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The guest editorial seeks to introduce the papers in this special issue, which focus on the contribution which industrial and organizational psychology can make towards poverty reduction. It also aims to suggest future research directions.

The paper begins by offering a broad conceptualization of how industrial and organizational psychology can frame an approach towards poverty reduction. The second part gives a brief outline of each paper in the special issue.

This special issue brings together studies which generally focus on aspects of the aid worker experience, addressing adjustment issues for international aid workers, relationships between workers, and the value of self‐organizing and social support.

Factors, which could hinder aid workers from achieving their goals, are a common theme across the papers. Variables, which need to be considered, scales, which could be adopted for measuring key issues, and policy issues, which aid organizations need to consider, are discussed.

The paper highlights how industrial and organizational psychology can contribute to poverty reduction.

Some charitable organisations market third‐party gifts, in which some good, for example a goat, is given to a developing world beneficiary and at the same time is a present to a recipient in the developed world. Little is known about whether such gifts are successful as presents and whether these are a good charitable marketing device. This paper seeks to examine this issue.

Two studies investigated attitudes towards, and beliefs about, such gifts in possible and actual donors and recipients.

Third‐party gifts often make acceptable presents, depending on the recipient and occasion. Gifts of specific goods are preferred to gifts of money, particularly when the benefit to the developing world beneficiary is considered. Such gifts also inspire a reasonable degree of trust.

It is not clear how much benefit beneficiaries receive from third‐party gifts or why donors prefer to give specific goods as gifts.

Third‐party gifts appear to be a successful marketing tool and a means by which poverty can be reduced.

This research extends and combines previous research on gifting to the third‐party gift‐giving process and offers charities some insights into how they might use this process to facilitate donations.

The purpose of this paper is to propose an integrative model of time management, and in particular develop a scale to measure organizational variables which would facilitate and support time management practices. The research also examined whether the time management environment is related to turnover intentions and stress.

Three studies are reported. Study 1 sampled 262 employees from 20 organizations and these data were used for the initial factor analysis of the time management environment (TiME) scale. Study 2 sampled 205 employees from an aircraft maintenance organization, and these data were used to further refine the factor structure of the TiME scale, to conduct a CFA, examine the relationship between the TiME scale factors and turnover intentions, and to examine the test‐retest reliability of the TiME scale. Study 3 sampled 156 employees across eight organizations, and these data were used to examine the relationship between the TiME scale factors and stress.

The TiME scale has five factors, and each has acceptable internal consistency and test‐retest reliability. TiME scale factor scores were negatively correlated with both turnover intentions and stress.

The research did not examine the convergent and discriminant validity of the TiME scale.

The TiME scale provides for the assessment of whether an organization's environment is facilitating and supporting its employees' attempts to engage in time management, and can also be used as a measure of transfer climate for time management training interventions.

The TiME scale addresses a gap in the time management literature. It has considerable applied value, and along with our integrative model should allow for the development of a more complex understanding of the time management process.

The aim of this paper is to test a model of the relationship between organizational memory and empowerment. The model posited that organizational memory would be related to requests to share knowledge, psychological empowerment in the workplace (meaning, competence, self‐determination and impact), and organization‐based self‐esteem.

The model was tested with 134 employees representing six companies using hierarchical regression analysis.

Significant relationships were found between organizational memory and requests to share knowledge, empowerment, and organization‐based self‐esteem. Findings indicated that a positive stereotype may exist towards older workers and the frequency they are requested to share knowledge, and that a halo‐type effect may operate, where knowledge of an organization's history is generalized to other knowledge domains.

Causal implications cannot be made as this was correlational research. Some of the research measures while achieving acceptable to good reliability were in an early development stage. The study utilized a convenience sample that may limit how the results can be generalized.

The paper indicates that organizations can emphasize positive outcomes for those who are knowledge repositories and mentors. It is also important to consider possible “positive stereotypes” which may be operating when organizational members evaluate older workers as knowledge repositories and mentors.

The paper addresses the assumptions in the human resources literature concerning the role of older workers as repositories of organizational memory and suitable mentors. The study introduces the “requests to share knowledge scale”.

The idea of implementing supply chain management (SCM) principles for the construction industry was embraced by construction stakeholders to enhance the sector's performance. The analysis from the literature revealed that the implementation of SCM in the construction industry enhances the industry's value in terms of cost-saving, time savings, material management, risk management and others. The construction supply chain (CSC) can be managed using the pull or push system. This chapter also discusses the origin and proliferation of SCM into the construction industry. The chapter revealed that the concept of SCM has passed through five different eras: the creation era, the use of ERP, globalisation stage, specialisation stage and electronic stage. The findings from the literature revealed that we are presently in the fourth industrial revolution (4IR) era. At this stage, the SCM witnesses the adoption of technologies and principles driven by the 4IR. This chapter also revealed that the practice of SCM in the construction industry is centred around integration, collaboration, communication and the structure of the supply chain (SC). The forms and challenges hindering the adoption of these practices were also discussed extensively in this chapter.

Entrepreneurship evolves in and around fields, particularly around the creation of opportunities. A central problem remains that entrepreneurial opportunities are both distributed among and co-created by embedded actors. We propose framing this in cultural terms as a “multiverse problem,” whereby entrepreneurial possibilities are understood within the bounds of a field, but also through traversing adjacent topographies. We argue that a focus on entrepreneurial moments captures important dynamics that bring together adjacent possibles, leading to drastically different pathways. The usefulness of this argument is illustrated in this paper through the articulation of a cultural cartographic approach to mapping and realizing entrepreneurial possibilities. We develop four principles of cultural cartography, apply them to several examples, and demonstrate implications to cultural entrepreneurship and adjacent theoretical traditions.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

In this chapter, we explore the importance of morality in groups. We draw from decades of research from multiple perspectives, including psychology, neuroscience, philosophy, and organizational science, to illustrate the range of ways that morality influences social attitudes and group behavior. After synthesizing the literature, we identify promising directions for business ethics scholars to pursue. We specifically call for greater research on morality at the meso, or group, level of analysis and encourage studies examining the complex relationship between moral emotions and the social environment. We ultimately hope that this work will provide new insights for managing moral behavior in groups and society.

Biosolids, the residual solids from wastewater treatment operations and once considered a waste product by the industry, are now becoming increasingly recognised as a multifunctional resource with growing opportunities for marketable use. This shift in attitude towards biosolids management is spurred on by increasing volatility in energy, fertilizer and commodity markets as well as moves by the global community towards mitigating global warming and the effects of climate change. This chapter will provide an overview of current global biosolids practices (paired with a number of Australian examples) as well as discuss potential future uses of biosolids. Additionally, present and future risks and opportunities of biosolids use are highlighted, including potential policy implications.