Women play an essential role in promoting societal and economic harmony development. However, compared with their male counterparts, female employees usually have to take on more family responsibilities while they endeavor to perform well at work. It is inevitable for them to face work–family conflicts; therefore, how to make female employees' careers more sustainable is a critical concern. Even though female career sustainability is well-explored in the literature, the combined effect of worker self-efficacy and family-supportive supervisor behaviors (FSSBs) on female career sustainability remains unexplored. To fill this gap, this study examines the influence of FSSB on female employee career sustainability, as well as the mediating role of self-efficacy. Moreover, a mixed-method approach was used to test the proposed relationships. The results indicate that FSSB has a positive impact on female career sustainability. Furthermore, the findings revealed that FSSB promotes female career sustainability through self-efficacy. This study establishes a theoretical framework for further research on the relationships between leader behavior and employee career sustainability. At the same time, it offers practical implications for supervisors in the management of subordinate career sustainability.

Adopting a symbiotic perspective, this study aimed to examine the paradoxical interrelationship of the energy–economy–environment nexus through the novel lens of Yin–Yang cognitive harmony. With a broad sample of countries (6 African lions, 5 Asian tigers, 3 NAFTA countries, and 10 top European Union economies), we applied the cointegration and fully modified ordinary least squares techniques to evaluate the short- and long-term relationships between energy consumption, economic growth and carbon dioxide (CO₂) emissions for the period 1980–2012. The results were heterogeneous across countries, but a curvilinear (inverted U-shaped) relationship between total economic growth and CO₂ emissions in conformity with the environmental Kuznets curve was confirmed in many cases. However, there was no evidence that economic growth resulting from energy consumption has been responsible for CO₂ reduction, which suggests a ‘trilemma’ – that is, a challenge in balancing energy production, economic growth and environmental degradation. From a behavioural economic perspective, this paper draws on the Kuznets hypothesis and Jevon's paradox by adopting a paradoxical frame to characterise the complex energy–growth–environment interaction as a balanced, symbiotic coexistence. It thus provides novel insights into the energy–growth–environment trilemma through an unconventional perspective based on Yin–Yang cognitive harmony (Fig. 1, see the Appendix).

The unprecedented global meltdown resulting from the COVID-19 crisis, exacerbated by the rise of political conflicts between leading world economies, has caused the world to drift into a new paradigm with abrupt changes of traditional modi operandi across the landscape. A significant structural change, “Work-From-Anywhere (WFX)”, though well known for its flexibility and other advantages, constitutes a serious barrier to the socialization and knowledge sharing (KS) needed in organizational management and career sustainability (CS). This study aims to thoroughly investigate how strategic management structures like management “Polychronicity” (MP) can dynamically recalibrate the mediation effects of KS dispositions on the relationship between WFX and CS. Our results reveal that WFX, due to the distancing component, considerably undermines teamwork, accountability, and supervision, promoting individualism and isolation among workers. Moreover, MP moderates the effects of WFX inconsistencies on CS, and this is achieved even better through KS. This paper is a landmark contribution to the literature on WFX and CS, leading the way to the empirical investigation of the WFX–KS–CS mechanism and a quantitative evaluation of the interactive effects among major elements of the social exchange (SE) context.

Psycholinguistics and neurolinguistics have been seldom used in investigating the cultural component of language. In this study, we suggest a scientific methodology to study neurocognitive mechanisms induced by the interaction between multi-linguistics and cross-culture differences, especially during translation between a source language (SL) and a target language (TL). Using a contest of tonal languages (Chinese) and atonal language (English) multilingual exchange, we opine that translation theories as numerous and efficacious as they are, lack the competence to bring absolute clarity into the complex cross-cultural dimension of languages when it comes to accuracy in translation. Echoing this, this study attempts to apply neuroscience in blending cross-cultural diversity and neurolinguistics as a one-in-all translation approach to “multicultural neurolinguistics” between an SL and a given TL. The linguistic examination of this study proves that “multicultural neurolinguistics” will provide a unique framework for all translation barriers, and establish a cross-cultural and multilingual network depending on the particular circumstance. This research contributes to the linguistic literature by bringing a “multicultural neurolinguistics” resolution to the cultural diversity question in translation.

Female workers are ineluctable contributors to development in emerging economies. However, they generally face work–family balance conflict (WFBC) because of their greater level of family engagement compared to that of their male counterparts. Given that WFBC is detrimental to women’s career sustainability (CS), this research aims to explore how responsible leadership (RL) and family-supportive supervisor behavior (FSSB) establish a buffer for WFBC-CS challenges. Cross-cultural data collected from Chinese companies operating in Ghana were used to probe the interactive moderating effect of RL and FSSB on women’s CS. The PROCESS and MEMORE techniques of additive and multiplicative two-instance moderation were adopted to obtain more comprehensible moderation models. The twofold study results reveal that, individually, RL and FSSB significantly moderate the negative WFBC–CS relationship; however, their interaction terms eventually dampen their individual impacts. RL is instrumental in remedying the adverse effects of WFBC on women’s career development. However, its interaction with other equally positive leadership styles, such as FSSB, could conflict, thus disrupting women’s career objectives. This research provides novel insights by coupling RL with FSSB to moderate the WFBC–CS mechanism of women workers in emerging economies. The originality of this research lies in the assignment of RL in the midst of related leadership ideologies in the career development contest to provide novel perspectives and enrich the literature on career management.