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Patriotism is often described as the “love of country” that individuals display in the acclamation of their national community. Despite the prominence of this sentiment in various societies around the world, organizational research on patriotism is largely absent. This omission is surprising because entrepreneurs, human resource (HR) divisions, and firms frequently embrace both patriotism and patriotic organizational practices. These procedures include (among other interventions) national symbol embracing, HR practices targeted toward military members and first responders, the adulation of patriots and celebration of patriotic events, and patriotic-oriented corporate social responsibility (CSR). Here, the authors argue that research on HR management and organization studies will likely be further enhanced with a deeper understanding of the national obligation that can spur employee productivity and loyalty. In an attempt to jumpstart the collective understanding of this phenomenon, the authors explore the antecedents of patriotic organizational practices, namely, the effects of founder orientation, employee dispersion, and firm strategy. It is suggested that HR practices such as these lead to a patriotic organizational image, which in turn impacts investor, customer, and employee responses. Notably, the effect of a patriotic organizational image on firm-related outcomes is largely contingent on how it fits with the patriotic views of other stakeholders, such as investors, customers, and employees. After outlining this model, the authors then present a thought experiment of how this model may appear in action. The authors then discuss ways the field can move forward in studying patriotism in HR management and organizational contexts by outlining several future directions that span multiple levels (i.e., micro and macro). Taken together, in this chapter, the authors introduce a conversation of something quite prevalent and largely unheeded – the patriotic organization.

Economic evaluations often utilise individual-patient data (IPD) to calculate probabilities of events based on observed proportions. However, this approach is limited when interest is in the likelihood of extreme biomarker values that vary by observable characteristics such as blood glucose in gestational diabetes mellitus (GDM). Here, instead of directly calculating probabilities using the IPD, we utilised flexible parametric models that estimate the full conditional distribution, capturing the non-normal characteristics of biomarkers and enabling the derivation of tail probabilities for specific populations. In the case study, we used data from the Born in Bradford study (N = 10,353) to model two non-normally distributed GDM biomarkers (2-hours post-load and fasting glucose). First, we applied fully parametric maximum likelihood to estimate alternative flexible models and information criteria for model selection. We then integrated the chosen distributions in a probabilistic decision model that estimates the cost-effective diagnostic thresholds and the expected costs and quality-adjusted life years (QALYs) of the alternative strategies (‘Testing and Treating’, ‘Treat all’, ‘Do Nothing’). The model adopts the ‘payer’ perspective and expresses results in net monetary benefits (NMB). The log-logistic and Singh-Maddala distributions offered the optimal fit for the 2-hours post-load and fasting glucose biomarkers, respectively. At £13,000 per QALY, maximum NMB with ‘Test and Treat’ (−£330) was achieved for a diagnostic threshold of fasting glucose >6.6 mmol/L, 2-hours post-load glucose >9 mmol/L, identifying 2.9% of women as GDM positive. The case study demonstrated that fully parametric approaches can be implemented in healthcare modelling when interest lies in extreme biomarker values.

While corporate social responsibility (CSR) has been gaining support for the role it plays in employee outcomes, such as organizational identification (OID), the view of CSR from a social identity perspective is underdeveloped. This conceptual chapter explores the role of social identity processes grounded in organizational justice to develop a model of CSR attributions and the moderating role these attributions play in organizational member outcomes. CSR is understood as the relational processes happening with stakeholders, and these relationships engage specific organizational identity orientations. The social identity process flows from there, resulting in CSR attributions including strategic, relational, and virtuous. Using social identity, organizational identity, and organizational justice, this chapter makes two specific contributions: a CSR attribution typology grounded in organizational justice and the moderating impact of these attributions between activated justice dimensions and resulting organizational member outcomes.

Organizations are affected top-down by the overarching societies and bottom-up by foundational face-to-face encounters: societies provide norms, values, laws, institutions, beliefs, markets, political structures, and knowledge bases. What happens within organizations is done by people interacting with other people, arguing, discussing, convincing each other when preparing and making decisions. Organizations operate within social environments that leave their – however indirect – imprint on what is going on within organizations. This article argues that organizational sociology can benefit from an integrated theoretical framework that accounts for the embeddedness of organizations within the micro- and macro-levels of social order. The argument is developed in two main points: First, this article introduces the multilevel framework provided by Niklas Luhmann’s systems theory to demonstrate how organizations are shaped by the functionally differentiated macro-structure of society. Organizations follow and reproduce the operational logics of societal domains such as the political system, the economy, science, law, religion, etc. Second, this paper demonstrates how organizations are shaped by micro-level dynamics of face-to-face interactions. Face-to-face encounters form a social reality of its own kind that restricts and resists the formalization of organizational processes. Here, this article draws on Erving Goffman’s and Randall Collins’ work on interaction rituals, emotions, and solidarity, which is inspired by Durkheimian micro-sociology. At the end, this article brings together all the elements into one general account of organizations within the context of their macro- and micro-structural social environments. This account can yield a deeper and more sociological understanding of organizational behavior.

The aim of this chapter is to develop a conceptual model for the analysis of sustainable development and the ranking of cities based on selected standard criteria and metrics of smart cities. The conceptual framework contains standard and measurable indicators that influence the creation and survival of smart cities that could be self-sustaining, Green Resilient. We can measure the level of smartness of cities from two perspectives, first from the point of view of the degree of automation of services, infrastructure, buildings, transport, etc. and second from the point of view of planning the further development of the city in order to raise the quality of life of its citizens. Indicators should satisfy the principles of specificity, measurability, availability, relevance and timeliness (Schomaker, 1997). Researchers in the field of smart cities define different sets of characteristics, on which they construct a system of indicators that together describe the degree of development of a smart city. It must be taken into account the fact that there is no single set of indicators that would refer to the level of smartness of the city. It is a complex phenomenon, which occurs differently depending on the conceptual framework and the goal of classifying cities according to the complex characteristics of smartness, especially if you take into account the fact that the general well-being and quality of life of citizens are more important than only indicators of the quality of city services.

In this chapter, practice-theoretical perspectives on the production of gender and childhood are extended by the theory of new materialism. A practice-theoretical view of masculinity(ies) radicalises the concept of doing gender and thereby makes it possible to show that gender is always co-produced as part of other complexes of praxes. Thus, the connection between masculinity(ies) and youth cultural praxes can be discussed. The chapter first elaborates theoretically the connections between masculinity and childhood research. We will explore how these theoretical and methodological thoughts might be used in empirical research on masculinity(ies) and boyhood by referring to our own study on children and young people riding stunt scooters in a medium-sized city in north-west Germany.