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Networked online environments can effectively support political activism. In Sweden, the #metoo movement resulted in over 100,000 people participating in activities challenging sexual harassment and abuse, including collecting testimonies via social media and drafting and discussing petitions published in print news media. Participation involved many risks, such as social stigma, losing one’s job, or misogynist terrorism, which meant that participation required a high level of trust among peers. Human-computer interaction (HCI) research on trust generally focuses on technical systems or user-generated data, less focus has been given to trust among peers in vulnerable communities. This study, based on semi-structured interviews and surveys of participants and organizers of 47 petitions representing different sectors in society, found that trust was aggregated over networks of people, practices, institutions, shared values, and technical systems. Although a supportive culture based on a feeling of solidarity and shared feminist values was central for safe spaces for participation, when activism was scaled up, social interaction had to be limited due to increased risk. HCI research views trust as a process of crossing distances, increasing over time; however, our results reveal that trust decreased over time as the movement grew and public exposure increased, a trend most evident when the participants actually came from a tightly knit community. Therefore, this study points out the significance to balance the need for transparency and community with the need for anonymity and distance in the development of tools to support large-scale deliberative processes that involve conflicts and risks.

Team communication problems have been reported to be responsible for up to 80% of medical errors in healthcare settings. Although simulation is a recognized means to learn communication skills, little is known about students’ team communication in a simulated setting. This review sought to explore what is known about undergraduate health professionals team communication in simulated emergency settings. The Joanna Briggs Institute framework was used to identify studies through five databases. After titles and abstracts and full texts review, 22 studies were identified for analysis and synthesis using inductive thematic analysis. Three key themes emerged: the context of simulation, teamwork and communication, and student interpretations. Simulation is a successful tool to experience communication and teamwork for students. Non-technical skills enhanced students’ performance of clinical skills based on expert rating and in understanding shared values, collaboration, and respect for each other, and improving confidence. Simulation is a suitable approach to measure and enhance team communication and teamwork. Exploration of gender, age, and ethnicity and other factors to assess their impact on communication should be the focus of future research in this area.

Aims Mutuality, a positive quality of the relationship between patients and their informal caregivers characterized by love and affection, shared pleasurable activities, shared values, and reciprocity, influences several patient–caregiver outcomes in chronic-condition cases, but it remains unknown whether it influences the heart failure (HF) patient–caregiver dyad quality of life (QOL). The aim of this study was to evaluate the influence of mutuality and its four dimensions (love and affection, shared pleasurable activities, shared values, and reciprocity) on QOL in HF patient–caregiver dyads Methods and results Cross-sectional study: Using the actor–partner interdependence model, we examined how an individual’s mutuality influenced his/her own QOL (actor effect) and his/her partner’s QOL (partner effect). Mutuality and physical and mental QOL were measured with the Mutuality Scale and Short Form 12, respectively. A total of 494 HF patient–caregiver dyads were enrolled in the study. Mutuality showed strong evidence of caregiver partner effects on the HF patients’ physical QOL (total score B = 2.503, P = 0.001; shared pleasurable activities B = 2.265, P < 0.001; shared values B = 1.174, P = 0.420 and reciprocity B = 1.888, P = 0.001). For the mental QOL, mutuality and its four subscales had actor effects only on the patients’ mental health (total mutuality B = 2.646, P = 0.003; love and affection B = 1.599, P = 0.360; shared pleasurable activities B = 2.599, P = 0.001; shared values B = 1.564, P = 0.001 and reciprocity B = 1.739, P = 0.020). In caregivers, mutuality had an actor effects on mental QOL (total score B = 1.548, P = 0.041 and reciprocity B = 1.526, P = 0.009). Conclusion Our results confirm the important role of mutuality in determining the physical and mental QOL in HF patient–caregiver dyads. Interventions aimed at improving the relationships within HF patient–caregiver dyads may have an impact on HF patients’ and caregivers’ QOL.

Las organizaciones post-Covid 2019 plantean problemáticas y desafíos abriendo un abanico de oportunidades para el apasionante mundo de la investigación. La Asociación Mutual Federada Salud se seleccionó como “caso de estudio único”. Se empleó metodología cualitativa y la entrevista virtual fueron el principal instrumento de relevamiento, proyectándose el abordaje de los siguientes objetivos: describir los cambios que se han implementado a partir del contexto de pandemia, reseñar las políticas y/o estrategias aplicadas, básicamente sobre el talento humano, inferir el estilo de gestión prevalente en la mutual y reflexionar sobre el proceso de cambio operado en la organización. Se reflexiona que los cambios fueron resultantes de decisiones políticas, sin las cuales su implementación hubiera sido imposible. Se procuró acrecentar las fortalezas y estrechar las debilidades para hacer operativos los cambios pretendidos que se dispuso mediante el empleo de tecnologías propias y el reforzamiento sistemático en la gestión del talento humano. El proceso de cambio no fue impulsado por la pandemia si bien se aceleró a consecuencia de la misma. La redefinición de valores fue ineludible para orientar el rumbo organizacional. La claridad en los compromisos de trabajo, la orientación a resultados específicos, la adaptación a los ambientes personales e institucionales, demuestra que el cambio es posible. Se infiere que el Gerente General-líder posee un “estilo mixto” que combina capacidades de gerenciar y liderar. Este proceso se interpreta como un auténtico cambio cultural, que se inició con un diagnóstico de la situación existente y llevó a redefinir los valores compartidos y consensuados por todos de los miembros en pos de la construcción conjunta de una floreciente y apropiada cultura organizacional Post-Covid 2019 organizations has problems and challenges, opening a range of opportunities for the exciting world of research. Mutual Federada Salud Association was selected as a “unique case study”. Qualitative methodology was used and the virtual interview was the main survey instrument, projecting the approach to the following objectives: describe the changes that have been implemented from the pandemic context, review the applied policies and / or strategies, basically on talent human, infer the prevalent management style in the mutual and reflect on the process of change operated in the organization. It reflects that the changes were the result of political decisions, without which their implementation would have been impossible. It was treated made to increase the strengths and narrow the weaknesses to make operational the intended changes that were arranged through the use of proprietary technologies and the systematic reinforcement in the management of human talent. The process of change was not driven by the pandemic, although it accelerated as a result of it. The redefinition of values was unavoidable to guide the organizational course. Clarity in work commitments, orientation to specific results, adaptation to personal and institutional environments, shows that change is possible. It is inferred that the General Manager-leader has a “mixed style” that combines management and leadership skills. This process is interpreted as an authentic cultural change, which began with a diagnosis of the existing situation and led to a redefinition of shared values and agreed by all of the members in post of the joint construction of a flourishing and appropriate organizational culture. Fil: Kobila, María Teresa. Universidad Nacional de Rosario. Facultad de Ciencias Económicas y Estadística. Rosario; Argentina. Fil: Parolín, Marisa Andrea. Universidad Nacional de Rosario. Facultad de Ciencias Económicas y Estadística. Rosario; Argentina. Fil: Chiaramoni, Natalia Soledad. Universidad Nacional de Rosario. Facultad de Ciencias Económicas y Estadística. Rosario; Argentina. Fil: D’Avanzo, María Laura. Universidad Nacional de Rosario. Facultad de Ciencias Económicas y Estadística. Rosario; Argentina. Fil: Gagliardini, Graciela Ana. Universidad Nacional de Rosario. Facultad de Ciencias Económicas y Estadística. Rosario; Argentina.

This article explores the dispute settlement elements of the UK-EU Trade and Cooperation Agreement’s novel Level Playing Field rebalancing obligations, consisting of a requirement not to lower standards in areas of labour, the environment and subsidy policy such that an adverse material impact results to trade or investment flows between the parties. The test for violations of these provisions is narrowly framed, requiring strong evidence of significant harms and carefully calibrated retaliation. The system is enforced through review by a dedicated Panel of Experts procedure, just as other aspects of the LPF are subjected to the TCA’s general dispute settlement system of state-to-state arbitration which excludes jurisdiction of either the UK or EU courts. The article will argue that the substantive and procedural features of the TCA’s LPF mechanism affords wide opportunity for parties to practice regulatory divergence while evincing a commitment to shared values.

This article discusses the rise of an approach to philanthropic giving known as philanthrocapitalism. I relate it to a new paradigm in management theory that has claimed that private profit making naturally aligns with improved public welfare. I show how growing belief in the inherent “compatibility” of corporate missions and public benefits has led to new laws and contributed to major shifts in how giving practices are structured and legitimated. The original point made in this article is that the philanthrocapitalist turn is more than simply an organizational change in the structure of different philanthropic institutions. Rather, the belief that profit-making and public welfare are naturally aligned also has significant, undertheorized implications for different principles in European-American legal traditions. The ascendancy of the philanthrocapitalist approach represents a subtle but profound displacement of belief in the need for democratic checks and balances on the use of public funds for private enrichment.

Psychologists are known for using science to influence public policymaking on criminal justice, education, health, and other specific policies. Little is known, however, about what commonalities exist across youth and family policies and, in particular, how prevalent polarization and research utilization are in political decisions. In response, this article examines how youth and family policies are positioned on the decision-making agenda and who advances them from an overlooked point of view, that of state legislators. Semistructured qualitative interviews inquired about research use, partisan polarization, and strategies for effectively advancing youth/family policies with 123 legislators; 24 legislators nominated by colleagues as exemplar champions of youth and family issues; and 13 key informants. Policymakers report youth and families are a population deserving of support. This widely shared value premise makes some policies to support youth and families less partisan. In addition, policymakers report that research can sometimes be more important for youth and family issues, particularly evidence on economic feasibility. Despite the importance of research, policymakers express concerns about its objectivity, conflicting results, and source credibility. Compared with colleagues, Youth and Family Champions are committed to a higher purpose; knowledgeable on policy issues and political maneuvers; and skilled in listening, earning colleagues' trust, and building relationships with colleagues and external stakeholders. For connecting research and policy, the article suggests that researchers could attract the attention of policymakers by illustrating their studies with a compelling story that places a human face on the issue and portrays the pragmatic significance of the findings. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Purpose – The main purpose of the study, in the province of Giresun in the hazelnut sector of the factors that influence the supplier's commitment to manufacturing enterprises (Trust, Satisfaction, Dependency, resource, communication, shared values, social cohesion, the original investment, reputation and psychological Contracts) by the method of multicriteria decision making methods, the entropy is prioritized. Design/methodology/approach – The data used in the study were obtained through face-to-face interviews with business managers and academicians working in my hazelnut industry and a literature review. With the ENTROPI method, which is one of the multi-criteria decision making methods, the factors affecting supplier loyalty were prioritized. Findings – It has been determined that the most important factors for supplier loyalty are “Reputation”, “Original Investments” and “Resource”. It has been determined that the other most important criteria for supplier loyalty factors in hazelnut enterprises are "Communication", "Common Values" and "Trust", respectively. On the other hand, the "Social Ties" factor was the criterion with the least importance. The other least important factors were found to be "Addiction", "Psychological Contracts" and "Satisfaction", respectively. Discussions – In today's business world, where global competition is very high, the importance of supplier, supplier evaluation process and supplier selection decision is increasing every day. In particular, one way for companies to be sustainable is undoubtedly through supplier performance. Based on this point, establishing long-term relationships with suppliers and maintaining this relationship is considered and evaluated as a critical factor for companies that want to succeed in today's competitive conditions. A similar study involving provinces covering more comprehensive hazelnut production enterprises in the future can be investigated comparatively as the results of the priority of factors affecting supplier loyalty in the hazelnut sector between provinces. On the other hand, the problem examined in this study can be investigated to include other food sectors and the priority of supplier commitment can be determined through the eyes of different food sectors.

In the wake of organizational scandals associated with corporate America servant as well as transformational leadership are seen as approaches capable of engendering a type of morality—on the part of leaders and followers—based on shared values, universal moral principles and an orientation towards a pro-social behavior serving the common good. However, recent critiques have highlighted the tendency in the relevant literature to overlook the systemic context within which leadership and followership are situated. Given this oversight this paper re-visits a classic piece of ethnography on corporate America: Robert Jackal’s Moral Mazes. Employing concepts from critical realism fused with insights from studies on management and bureaucracy we analyse the key themes from the book pertaining to the nature of the leader–follower dynamic in shareholder capitalism. The analysis highlights the role of bureaucracy and corporate ideology as key elements shaping leader–follower relationships, encouraging a type of morality associated with guarding self-interest whilst undermining relationality. The influence of the structural and cultural context in which leader–follower relations unfold draws attention to morality as relationally contingent as opposed to an ideal state.

Introduction The pandemic spread of SARS-CoV-2, a novel, highly contagious and easily transmissible pathogen, has profoundly affected all aspects of human interaction. Guided by the need to reduce face-to-face contacts, medical organisations have rapidly shifted group activities to virtual platforms. Over 1 year into the pandemic, the necessity to maintain public health restrictions ensures that virtual meetings will be the norm for the foreseeable future.It has yet to be understood how virtual technologies shape healthcare and academic cultures, affect interactions, or influence strategic decisions and policies within these systems.Conclusion In this article, the authors reflect on the move from historically situated activity systems of team leadership in healthcare to ones that now exist in virtual formats. Cultural-historical activity theory (CHAT) is a framework that explains complex human actions, and how they unfold over time through interaction with mediational tools (eg, technology) and various people representing their own communities, roles and perceived divisions of labour. The authors use the lens of CHAT as a framework to understand the shifting dynamics at play and offer strategies for leaders to co-establish activity systems with team members to make goals of group activities explicit and to deliberately work toward them. Five specific strategies proposed are: (1) use software platforms that fit your needs and give voice to all attendees with technical support present in meetings; (2) converse explicitly about roles and emerging role fluidity during times of change and pandemic response; (3) co-construct something new intentionally; (4) engage in implementation science at this time; and (5) lead intentionally while honouring cultural norms and values. It is imperative that any changes, even the ones that are a part of the pandemic response, are made consistent with the core shared values of the medical community as this necessary new way of coming together is embraced with collective wisdom.

PurposeDrawing on social network and social capital literature, this study aims to explore how digital entrepreneurs utilize social networks to build their entrepreneurial capability, creating and developing business ventures in a digitally networked society.Design/methodology/approachThe study takes a qualitative approach, interviewing 35 digital entrepreneurs with businesses operating across multiple industry sectors in Western Australia.FindingsThe findings suggest that structural social capital provides a key resource with groups of relational contacts who facilitate in building entrepreneur capability, the venture and customer markets. Relational social capital provides a foundation of trust between entrepreneurs and social network members that is strategically important for digital entrepreneurship (DE). Cognitive social capital provides mechanisms to form relationships based on shared values across social networks.Research limitations/implicationsThe study produces early evidence that in a multiplexed networking world, social capital accrual and use online is different from that of off-line. More empirical studies are needed to understand the complexity of the changing nature of online and off-line social networks, the consequential social capital and their interdependence in DE.Practical implicationsThis is an exploratory qualitative study using a limited sample of 35 Australian digital entrepreneurs to explore the impact of social network interaction on digital entrepreneurs and their ventures, with the purpose of stimulating a social network approach when studying DE. This study confirms the critical importance of entrepreneurial social networks in the digital age and provides empirical evidence that online networks foster business development, while off-line networks feed self-development.Originality/valueThe study contributes to current research on DE as a dedicated new research stream of entrepreneurship. Specifically, the study contributes to a greater understanding of how digital entrepreneurs leverage social networks in today's digitally connected society.

Book reviews serve multiple functions. They are not only used to assess the merit of individual books but also contribute to the creation and maintenance of scholarly communities. This paper draws on nineteenth-century book reviews to outline three of their features that contributed to the selfdefinition of such communities: the assessment of books, the assessment of authors, and the use of positive and negative politeness strategies to address individual authors as well as a broader audience. The analysis will be based on the book reviews of the German Semitist Theodor Nöldeke and the experimental psychologist Wilhelm Wundt in the Literarisches Centralblatt in the eighteenseventies. In their book reviews they both criticized and praised their peers, which turned review journals like the Centralblatt in arenas for polemic debate as well as meeting places for likeminded scholars. To be more precise, book reviews were used to communicate standards of scholarly excellence, expectations of the character and skills of scholars, and the acknowledgement of the value of the continued existence of aims and interests shared among a large group of academically educated and employed scholars. By contributing to the establishment and maintenance of scholarly peer groups with shared values, book reviews also reinforced the dividing line between academic researchers and lay contributors to their fields.

The aim of the article is to identify factors promoting and hindering the implementation of corporate social responsibility (CSR) in a cluster. The analysis is based on the literature of the subject and desk research on clusters, as well as studies by the Polish Agency for Enterprise Development (PARP), the European Commission, selected clusters and the ECCP platform. Factors promoting and hindering the implementation of the CSR concept were analysed at three levels: macro – focusing on the cluster-society relationship; meso – at the level of relations between cluster members; and micro in relation to individual enterprises. The research shows that favourable and unfavourable factors co-exist, which limits the possibilities of implementing the CSR concept in a cluster. Moreover, the concept of CSR at the macro level, in overloaded clusters, requires further elaboration and well-established cooperation of the dominant stakeholders in order to eliminate social problems.

Despite the widespread growth of corporate social responsibility (CSR) initiatives in sport, the majority of professional sport teams still manage social engagement in an opportunistic manner. Tactical attempts toward CSR management can provide discrete and short-term benefits, but lack the ability to create lasting social and economic impacts. This study uses an entrepreneurship perspective to study CSR management in sport. More specifically, it builds on the concept of corporate social entrepreneurship (CSE) to study the transition toward more strategic CSR approaches. Through an in-depth study of a single professional soccer case in Belgium, the drivers of CSE and their relation to strategic CSR development and implementation were explored. The findings indicate the importance of having an intrapreneur, an enabling organization, and, to some extent, stakeholder alliances. Challenges, however, arise at the level of organizational culture and aiming for shared value creation.

In a higher education institution, perceptions and values are split due to the emergence of subcultures, and market orientation is split into competitive, customer (student) and interfunctional orientation. This study seeks to shed light on the concept of market orientation in this context through a comparison of perceptions and values of market orientation in subcultures in a higher education institution in Hungary and consider avenues for potential best practice. Through a mixed method approach, subcultures are identified and are found to exhibit a combination of overlapping and disparate market-oriented values and perceptions. Market orientation is found to be a continuum and affected by an array of latent variables, such as level of support (institutional and collegial), attitudes to performance appraisal and extent of external focus. Management must tailor the initial message of a market orientation strategy to the shared values at the organizational level, and then adjust the message and incentives to each subculture. In this way, management can create an atmosphere of cohesion, whilst addressing diversity in subcultures.

Los conflictos sociales son reclamos históricos de la humanidad y el rol de responsabilidad social empresarial en el conflicto social, son elementos e instrumentos gravitantes para la gestión de la misma. El objetivo del estudio consiste en describir y analizar el proceso de gestión de los conflictos sociales desde una mirada de responsabilidad social empresarial. El enfoque metodológico utilizado es cualitativo, donde se rastreó documentos y actas de los descriptos, con el análisis e interpretación de dos casos en la región de Puno – Perú; la empresa Aruntani SAC y la empresa San Gabán SA. Los resultados evidencian que, en el proceso histórico, el conflicto social evolucionó el tránsito desde las luchas clasistas, el conflicto armado, crisis de institucionalidad, conflicto socio ambiental y gestión social. De manera concluyente, se indica que en el caso de la empresa Aruntani SAC, no se implementa un Programa de Responsabilidad Social Empresarial (PRSE) como tal, ya que esa entidad opta por realizar convenios marco, con aporte económico al área de influencia y por esa razón, el factor más determinante que origina los conflictos sociales es el tema de contaminación ambiental. En el caso de San Gabán S.A. se implementó el PRSE desde el año 2008, siendo una de las pretensiones importantes para la convivencia armoniosa de la empresa, sus grupos de interés a través de actividades y proyectos de valor compartido, lo cual en cierta medida ha mitigado los conflictos sociales.

Extant literature provides evidence of a direct relationship between leadership and organisational outcomes. Affective leadership styles would create shared values, commitment and teamwork amongst ...

PurposeThis paper is a step toward a sustainability-based view of firm performance, which focuses on how companies may achieve and maintain a competitive advantage in a circular economy that is increasingly dominated by sustainability.Design/methodology/approachThis is a conceptual research paper, which provides a coherent basis for the diverse literature about sustainability, corporate social responsibility, creating shared value, shared value innovation, sustainable design and the United Nations’ Sustainable Development Goals.FindingsThe paper complements extant reviews and dynamic frameworks, such as the natural resource-based view and the innovation-based approach, to understand how firms may profit from sustainability in their business ecosystems with multiple stakeholders concerning the triple bottom line beyond financial performance. A firm’s sustainability architecture at multiple organizational levels includes interdependent components reflecting environmental, social and economic sustainability, which enable firms to achieve more value and/or do less harm. The intertemporal renewal of this architecture and its interdependencies with non-sustainability components highlight the dynamics of sustainability transformations for understanding the sustainability–performance relationship.Originality/valueThis paper contributes to sustainability research by developing a conceptual framework, which may be a basis for integrating the variety of management-related sustainability research. It further adds to research into competitive advantage by clarifying how firms may profit from sustainability. Moreover, the conceptual framework contributes to business ecosystem research because it considers internal factors in an organization as well as external factors in a firm’s environment. Finally, this paper offers new insights into strategy dynamics because the intertemporal perspective of changing a firm’s sustainability architecture underscores the need for continuous sustainability transformations.

This paper proposes a tactical tool to enhance effectiveness of OMO (Online Merge Offline) marketing, explained through 7Ps × D × C, with R as a moderating variable (D = Digitalization, C = Connect...

Using a sample of frontline police officers from several mid-sized municipal police departments in the United States, this study explores the relationships between frontline police officers’ self-legitimacy, organizational fit, moral alignment with policed communities, and attitudes toward democratic policing principles. Using partial least squares structural equation modeling, the analysis frames democratic policing using a formative latent construct to test several hypotheses. The results support a direct positive relationship between self-legitimacy and attitudes toward democratic policing, and suggest the relationship is partially mediated by officers' perceptions of moral alignment with their policed communities. The results further demonstrate that self-legitimacy is significantly related to organizational fit, but organizational fit does not appear to mediate the relationship between self-legitimacy and attitudes toward democratic policing.

Drawing on Wales, Monsen, and McKelvie's (2011, Entrepreneurship Theory and Practice,35(5), 895–923) model of entrepreneurial orientation pervasiveness and the strong culture hypothesis (Denison, 1984, Organization Dynamics,13, 4–22), this study investigates howentrepreneurial orientation (EO) strength, defined as the level of agreement in the shared perceptions of EO, serves as a boundary condition of the EO–firm performance relationship. Four field studies provide evidence for a valid and reliable 10-item multidimensional measure of entrepreneurial orientation, the EO-10, which in turn, may be used to assess EO strength. We establish content and construct validity of the EO-10 (study 1;n= 447 employees), criterion-related validity with revenue growth and sales growth (study 2;n= 412 employees in 43 profit centers), and convergent validity with Covin and Slevin's (1989, Strategic Management Journal,10, 75–87) 9-item measure (study 3;n= 291 employees). Finally, in study 4 (n= 853 employees nested in 22 organizations), we demonstrate the interactive effects of EO and EO strength on profit growth and revenue growth. In sum, this study provides conceptual and empirical evidence for the importance of EO strength as a moderator of the EO–firm performance relationship.

Social enterprises can play an instrumental role in addressing major societal challenges in subsistence marketplaces through the creation of shared value. However, there are many social barriers in subsistence contexts that exclude vulnerable groups from participating in, and benefiting from, the shared value creation process. These social barriers are contextual in nature and arise from sources such as gender-based discrimination or caste-based discrimination. The exclusion of such vulnerable groups undermines the goal of inclusive social innovation and sparks concerns of elite-capture of shared value in subsistence marketplaces. In this paper, we highlight how social enterprises can overcome the concern of elite-capture of shared value by fostering inclusive social innovation in subsistence contexts. Our research draws from a longitudinal inductive study of nine Indian social enterprises operating in industrial markets such as agriculture and logistics. We apply and extend insights from institutional work perspective to uncover three principal mechanisms for fostering inclusive social innovation, namely – a) relational work, b) inclusion work and c) equity work. These mechanisms work in concert to facilitate the a) creation of shared value in subsistence contexts, b) inclusive distribution of shared value, and c) fair distribution of shared value.

Although rice production adjustments were officially abolished in 2018, they still exist in the form of game equilibria and customary institutions in Japan. However, market-creating innovations are considered to be able to change the culture of the entire society, including the cognition of producers and consumers towards rice, rice products and rice cultivation. Therefore, the purpose of this study was to clarify the necessity of rice policies for long-tail market-creating innovations in Japan. Specifically, structural equation modeling (SEM) and cognitive map analysis were introduced in a questionnaire survey of Japanese consumers. The following analytical results were obtained. First, rice policies that promote consumers’ independent orientation for rice consumption including their potential needs about rice such as information, environment, packaging, safety, health, and various ways of eating, etc. are required. Second, Japan’s rice market needs to be transformed from a short tail to a long tail through market-creating innovations. Finally, rice policies to promote the businesses conducted in partnership with consumers and local residents for “Creating Shared Value” through organizational learning and stakeholder management are also required.

Purpose This paper aims to underscore major opportunities for shared value innovation based on data management efficiency, which has often been overlooked so far. By integrating prior research about digital transformation, shared value creation, entrepreneurial marketing and the innovation-based view of firm performance, it addresses a major gap in the literature. Design/methodology/approach The innovation-based arguments illustrate how efficient data management may lead to different types of innovation, which provide opportunities for growth and efficiency gains after the coronavirus pandemic. Findings Many companies’ digitalization programs have concentrated on strengthening the efficiency of current business processes. Thus, these initiatives have contributed to the efficiency of traditional analog activities by using data and smart algorithms. In contrast, the efficiency of the underlying data management was largely neglected, but the COVID-19 pandemic has highlighted its importance. To overcome the limited emphasis on sustainability and efficiency in the digital context, this paper focuses on data management efficiency. After detailing this concept, it is linked to the growing literature about creating shared value, and a process segmentation for implementing shared value innovations in the field of digital efficiency is developed. Originality/value The paper extends research into digital transformation by emphasizing that the distinction of effectiveness and efficiency is as relevant in the digital context as in the traditional analog environment. It further provides new insights into creating shared value because it increases the awareness of researchers and managers to consider data management efficiency as a basis for shared value innovation with positive effects on the triple bottom line. The paper also contributes to entrepreneurial marketing research because data management efficiency provides significant opportunities for entrepreneurs, startup firms and innovators in established organizations to develop entirely new markets based on new services, solutions and business models. Finally, the paper deepens the understanding of the innovation-based view of firm performance.

Numerous scholars have noted social issues such as inequality and insufficient social capital as limitations of efficiency-oriented neoliberal development strategies. In this context, the Moon Jae-in administration in South Korea declared social value as the core value of the state. Therefore, public institutions are required to prioritize social value. Beyond ideological discussions, these social and policy changes suggest the need for concrete discussions on how to practically realize social value. Public institutions have strengthened their social responsibility, contributing to local communities and low-income groups. However, companies often consider social responsibility a cost, which impedes growth. As public enterprises, a type of public institution, have the characteristics of a company, their inherent goals of profitability or entrepreneurship may be limited by enhancing publicness to realize social value. Therefore, public enterprises face the challenge of realizing social value in a way that benefits both society and business. To devise measures to realize social value by strengthening publicness while ensuring profitability, this study focuses on Creating Shared Value (CSV), which benefits both companies and society. Publicness and profitability, two values that public enterprises pursue, are discussed, and Corporate Social Responsiblilty (CSR) is compared with the CSV perspective, which aims to benefit both. This study devises measures from the CSV perspective for realizing social value in the Korea Expressway Corporation, a public enterprise. Implications for other public enterprises are highlighted. Points for practitioners As the need for public institutions to solve social issues has increased, public enterprises face the challenge of realizing social value while ensuring profitability. In this context, this study took the CSV approach and conducted a case study on the Korea Expressway Corporation to present plans for public enterprises to create social value by fulfilling their purpose. By suggesting a process and detailed projects from the CSV perspective, this study will help practitioners to create social value tailored to the characteristics of each public enterprise.

Restaurant is a limitless industry, serving food and drinks to everyone near and far from their homes. It takes innovation and creativity in a business in order to continue to compete with other similar companies. Coffee shops are starting to grow and are mushrooming especially in big cities like Bandung. Co-creation is a term with the intention of allowing consumers to create shared value through collaboration their own desired drink which is expected to increase the level of visits at the coffee shop. This research was conducted in a period of less than one year, so the approach method used is a cross sectional method. Through this method with the aim of researchers being able to reveal and examine how much influence co-creation has in coffee shop consumer visits in Bandung. Based on the variables studied, the research method used is the quantitative method. The results show that Co-Creation is in the very high category and is an indication that the majority of respondents have a tendency to believe that all creative activities and social processes through collaboration between the coffee shop and their consumers have been carried out well. The level of visits is in the high category, this shows that respondents have high satisfaction so that it encourages buying behavior and loyalty. This means that a well co-creation will create the consumers to make visits and purchase attitudes.

The United Kingdom imposed an arms embargo on Chile in 1974 but not on Argentina after the 1976 coup, despite brutal military dictatorships in both countries. What explains this difference? What can this difference reveal about the determinants of government decisions regarding arms exports? Using mainly archival evidence, this article demonstrates that this difference is explained by a stronger advocacy network in the United Kingdom campaigning on Chile, which was largely due to a greater identification of the British left with the Chilean struggle. The hub of this network was the Chile Solidarity Campaign, which mediated the influence of the transnational anti-Pinochet movement on the UK government. These findings suggest that shared values or identities make transnational issues more likely to resonate with domestic audiences. Evidence also indicates the importance of activists’ connections with gatekeepers, focus on specific arms deals, and demonstrated causal chains between arms exports and repression.

Online communities have the potential to help teacher education programs inform and prepare future teachers to teach children equitably and confront social injustices. The purpose of this study was...

The aim of the study was to shed light on the situation of a professional learning community within Icelandic preschools and its connection with the educational position and job satisfaction of staff, other than formal leaders. Numerous attempts have been made to capture the practices and characteristics of professional learning communities in educational settings (Hall & Hord, 2015; Huffman & Hipp, 2003; Stoll & Louis, 2007). In Iceland those efforts have mainly been aimed at the compulsory level (Anna Kristin Sigurðardottir, 2010; Berglind Gisladottir et al., 2019) but only rarely at the preschool level (Svava Bjorg Mork & Runar Sigþorsson, 2011). However, the ideology of a professional learning community is prominent in the National Curriculum Guide for Preschools in Iceland (Mennta- og menningarmalaraðuneytið [Ministry of Education and Culture], 2011). In this study a professional learning communities’ assessment questionnaire developed by Huffman and Hipp (2003) and later revised (Hipp and Huffman, 2010; Olivier and Hipp, 2010) (Professional Learning Community Assessment - PLCA) is adapted to the Icelandic preschool work-situation and used to assess the perception of preschool staff (other than formal leaders); preschool teachers, staff with other pedagogical education and staff without any pedagogical education relating to professional learning communities. The assessment tool consists of five dimensions of professional learning communities: shared and supportive leadership; shared values and vision; collective learning and its application; shared personal practices; and supportive conditions, divided into relationships and structures (Olivier and Hipp, 2010). Data was obtained by a survey. Within one municipality, seven preschools were contacted that identified themselves as working within the ideology of professional learning communities. Principals of five schools accepted participation on behalf of their staff and provided their e-mail addresses. A questionnaire was sent to the staff, followed up twice with an e-mail reminder and once with a phone call to the principals. The response rate was 54%. The results indicate that the staff experienced the characteristics of a professional learning community in considerable strength. Within the professional leadership communities’ dimensions shared values and vision had the highest score followed by collective learning and its application. In turn, shared and supportive leadership and shared personal practices followed, obtaining slightly lower scores. On the dimension Supportive conditions, relationships had rather high scores, but structure obtained significantly lower scores. However, the schools experienced these attributes somewhat differently. Three of the schools had a rather strong presence of professional learning communities but two of the schools were considerably weaker in that respect. It seems that educational resources and time for cooperation regarding professional work, especially concerning inquiry and reflection on educational matters, need to be improved, both within the schools and among school operators, the municipalities. Preschool teachers are more likely to experience a professional learning community than employees with a different pedagogical education, and much more likely than staff with no such education. Staff satisfaction grew with the increased feeling of professional learning communities and experiencing stronger characteristics of learning communities was associated with being less likely to be planning to leave the job. Within Icelandic preschools, at least 53% of employees are without pedagogical education (Hagstofa Islands [Statistics Iceland], n.d.) and the turnover rate is high (Hagstofa Islands, 2019). It can be concluded that strengthening a professional learning community is a way to improve job satisfaction and reduce staff turnover. It seems that more attention needs to be paid to building a culture that supports the characteristics of a professional learning community where all staff have more equal opportunities to contribute to the community and develop their potentials for the greater good of their students. Hopefully, these findings can contribute to the development of professional learning communities in preschools in Iceland by pointing out the importance of different elements of the professional learning community and their importance for job satisfaction at preschool level. Furthermore, we suggest that the study could serve as a basis for further research in this field.

This research is a continuation of the recent papers [20, 21]. In this paper, we deal with the uniqueness problems on the derivative of $$f(z)$$ with its shift $$f(z+c)$$ and give a new perspective on discussing the complex differential-difference equation $$f^{\prime}(z)=f(z+c)$$ .

Despite that social capital is widely used to explain social interactions and networking on social media, there is no consensus on the measurement of social capital, and successful assessment is difficult. To address this issue, this research presents an empirical comparison of three different social capital scales in the context of online brand communities: Chiu et al.’s six sub-dimensional model (2006), Lin and Lu’s three-dimensional model (2011), and Williams’s two-dimension model (2006). Results indicate that social capital in an online brand community environment mainly consists of three dimensions, including social interaction ties, trust, and shared value, lending support for Lin and Lu’s scale over the others. Our investigation of social capital scales provides managerial and theoretical implications by identifying and validating context-specific measures of social capital.

Feminist researchers have long embraced the challenging, dismantling, and reimagining of psychology, though their contributions to transforming psychological science remain largely overlooked in the mainstream open science movement. In this article, we reconcile feminist psychology and open science. We propose that feminist theory can be leveraged to address central questions of the open science movement, and the potential for methodological synergy is promising. We signal the availability of feminist scholarship that can augment aspects of open science discourse. We also review the most compelling strategies for open science that can be harnessed by academic feminist psychologists. Drawing upon best practices in feminist psychology and open science, we address the following: generalizability (what are the contextual boundaries of results?), representation (who is included in research?), reflexivity (how can researchers reflect on who they are?), collaboration (are collaborative goals met within feminist psychology?), and dissemination (how should we give science away?). Throughout each section, we recommend using feminist tools when engaging with open science, and we recommend some open science practices for conducting research with feminist goals.

By following a sociolinguistic, ethnographic approach, this paper explores the intricacies behind the construction of a collective identity in the practices of a community radio station, off- and on-air, that serves the Spanish speaking Latin American community in London. The analysis of the information gathered from a 6-months ethnography conducted in a well-established radio station in South London, allowed me to document how the politics of identity delivered on air, far from being a straightforward process, entails some decisions regarding what to say and how, in order to deliver harmonious relations. The shared use of the Spanish language, albeit in different varieties, and some perceived shared values, become the salient markers to present this harmonious identity. Projecting a unified group identity is seen as an important aim for migrants when navigating diaspora in the UK.

PurposeThe purpose of this study is to analyze how corporate social responsibility (CSR) affects a company's value. It does this specifically by analyzing the effect of socially responsible behaviors on shared value (SV) creation, in order to foster higher performance (PRF) and greater competitive advantages, considering the moderator role of the supply chain leadership dependency (SCLD). It provides new insights into CSR management to ensure business sustainability for supply chain management.Design/methodology/approachThis study uses a structured questionnaire to gather data from a cross-sectional sample of 425 supply chain partners for Portugal's biggest energy supplier. Structural equation modeling is used to test the proposed hypotheses, and a multigroup analysis is conducted to find how a supplier's dependency can impact the suggested relationships.FindingsThe findings suggest that CSR positively impacts CA, SV and PRF. Additionally, this study reveals that SV has a positive impact on PRF. Additionally, the SCLD appears to moderate some of the proposed relationships.Research limitations/implicationsThis paper provides some empirical evidence of the influence of CSR on organizational value creation, contributing toward a better understanding of the impacts of socially responsible behaviors on business sustainability. The overall results may support the importance of CSR, identifying how a socially responsible company may create value for itself and share it with partners, thereby improving performance and competitiveness, while considering the role of dependency in moderating these relationships. Yet, the research considers only one company supplier. The relationships between variables need to be explored in other practical case studies and longitudinal investigations to improve upon the potential for making generalizations.Practical implicationsResults show that being cooperative might make a company more competitive, which might be one of the foundations of CSR and sustainability.Social implicationsThis study claims that profit alone is no longer sufficient for the legitimization of business. As an alternative, SV creation has become the new goal for businesses seeking to regain and improve societal trust.Originality/valueThe overall results may support the importance of CSR, identifying how a socially responsible company may create value for itself and share it with partners, thereby improving performance and competitiveness, while considering the role of dependency in moderating these relationships.

The aim of this study was to synthesize previous knowledge about ethics in nurses' interprofessional collaboration in clinical practice. Although healthcare professionals have common goals and shared values, ethical conflicts still arise during patient care. We carried out a meta-synthesis of peer-reviewed papers published in any language from 2013-2019, using both electronic searches, with the CINAHL, PubMed, Scopus, and SocINDEX databases, and manual searches. We identified 4,763 papers and selected six qualitative papers, and three theoretical papers, based on predetermined inclusion and exclusion criteria and quality appraisal. The studies came from the USA, Canada, Sweden, Australia, Botswana, and the Netherlands. We found that in ethics studies on nurses' interprofessional collaboration in clinical practice the focus has been on factors that affect how patients receive care. These factors were patients' wishes, whether they were told the truth about their condition, and how different professionals recognized and treated their pain. The focus in the papers we reviewed was on the roles of different professionals during the care process, including ethical conflicts with regard to their aims, commitment, and the balance of power among them and other professions. More research is needed to raise the visibility of how nurses and other professionals recognize, and evaluate, their professional and interprofessional ethics.

Reciprocal mentorship is how Indigenous students and non-Indigenous supervisors can supportively navigate their way through graduate research in higher education. Reciprocal mentorship as trans-systemic knowledge values both Indigenous and Eurocentric worldviews, whereby the student has the expertise from Indigenous community and the academic supervisor has the expertise in the academic world. Through sharing stories of their research journey within a Canadian University, Webster and Bishop offer key insights around engaging in reciprocal mentorship, navigating the two-worlds, finding a common language, and having shared values. As a result, Indigenous and non-Indigenous students and supervisors may see themselves within the stories and seek reciprocal mentorship to be successful in the academic research and educational journey and make an impact in their university and beyond.

This article aims to investigate: (1) ideas and ideals of the establishment of PM Gontor; (2) Phases of the grounding of Gontor's PM ideas; 3) Proliferation of PM Gontor as the largest pesantren corporation in Indonesia; 4) Elements of Gontor's organizational culture. Data was collected through interviews, observations, and documentation studies. Data analysis was carried out through four stages, namely: domain analysis, taxonomic analysis, compound analysis, and analysis of cultural themes. The results showed: (1) The existence of PM Gontor started with Pesantren Tegalsari ideas about the responsibility of advancing the Islamic Ummah and seeking the pleasure of Allah SWT; (2) The earthing phases of PM Gontor's ideas stretched during the founding of Old Gontor, the planting of shared values in the New Gontor era, instilling shared values through tiered education (3) The Gontor PM Proliferation is an effort to spread Gontor energy throughout Indonesia; (4) The elements of organizational culture in PM Gontor include the ideas/ideals of Tegalsari, educational strategies, shared values in the five souls, and the application of the five-term as a producer of the PM Gontor artifacts. The implication of this research is to continuously improve educational institutions by revitalizing the main dimensions of organizational culture.