropriate and relevant journal articles from the Business Source Ultimate database, as one of the EBSCOhost databases MAIN FINDINGS: The findings suggest that green human resource management (GHRM) was the most frequently implemented concept and was combined with rare cases of corporate social responsibility (CSR) implementation. Sustainable human resource management (SHRM) was seldom implemented PRACTICAL/MANAGERIAL IMPLICATIONS: Interestingly, contemporary studies revealed the circular economy (CE) as an economic sustainability dimension in HRM, and likewise, the ascendance of sustainable development goals (SDGs) in HRM. Regarding the process of sustainability implementation in HRM, some links have been established between sustainability dimensions and HRM, but the incorporation of sustainability into HRM was not evident from the reviewed literature CONTRIBUTION/VALUE-ADD: This article ends with a discussion of some insights for future research. Moreover, the selection of sustainability and HRM in this article was significant given that sustainability can contribute towards a way of addressing and solving environmental, social and economic problems associated with organisations' activities that could be fixed by HR. This demonstrates the existing strong compatibility between sustainability and HRM because HRM could fit in each sustainability dimension

ORIENTATION: Creativity and innovation are essential in coping with a complex business environment that becomes more complex and rapidly changing. RESEARCH PURPOSE: To investigate the impact of an authentic leadership style on employee creativity and innovation behaviour in the workplace, using motivating language as a moderator. MOTIVATION FOR THE STUDY: The study is carried out to fill the existing gaps on creativity and innovation by distinguishing both constructs, within the context of micro, small and medium enterprises (MSMEs) in Indonesia. RESEARCH APPROACH/DESIGN AND METHOD: This study employed a quantitative approach, surveying 350 employees from creative MSMEs in West Java and Central Java, Indonesia. Smart partial least squares (PLS) software analysis was used to analyse the data using a structural equation model for validating the proposed model. MAIN FINDINGS: Authentic leadership positively influences employee creativity and innovative work behaviour in the workplace. In addition, innovative work behaviour is also positively influenced by employee creativity. These positive influences can be strengthened by motivating language from the leader PRACTICAL/MANAGERIAL IMPLICATIONS: Organisations wanting to increase the innovative work behaviour of their employees should select leaders with authentic traits and put them into practice. Interventions to develop leaders' use of motivating language are required to enable them to encourage the use of their creative ideas. CONTRIBUTION/VALUE-ADD: The present study considers how motivating language, which has rarely been examined within the field, can play a significant moderating role in innovative work behaviours.

ORIENTATION: There is a need for researchers to investigate the constructs of psychological contract, work engagement and turnover intention within the context of the African knowledge system (AKS). RESEARCH PURPOSE: The objective of this article is to expand knowledge on how African black employees perceive and experience their psychological contract, work engagement and turnover intention. The article explains how these perceptions and lived experiences are influenced by the race and culture of African blacks. MOTIVATION FOR THE STUDY: Although the constructs of relevance are continually studied, not enough emphasis is placed on the given constructs from an AKS perspective. RESEARCH APPROACH/DESIGN AND METHOD: An explorative, qualitative, interpretive phenomenological research approach with open-ended interviews for data collection was implemented. A non-probability and purposeful sampling (N = 16) strategy was followed. Thematic analysis was used to analyse the data. MAIN FINDINGS: African black employees' perceptions and experiences regarding the psychological contract, work engagement and turnover intention are influenced by their race, culture and traditions (e.g. the spirit of ubuntu, weddings, traditional callings, funerals and church customs. PRACTICAL/MANAGERIAL IMPLICATIONS: African indigenous knowledge consciousness and diversity appreciation should be developed to ensure the effective implementation of human resources strategies and policies. CONTRIBUTION/VALUE-ADD: A unifying organisational culture and diversity management strategy that considers the needs of African black employees should be cultivated.

ORIENTATION: Human resource management (HRM) professionals and organisational leaders may maximise the performance of construction organisations by thoroughly understanding the implementation of HRM practices within these businesses RESEARCH PURPOSE: The purpose of this study was to empirically investigate the extent to which recruitment and selection, training and development, performance appraisal and compensation systems are implemented in construction organisations MOTIVATION OF THE STUDY: The reason for this study was that a paucity of empirical research on the implementation of HRM practices makes it difficult to provide recommendations about HRM to optimise performance in construction organisations. RESEARCH APPROACH/DESIGN AND METHOD: This quantitative study was based on primary data collected from 63 construction personnel in various South African construction organisations in Cape Town. A cross-sectional quantitative survey design, with a self-administered questionnaire as the data collection tool, was used to collect data by means of convenience and judgemental sampling. Collected data were processed using the Statistical Package for Social Sciences (SPSS), version 28, and analysed using descriptive analysis and a one-sample t-test. MAIN FINDINGS: The perceived implementation of HRM practices that meet minimum expected standards was significant for (1) recruitment and selection (R), (2) training and development (T) and (3) compensation systems (COS). However, the perceived implementation of (4) performance appraisal (PEA) best practices was found to be insignificant PRACTICAL/MANAGERIAL IMPLICATIONS: The implementation of HRM in construction organisations needs to incorporate the tenets that are central to the successful delivery of HRM services. CONTRIBUTION/VALUE-ADD: This study emphasises the minimum expected HRM practices that should be observed in construction organisations.

ORIENTATION: This study investigated the linkage between Green Human Resource Management Practices (GHRMP) and organisational sustainability (OS). RESEARCH PURPOSE: The purpose of this study was to investigate the impact of GHRMP on OS with the mediating effect of green knowledge sharing (GKS). MOTIVATION FOR THE STUDY: This research is pioneering in the Pakistani context, representing the significance of GHRMP in fostering OS. RESEARCH APPROACH/DESIGN AND METHOD: This research employed survey questionnaire, and, using purposive sampling, data were collected from 420 managerial-level employees working in the textile industry of Pakistan. Data analysis was done using structural equation modelling with the use of Smart Partial Least Squares 4.0 software. MAIN FINDINGS: The study established a positive direct relationship between GHRMP and OS and also between GHRMP and GKS. This study also revealed that GKS has a significant mediation role in the relationship between GHRMP and OS PRACTICAL/MANAGERIAL IMPLICATIONS: Managers in the textile sector can prioritise hiring individuals who value and possess skills in OS. They can implement training programmes that focus on sustainability practices like waste reduction and energy conservation. Managers can integrate environmental criteria into performance evaluation which motivates employees to prioritise sustainability in their roles. Top management support for GHRMP builds competencies that enhance environmental performance. Organisations aiming for sustainability should implement GHRMP at both organisational and individual levels to foster eco-friendly actions across the workforce. CONTRIBUTION/VALUE-ADD: The study provides useful recommendations for organisations on environmental issues especially in an emerging economy like Pakistan. It also innovatively examines the ways by which GHRMP can enhance OS in the textile sector of Punjab, Pakistan, where extensive industrialisation and environmental pollution are evident. Future research could discover additional dimensions of this concept with various mediators and moderators in different geographical contexts.

ORIENTATION: This research aims to shed light on emerging trends, key themes and future directions in the nascent field of the metaverse and sustainable human resource management (HRM). RESEARCH PURPOSE: This study aims to explore the intersection of the metaverse and sustainable HRM through a bibliometric analysis. MOTIVATION FOR THE STUDY: The rapid evolution of digital technologies and the growing emphasis on sustainability in business practices necessitate an understanding of how these domains converge. This study is motivated by the need to map the scholarly landscape of this intersection. RESEARCH APPROACH/DESIGN AND METHOD: A bibliometric analysis was conducted using data from Scopus database. The study employed various techniques, including co-citation analysis, co-occurrence analysis and network visualisation, to identify key publications, influential authors and prevalent research themes within the intersection of the metaverse and sustainable HRM. MAIN FINDINGS: The analysis revealed a growing literature on the intersection. Key themes identified include the integration of virtual environments in HR practices, the role of the metaverse in enhancing engagement and training. Seminal works were mapped, highlighting the foundational contributions to this emerging field. PRACTICAL/MANAGERIAL IMPLICATIONS: This study provides valuable insights for HR professionals and organisational leaders on leveraging the metaverse for sustainable HRM practices. It underscores the potential of virtual environments to foster sustainable employee engagement, training and development. CONTRIBUTION/VALUE-ADD: The findings contribute to the academic discourse by outlining critical areas for future research and offering a foundational understanding of the convergence between the metaverse and sustainable HRM.

ORIENTATION: A systematic literature review emphasises the importance of building a resilient and forward-looking industrial sector that can adapt to the evolving demands of Industry 5.0 as it transitions from Industry 4.0. The strategic recommendations from this review underscore the significance of sustainable supply chain management (SSCM) and effective talent management RESEARCH PURPOSE: This study aims to investigate how the transition from Industry 4.0 to Industry 5.0 impacts SSCM and talent management, based on a systematic review and synthesis of existing literature MOTIVATION FOR THE STUDY: The significance of the study lies in understanding the profound implications of Industry 5.0 on supply chain sustainability and workforce development, particularly in the context of integrating human-centric and sustainable practices with advanced digital technologies RESEARCH APPROACH/DESIGN AND METHOD: The study employs the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) methodology to conduct a comprehensive systematic review. It synthesises existing literature focussing on the technological advancements, human resource challenges and sustainable practices adopted by industries transitioning from Industry 4.0 to Industry 5.0 MAIN FINDINGS: The study reveals that industries are increasingly integrating advanced technologies such as artificial intelligence (AI), big data analytics and blockchain to improve supply chain efficiency and sustainability. Significant emphasis is placed on reskilling and upskilling the workforce to align with the demands of new technologies and human-centric industrial processes PRACTICAL/MANAGERIAL IMPLICATIONS: The findings highlight the key role of policymakers, industry leaders, and educational institutions in driving the successful adaptation to Industry 5.0. Policymakers must prioritise funding and supportive regulations, while industry leaders need to embrace ongoing upskilling initiatives CONTRIBUTION/VALUE-ADD: The study proposes several strategic recommendations, including the development of inclusive digital infrastructure, encouraging industry collaborations to align educational curricula with market needs and promoting continuous professional development for employees. These recommendations aim to facilitate a resilient and forward-thinking industrial sector capable of meeting the evolving demands of Industry 5.0