Table 1. Summary of papers and their... | Emerald Publishing

Table 1.

Summary of papers and their contributions

Authors	Methodology	Theoretical perspective(s)	Subject of study	Research question(s)	Key insights and contributions
Sun & Hong	Case study	Knowledge transfer	Emerging multinationals	• How do subsidiaries of Chinese multinational firms can develop into a sustainability-driven learning organization through expatriate knowledge transfer?	• There are strategic and operational ambiguities underpinning sustainability issues in foreign subsidiaries • Chinese expatriates deploy both dissemination and reinforcement routines to change the mental models of subsidiaries employees • While dissemination routines were adopted to consolidate and intensify the transfer of sustainable knowledge, reinforcement routines were used for focused interventions to achieve and validate sustainable outcomes
Subramanian & Suresh (Part I)	Expert review	Resource-based view	Manufacturing small and medium enterprises (SMEs)	• What are the key green human resource management practices and their contributions to organizational learning in a circular economy?	• Ten green human resource management practices including job analysis, recruitment, selection, training, performance management, compensation, employee empowerment, discipline management, safety management and separation are found to be significant in a circular economy • A common theme underpinning these ten green human resource management practices is the concern for environment and sustainability
Subramanian & Suresh (Part II)	Total interpretive structural method	Organizational learning	Manufacturing small and medium enterprises (SMEs)	• What is the inter-relationship between organizational learning and green human resource management practices in a circular economy?	• Green separation and organizational learning culture appear as the two most important factors of the circular economy • Green performance management and green health and safety management are observed to be highly dependent on the remaining factors • In a circular economy, green human resource management can offer a variety of strategies to assist employees in achieving five principles of a learning organization
Chen & Cuervo	Survey	Self-determination	Private enterprises in China	• How can transformational leadership influence work engagement as mediated by employees’ motivation in the context of learning organization?	• Employees’ perceptions of transformational leadership may influence employees’ self-motivation toward work engagement • Increased work engagement facilitates collaborative learning and knowledge sharing
Kuok et al..	Survey	Conservation of resources	Public organizations	• What are the psychological effects of customer incivility and surface acting on frontline employees’ behavior and related impacts on building a learning organization in public sector?	• Customer incivility increases emotional exhaustion, which induces negative work behaviors, such as work withdrawals • Having high job turnover due to work withdrawal undermines the potential for public organizations to become a learning organization
Chan et al.	Survey	Stimulus–organism–response	Post-production industry	• When and how does job burnout occur and related solutions for developing a learning organization?	• Emotional exhaustion, depersonalization and reduced personal accomplishment create job burnout • Perceived organizational respect serves to alleviate the negative effects of job burnout and provide a supportive learning environment for employees to share their knowledge
Mosquera et al..	Survey	Job demands-resources	Banks	• What are the factors affecting teleworkers’ emotional wellbeing and learning behaviors during the COVID-19 pandemic?	• Social isolation and work overload reduce dedication, vigor and absorption • Having less vigorous work requirements in telework decrease job satisfaction
Frendy et al..	Case study	Organizational learning	Japanese multinational	• What is the application of Learning organization 2.0?	• Incorporating multiple stakeholders to develop a multiparty learning entity for sustainability pursuit appears as a focal point for learning organization 2.0 • Being aware of the socially embedded contextual factors, forfeiting the mindset of managerial dominance and creating a shared commitment are important factors in implementing the concept of Learning organization 2.0

Authors	Methodology	Theoretical perspective(s)	Subject of study	Research question(s)	Key insights and contributions
Sun & Hong	Case study	Knowledge transfer	Emerging multinationals	• How do subsidiaries of Chinese multinational firms can develop into a sustainability-driven learning organization through expatriate knowledge transfer?	• There are strategic and operational ambiguities underpinning sustainability issues in foreign subsidiaries• Chinese expatriates deploy both dissemination and reinforcement routines to change the mental models of subsidiaries employees• While dissemination routines were adopted to consolidate and intensify the transfer of sustainable knowledge, reinforcement routines were used for focused interventions to achieve and validate sustainable outcomes
Subramanian & Suresh (Part I)	Expert review	Resource-based view	Manufacturing small and medium enterprises (SMEs)	• What are the key green human resource management practices and their contributions to organizational learning in a circular economy?	• Ten green human resource management practices including job analysis, recruitment, selection, training, performance management, compensation, employee empowerment, discipline management, safety management and separation are found to be significant in a circular economy• A common theme underpinning these ten green human resource management practices is the concern for environment and sustainability
Subramanian & Suresh (Part II)	Total interpretive structural method	Organizational learning	Manufacturing small and medium enterprises (SMEs)	• What is the inter-relationship between organizational learning and green human resource management practices in a circular economy?	• Green separation and organizational learning culture appear as the two most important factors of the circular economy• Green performance management and green health and safety management are observed to be highly dependent on the remaining factors• In a circular economy, green human resource management can offer a variety of strategies to assist employees in achieving five principles of a learning organization
Chen & Cuervo	Survey	Self-determination	Private enterprises in China	• How can transformational leadership influence work engagement as mediated by employees’ motivation in the context of learning organization?	• Employees’ perceptions of transformational leadership may influence employees’ self-motivation toward work engagement• Increased work engagement facilitates collaborative learning and knowledge sharing
Kuok et al..	Survey	Conservation of resources	Public organizations	• What are the psychological effects of customer incivility and surface acting on frontline employees’ behavior and related impacts on building a learning organization in public sector?	• Customer incivility increases emotional exhaustion, which induces negative work behaviors, such as work withdrawals• Having high job turnover due to work withdrawal undermines the potential for public organizations to become a learning organization
Chan et al.	Survey	Stimulus–organism–response	Post-production industry	• When and how does job burnout occur and related solutions for developing a learning organization?	• Emotional exhaustion, depersonalization and reduced personal accomplishment create job burnout• Perceived organizational respect serves to alleviate the negative effects of job burnout and provide a supportive learning environment for employees to share their knowledge
Mosquera et al..	Survey	Job demands-resources	Banks	• What are the factors affecting teleworkers’ emotional wellbeing and learning behaviors during the COVID-19 pandemic?	• Social isolation and work overload reduce dedication, vigor and absorption• Having less vigorous work requirements in telework decrease job satisfaction
Frendy et al..	Case study	Organizational learning	Japanese multinational	• What is the application of Learning organization 2.0?	• Incorporating multiple stakeholders to develop a multiparty learning entity for sustainability pursuit appears as a focal point for learning organization 2.0• Being aware of the socially embedded contextual factors, forfeiting the mindset of managerial dominance and creating a shared commitment are important factors in implementing the concept of Learning organization 2.0