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Team errors may be relatively costly, particularly in fields such as medicine and the military, where poor outcome may very well lead to loss of life. By contrast, exceptional team performance – an apparently mundane, smooth flow of events – may barely capture the notice of any but the most astute observer. The question that naturally follows is: What specific factors and variables can be used to distinguish or predict effective (versus ineffective) team performance?

Nurses working during the coronavirus disease 2019 (COVID-19) pandemic have reported elevated levels of anxiety, burnout and sleep disruption. Hospital administrators are in a unique position to mitigate or exacerbate stressful working conditions. The goal of this study was to capture the recommendations of nurses providing frontline care during the pandemic.

Semi-structured interviews were conducted during the first wave of the COVID-19 pandemic, with 36 nurses living in Canada and working in Canada or the United States.

The following recommendations were identified from reflexive thematic analysis of interview transcripts: (1) The nurses emphasized the need for a leadership style that embodied visibility, availability and careful planning. (2) Information overload contributed to stress, and participants appealed for clear, consistent and transparent communication. (3) A more resilient healthcare supply chain was required to safeguard the distribution of equipment, supplies and medications. (4) Clear communication of policies related to sick leave, pay equity and workload was necessary. (5) Equity should be considered, particularly with regard to redeployment. (6) Nurses wanted psychological support offered by trusted providers, managers and peers.

Over-reliance on employee assistance programmes and other individualized approaches to virtual care were not well-received. An integrative systems-based approach is needed to address the multifaceted mental health outcomes and reduce the deleterious impact of the COVID-19 pandemic on the nursing workforce.

Results of this study capture the recommendations made by nurses during in-depth interviews conducted early in the COVID-19 pandemic.

Multiteam systems (MTSs) have been employed across numerous organizations and occupations (e.g., healthcare, emergency disaster response, business, and military) to achieve complex goals over time. As MTSs are inherently different than team level and organizational level theories, this chapter highlights the defining features of these dynamic systems through a temporal lens. Thus, the main purpose of our chapter is to address the challenges and issues concerning MTSs over time in order to provide a future agenda to guide researchers and practitioners.

To explore temporality throughout this chapter, we leverage two key MTSs frameworks along with contributions from the literature to produce a review, which demonstrates the extent of MTS theoretical and practical findings. After reviewing the definitional components of MTSs, we highlight various compositional, linkage, and developmental attributes that operate within a system. We then expand upon these attributes to consider the structural features of the system that enhance boundaries between component teams (i.e., differentiation) and may disrupt the system over time (i.e., dynamism).

After reviewing and integrating current MTS literature, we provide a new conceptual framework for MTSs and their temporal complexities. We offer several methodologies that managers and researchers can employ to assess these complex systems and suggest practical recommendations and areas for future research as we continue to study MTSs.

Our original conceptual framework considers MTSs through a dynamic lens developing over time and suggests the need for future research to build upon this perspective.

A growing number of individuals identify as cosmopolitans, that is, citizens of the world. They voluntarily move from country to country in pursuit of self-fulfilment in both life and work, and construct a cosmopolitan identity in the process. With the help of three entrepreneurial narratives the authors investigated how cosmopolitan disposition affects entrepreneurial behaviour. The authors found that cosmopolitan entrepreneurs share many common entrepreneurial characteristics, such as openness to opportunities, a need for achievement and the locus of control. However, they also challenge the understanding of entrepreneurship by downplaying the role of environment and interpreting success in an unconventional way. The study demonstrates that this growing group of entrepreneurs deserves more attention from entrepreneurship scholars.

This chapter explores how four culturally, ethnically, and linguistically diverse colleagues use self-study methodologies and online journaling to systematically examine inquiry-based teaching and learning in international contexts. Respectively from the USA, Canada, Taiwan, and China, the main research question is, “How can we develop an inquiry stance in our similarly diverse teacher candidates?” For five months, they explore the question with one another in an interactive online journal. The analysis of their written journal reflections result in four main themes: (1) naming and framing inquiry and context, (2) perspectives on translating theory to practice, (3) common practices for developing inquiry stance, and (4) policy work. The chapter concludes with a list of recommendations for fostering inquiry-based teaching and learning with culturally, ethnically, and linguistically diverse teacher candidates. Self-study research methodologies, Philosophy for Children, and online journaling are also suggested as professional development models for diverse globalized teacher educators.

This study aims to develop the maqasid index (MI) for Islamic corporate social responsibility (CSR), namely, Dana Abadi Umat (DAU) (Ummah’s Endowment Fund) or MI-DAU in Indonesia.

Modeling and weighting are based on Delphi and analytic network process (ANP) methods, called Delphi–ANP additive weighting. The Delphi method was applied to design and validate the factors of the MI-DAU model, and the ANP method was applied to generate and validate weights for these factors. Finally, the MI-DAU is calculated, based on the planned budget and actual allocation of DAU returns, called the maslahah fund, using additive weighting.

Delphi and ANP show significant and robust results. The priority order and weights of maqasid Shariah are safeguard the faith (0.32), safeguard the intellect (0.219), safeguard the life (0.204), safeguard the wealth (0.171) and safeguard the lineage (0.104). Meanwhile, the priority order and weights of the main activities are education (0.190), Ummah’s economy (0.167), Hajj service (0.155), Da’wah (0.124), health care (0.118), social-religious (0.097), worship facilities (0.085) and disaster emergency response (0.065). Finally, the results of MI-DAU show a high index in 2019 and 2020 of 71.89 and 69.51, respectively, generated from allocation ratio of 90.63% and 85.98%, respectively.

Maqasid Shariah used in this study follows Al-Ghazali, where it could also follow maqasid Shariah of Abu Zahrah or Al-Najjar. Moreover, the MI-DAU score uses additive calculations, where it can also use Pentagon calculation.

The improved framework and method used to design MI-DAU in this study could be applied to design more scientific MI for other Islamic financial institutions.

The novelty of this study is in the improved method used to design the MI model, including its factors, using Delphi, and to assign weights of all factors using ANP, where both provide validation for more robust MI model.