The study of work–life balance has undergone significant development in recent years as a result of changes in society and the growing importance of human resources (HR) for companies. Taking into account that human capital represents a critical success factor for businesses, the current context requires the development and implementation of HR management strategies aimed at attracting and retaining the most talented workers in order to obtain the expected results. The objective of this paper is to present an integrated model of work–life balance strategies, including the impacts of the different policies and practices on the retention of talented HR, which can be a basis for further academic developments on this subject, as well as a roadmap for managers. Hence, we will analyze a case study carried out in a multinational company—a leader in the technology and tourism sectors, and importantly dependent on valuable human capital, for which the HR strategy aims to improve the performance of the firm in the medium and long term through analysis, planning, and flexibility.

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In the current digital era, the borders amongst firms are getting blurred when it comes to value creation. Therefore, the traditional configuration of the value chain is frequently replaced by other ones which include the collaborative participation of different agents. Within this context, global value chains, where the value activities are located in different countries, and industrial clusters, which combine competition and cooperation, are attracting a growing attention of both business leaders and scholars in the recent years. Through a bibliometric analysis, this paper disentangles the intellectual and conceptual structure of the research topic of industrial clusters and global value chains. Results show the multidisciplinary character of the topic, including papers published in different areas, such as business, regional studies and world development, as well as its close link with aspects like innovation, regional development, governance or organization. Finally, this study remarks the research lines that could attract more attention in the immediate future.

PurposeThis paper aims at providing an overview and synthesis of the existing body of knowledge about greenwashing. Special attention is paid to the articles directly linked with agriculture, food industry and food retail.Design/methodology/approachA bibliometric analysis was performed over 351 documents extracted from the WoS database, using SciMAT and VOSviewer software programs.FindingsThree periods in the academic literature about greenwashing can be distinguished: ground-setting (2003–2010), trail-blazing (2011–2015) and remarkable growth (2016–2020). Along this evolution, a body of knowledge which stemmed from the literature about CSR has achieved a major development, deploying different research lines such as stakeholders' management, marketing and communication and audit. A specific analysis of the academic literature about greenwashing in agriculture, food industry and food retail has been carried out, showing a need for further development.Social implicationsThe development of scientific knowledge about greenwashing puts this social claim on the spotlight of business management studies, helping to fight greenwashing and, this way, to reduce the environmental impact of corporate activities. Studying greenwashing will help to reduce its frequency and, therefore, heal the planet.Originality/valueSome previous studies have provided systematic reviews of the literature using different approaches, but they did not untangle the intellectual structure and the evolution of the body of research about greenwashing. This article originally provides a thorough analysis of these aspects, as well as a closer look at the impact of greenwashing practices in the academic literature regarding agriculture, food industry and food retail.

Technological innovation fostered by the use of the Internet and social networks in the business context requires the modification of the human resources (HR) management process to use the opportunities to obtain a sustainable competitive advantage. This paper analyzes the opportunities provided by technological innovation, which allows for the development of a new e-recruitment and selection process to access and attract valuable HR regardless of their geographical location. Adapting the traditional selection process, companies can incorporate new 2.0 selection techniques that generate an extraordinary improvement opportunity in human resource management. Given the need for members of the human resources department to master new technologies in order to maximize the benefits of e-recruitment and selection, the aim of this work is to carry out a case study in a leading company in the mechanical engineering sector. To this end, we will start by reviewing the literature. Then, the work offers a model of HR management considering the influence of technological innovation on the attraction of valuable human resources, integrating the previous theoretical contributions of experts in the field. Based on the observation of the case study, the results show the main factors, human resource practices, and management results and behaviors undertaken by a multinational company. The case study allows researchers to learn from professionals and business leaders and presents a roadmap that can be used to manage e-recruitment and selection.