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The article questions what is meant by the term critical theory and discusses some common misconceptions that have arisen about the meaning of this term. The dialectic logic that was championed by the group of scholars collectively known as the Frankfurt School is outlined and a number of implications for the field of organization and behaviour are discussed.

Throughout April/May of 2009 a new type of virus surfaced in Mexico and the USA, denominated H1N1 or swine flu, that has been immediately disseminated worldwide. Even though the mortality of this virus has been slow, comparing with other antecedents, the mass‐media articulated a troublesome discourse that put the world in tenterhooks waiting for the evolution of the symptoms. Emulating the mythical archetype of what we knew as Spanish flu, which affected more than 50 million people during 1918 and 1920, journalism triggered panic in the four corners of the world. Under such a context, the purpose of this paper is to explore the connection between the coverage of mass‐media and press of swine flu in Buenos Aires (Argentina), and how the principle of resilience in this conjuncture works.

In order to understand this issue in an all‐encompassed manner, the author conducted ethnography in Buenos Aires during April to June of 2009 combining informal with formal interviews and analysis of contents extracted of press coverage. It is important to mention that the role of observer was hidden to capture vividly the social behaviour as long as a context of health emergency.

The findings of this research reveal that fear becomes an efficient instrument to keep the status quo in context of disasters. In addition, it is important to clarify that virtual disasters do not permit societies to learn of their tragedies and affects considerably their abilities for resilience.

Unfortunately, there is no abundant literature to support the outcomes of the present paper in respect to swine flu. Beyond ethical boundaries of journalism, the point of discussion, here, seems to be whether news should be edited or transmitted in rough during a moment of uncertainty. As a whole, the debate is circumscribed to non‐edited news which can result in uncontrollable society response, while edited news jeopardizes the freedom of the press.

This paper provides an original point of view that contrasts the thesis of Baudrillard in respect to the spectacle of disaster. The panic disseminated by media blurs the boundaries between culprit and innocence presenting to the poorest sectors as the main concerns of society. That way, the earlier imbalances that allowed the disasters are replicated once again. In contrast with Baudrillard, this paper considers that Swine flu really took place and was something other than a show. An event like this, elaborated and commercialized is of course, aimed at reinforcing the legitimacy of privileged groups.

Raises the initial problem of what is meant by the term critical theory and discusses some common misconceptions that have arisen about the meaning of this term. The dialectic logic that was championed by the group of scholars collectively known as the Frankfurt School is outlined and it is noted how dialectics transcends binary oppositional thinking. It is argued that the body of work of these scholars has a strong contemporary relevance to issues in the management of change in organizations. The other papers in the issue are introduced.

The purpose of this paper is to extend research on boundary making and breaking through alternative football clubs. These entities have borne out of the disappointment caused by the neoliberal turn of the football industry, which excluded traditional fans from being active actors and therefore call for study and generalization of specific forms of alternative accountability.

The study looks at emerging trends in the accounting and sport literature by drawing on two concepts that emerged in critical scholarship: critical performativity and critical dialogical accountability, with the aim of better understanding how these elements are developed and shaped within an alternative form of football organization. The focus on Football Club United of Manchester drives the ethnographic approach with data collected via participant observation, field-notes, documental analysis and semi-structured interviews.

The research shows that the pillars of the club's ethos, pushing its critical performative interventions toward setting new boundaries, are democratic governance and accountability, favoring participation and inclusion, and strictly linked to this, a responsibility to local communities. However, the study also highlights the difficulties of maintaining these boundaries when core values are threatened by degeneration.

The study makes a novel contribution to the field of accounting and sport, showing how an alternative football club adopts inclusive accountability systems that go beyond mainstream neoliberal practices. Such an inclusive approach can stimulate critical performativity, moving away from means-end rationality.

This paper aims to examine how metaphors mediate organizational change across space and time.

The data consist of 113 speeches by vice‐chancellors of a distance learning university, recorded in texts. Texts are apposite for this research as they transmit meaning across time and space. Hermeneutics is an appropriate methodology because it enables interpretation across temporal and spatial distance.

The paper finds that textual metaphors mediate organizational change across space and time in five ways: transferring from familiarity to strangeness, providing coherence, “breaking distance” changing reality through changing language, and recontextualising.

The study focuses on formal organizational texts and excludes informal texts and conversation. Change outcomes are not studied; there should be further research on how metaphors affect change over time and space.

Metaphors enable managers to communicate change across time and space. Textual metaphors are continuously available and interactive, enabling dialogue between managers and staff across space and time.

The paper furthers our knowledge of how metaphors mediate change across both space and time. Metaphors translate the organization across distance, fusing spatial and temporal horizons, effecting organizational change by changing language. The organization becomes a metaphor of itself, recontextualising across time and space.

The purpose of this paper is to question extant categorizations of organization and to introduce the concept of the hypermodern organization. In so doing, it aims to contribute to the understanding of the hypermodern organization by means of a case study of the accelerated appearance and disappearance of Enron.

Consideration is given in the paper to organization and its various forms, namely, the premodern, the modern and the postmodern organization. The hypermodern organization is then introduced and elaborated upon. To demonstrate the contemporary relevance of the hypermodern organization the increasing speed of both the appearance and disappearance of Enron is reviewed. The contribution of an increase in velocity to the disintegration of the hypermodern organization of Enron is considered.

Existing approaches to organizations and organizational change in the main fail to recognize the context and impact of hypermodernity. To address this, the paper introduces and develops the concept of the hypermodern organization. The relevance of the hypermodern organization to an appreciation of organization and organizational change is demonstrated through an analysis of the accelerated appearance and disappearance of Enron.

The paper introduces a new conception of organization and organizational change. Further research is necessary to verify and build on the findings.

The paper contributes to the understanding of organizations and organizational change. It argues that the information and consumer‐driven societies of the advanced countries are characterized by hypermodernity. Existing approaches to organizations and organizational change essentially disregard the significance and impact of the hypermodern organization. The paper suggests that one of the results of the hypermodern organization is the accelerated appearance and disappearance of business organizations.

The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and human resources management researchers, we aim to contribute to the respective bodies of knowledge to provide both employers and employees with a workable foundation to help with those problems they are confronted with. However, what research on research has consistently demonstrated is that the scientific endeavor possesses existential issues including a substantial lack of (a) solid theory, (b) replicability, (c) reproducibility, (d) proper and generalizable samples, (e) sufficient quality control (i.e., peer review), (f) robust and trustworthy statistical results, (g) availability of research, and (h) sufficient practical implications. In this chapter, we first sing a song of sorrow regarding the current state of the social sciences in general and personnel and human resources management specifically. Then, we investigate potential grievances that might have led to it (i.e., questionable research practices, misplaced incentives), only to end with a verse of hope by outlining an avenue for betterment (i.e., open science and policy changes at multiple levels).

Research on work-family conflict has primarily focused on younger workers, with little attention being paid to workers across the lifespan. To address this gap, the current study aimed to examine work-family conflict for individuals aged 18 to 70, focusing on explanations for why age is differentially related to work-family conflict at different points in one's life.

Hypotheses were tested using data from two independent samples of working adults from the National Study of the Changing Workforce (n=3,552 and 2,852, respectively).

The results supported a curvilinear relationship, with youngest and oldest workers having the fewest conflicting demands between work and home. Further, the results demonstrated that family satisfaction and the age of the youngest child help explain why these workers are less likely to experience family interference with work. Finally, work hours were found to mediate the relationship between age and work interference with family.

One of the most substantial demographic transformations in the general population involves the aging of the workforce. This is one of the first papers to examine and provide insight into why age is related to work-family conflict.