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Scholarship on alternative organizations and cooperatives has argued that networks and intermediaries foster organizational form stability and protect collectivist-democratic organizations from rationalization as well as decoupling. This study of field-level organizing among food co-ops in the United States shows that rather than buffering collectivist organizations from conventional market and rationalization pressures, meta-organizations can also serve as a conduit for rationalizing pressures, subjecting vulnerable organizations to what I call quasi-coercive isomorphism. Using interviews of field participants, ethnographic observations of conferences, and content analysis of organizational documents, I examine the formation and impact of National Co+op Grocers, a meta-cooperative created to leverage scale and pool resources among food co-ops. I find that this meta-organization enforced grocery industry-oriented norms of operation, management, and presentation among its member organizations in return for providing mutual liability and economies of scale. This focus on select operationally scalable processes and structures for support generated isomorphic pressures that exposed, rather than sheltered, co-ops, especially smaller, resource-poor ones, from industry standards. The meta-organization thus promoted a sectorized model of more marketized practices for the field’s cooperatives that pushed co-ops to adopt conventional grocery store practices and distanced them from the practices of other cooperative form fields. Moreover, the potential of cooperative form-specific elements for scaling was not realized: collective ownership and democratic governance remained local concerns. These findings suggest that whether meso-level cooperation among cooperatives can support alternative form maintenance is contingent on the structure and scope of the meta-organization and on the perceived scalability of operational and governance elements of the cooperative organizational form.

The purpose of the chapter is to explore the relation between women’s healthy eating intention and food attitudes, beliefs, perceptions, and barriers with a focus on the effect of women’s income differences.

The research applies the Theory of Planned Behavior, including attitudes, subjective norms, perceived behavioral control, perceived barriers, and ability opportunity resources. Close-ended survey responses of 704 women between ages 25 and 65 years, affluent and at-risk-of-poverty women in three EU-member countries were analyzed.

Women are mostly positively inclined towards healthy eating, and income does not differentiate women’s inclination. Influencing factors are perceived behavioral control, attitudes towards healthy eating, subjective norms, and level of knowledge regarding healthy food. Barriers, when present, are similar for lower or higher income women and relate to routinized family habits and food affordability and availability.

Future research should thoroughly investigate family network and structure features, with a focus on family food preferences and habits.

Encouraging women’s healthy behavior also impacts children and men, and vice-versa. There is need to target all family components with enjoyable, self-rewarding, emotionally gratifying, and pleasant tasting food.

Income is an overestimated driver in healthy food choices. Women are strongly influenced by personal and environmental factors, mainly personal control, feelings, and family habits.

A holistic approach has been applied to teaching the whole student, yet rarely emphasized in faculty development in higher education. Similarly, learner-centered instruction has become more prevalent in higher education as a way of teaching students, but less so as a concept for faculty pedagogy. This chapter examines the psychological underpinnings of holistic, learner-centered instruction and describes strategies and materials for applying these principles to faculty development so that higher education environments are humanized for culturally diverse faculty and students. Conceptual frameworks underlying the approaches emphasize humanistic theories and the needs of adult learners. Topics addressed include: motivation, cooperative learning, culturally responsive teaching, active learning, metacognition, teaching for transfer, nonverbal communication and instructional technology. Faculty development efforts described include both interdisciplinary activities and a special project with the School of Engineering. While modeling holistic, learner-centered teaching in faculty development, university instructors are engaged in their own learning of effective pedagogy and their experiences and knowledge can be used subsequently to enhance student success in their courses.

A holistic, learner-centered approach enables higher education faculty to create stimulating, nurturing, safe and respectful classroom environments which promote student engagement, content mastery, cognitive skill development, intrinsic motivation and attitudes which foster thinking and learning. Consequently, this chapter provides faculty, administrators and policymakers with tools that can be used to help students, especially at graduate and post-graduate levels, learn academic material and become enlightened global citizens with enhanced thinking abilities and affect to meet current and future personal, professional and societal needs.

For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the concept of what citizenship behavior is, and its antecedents, correlates, and consequences. While these behaviors have been and will continue to be valuable, there are changes in the workplace that have the potential to alter what types of OCBs will remain important for organizations in the future, as well as what types of opportunities for OCB exist for employees. In this chapter we consider the influence of 10 workplace trends related to human resource management that have the potential to influence both what types of citizenship behaviors employees engage in and how often they may engage in them. We build on these 10 trends that others have identified as having the potential to shape the workplace of the future, which include labor shortages, globalization, immigration, knowledge-based workers, increase use of technology, gig work, diversity, changing work values, the skills gap, and employer brands. Based on these 10 trends, we develop propositions about how each trend may impact OCB. We consider not only how these trends will influence the types of citizenship and opportunities for citizenship that employees can engage in, but also how they may shape the experiences of others related to OCB, including organizations and managers.

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.