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This paper aims to study the knowledge development and research dissemination on employee-centred CSR research through a social network approach by adopting bibliometric analysis.

By using the bibliometric data obtained from Scopus, descriptive analysis using social network analysis together with visualisation tool to examine the knowledge development and research dissemination on employee-centred CSR. The publications were identified by limiting search in Scopus database through keywords, namely, Corporate Social Responsibility, Employee and/or Internal Corporate Social Responsibility, from 2000 to 2018 in all document types and access type. The data were analysed by year, source of publication, author, country, affiliation, subject area and term analysis.

The findings reveal that the Journal of Business Ethics and Social Responsibility Journal are the two key journals publishing in employee-centred CSR. The USA and the UK are the two main countries that dominate the publication production. Most of the publications are in the area of business, management and accounting. Main publications are contributed by Andriukaitiene, R., Swaen, V. and Vveinhardt, J. The number of publication increases marginally from year to year. More focus linkages were established between employee-centred CSR with organisational commitment and firm performance in the late 2016.

The analysis and findings are only limited to data retrieved from the Scopus database from year 2000 to 2018 on 31 December 2018. Besides, the selection of the quality criteria is based on researchers’ definition of suitable empirical basis.

The findings of this paper provide insights to the researchers on the development of CSR research has expanded to internal stakeholders. It also contributes by identifying the sources of research and its development trends in employee-centred CSR research.

The findings provide a holistic picture of domino effects of CSR initiatives in organisational behaviour. It also further reinforces the awareness internal CSR being another important perspective of CSR.

The originality of this paper lies in its contribution in the bibliometric approach to study the dissemination trend of employee-centred CSR research from the Scopus database.

We draw on an in-depth investigation into the phenomenon of community radio in India to identify the emergence of an institutional logic in a field. We delineate five stages of emergence, starting with problematization of dominant logics and ending with formation of an institutionally complex field. Further, we highlight how such a process results in organizational forms that reflect ongoing struggles among dominant logics and the emerging logic. We contribute to neoinstitutional studies on the emergence of social objects and also draw the attention of emergence theorists to the contested manner in which emergence takes place in the social world.

There is a paucity of literature considering horizontal collaboration among grocery retailers, suppliers, and third‐party logistics (3PL) providers. This paper seeks to investigate benefits of and barriers to the use of fourth‐party logistics (4PL) management as a catalyst for horizontal collaboration.

Three suppliers, three logistics service providers (LSPs), and one grocery retailer participated in semi‐structured interviews for this exploratory qualitative study.

Large LSPs can establish 4PL management but the significant investment required to do so is a deterrent. Interviewees believed 4PL would negatively influence the grocery retailer‐supplier dynamic but simultaneously would provide key potential benefits. Retaining supply chain control means more to grocery retailers than cost efficiencies realised through horizontal collaboration.

Fierce competition among major grocery chains means that most are unwilling to participate in studies of their systems, which restricts the research scope.

Some stakeholders want deeper integration into grocery supply networks, and the 4PL model could apply to diverse sectors and circumstances. This study shows that barriers to such integration are created by power plays among lead stakeholders in grocery retailing that inhibit horizontal collaboration regardless of cost or other benefits.

The study investigates an under‐researched aspect of horizontal supply chain collaboration in the highly relevant retail grocery sector: a high volume, mass market industry that requires an enormous logistics infrastructure and highly embedded networks of relationships.

This paper aims to review the discursive formation of organizational change and to consider the possible directions that change management initiatives may take in the future.

This closing piece identifies a traditional change discourse and an emerging change discourse. This is achieved through a review of the extant literature and the contributions to the special issue.

The paper highlights a shift of emphases in organizational change due to environmental imperatives. In particular, it reveals a move from problem‐centred, discrete interventions to a focus on continuous improvements. It also draws attention to the emerging significance of discourse‐based approaches concerned with image, identity, organizational learning and knowledge management.

Provides a framework for classifying different forms of organizational change activity and posits directions for future development.

The concept “flexibility” is ubiquitous as a rationale for organizational change. However, its broad application is accompanied by a general lack of definitional agreement or theoretical cohesion. The purpose of this paper is to propose the merits of an alternative approach – applying a discourse perspective to the use of flexibility as a rationale for organizational change.

This paper first illustrates the broad referencing of flexibility as a desired organizational characteristic. It then discusses the associated lack of theoretical coherence associated with the use of the concept “flexibility” before arguing the merits of a discourse perspective on flexibility as a rationale for organizational change.

This paper identifies a set of questions to frame a discourse perspective on the use of “flexibility” as a rationale for organizational change.

The questions derived in this paper provide a research agenda for an investigation of the use and effects of the concept “flexibility” in the context of organizational change.

The questions derived in this paper provide practice‐based insights into how the concept “flexibility” is and/or could be used in the context of organizational change.

“Flexibility” is a ubiquitous concept as a rationale for organizational change and its use is accompanied by a diversity of definitions and conceptual frameworks. The originality of this paper is that rather than seeking to provide yet another definition – or attempting a resolution of definitional differences – it argues the merits of a discourse perspective on the use and effect of the concept flexibility in the context of organizational change.

Small- and medium-sized enterprises (SMEs) are tasked with driving economic recovery globally, particularly through knowledge diffusion and consequently, government policy-makers strive to encourage innovation activity to benefit their economies. Entrepreneurial ecosystems (EEs) are increasingly used as a framework through which such policies are funnelled, but an increased focus on high-growth, scale-up entrepreneurship risks overlooking the effects of entrepreneurship on social groups affected by multiple sets of disadvantage. This chapter identifies and analyses the existing research on disadvantaged entrepreneurship and the EE via a systematic review of the literature and then briefly outlines how the chapters contained within this book seek to address the gaps found.

The most widely used conceptualizations of organizing assume that organizational issues are known, and consequently, organizing targets on control and management. Traditional organizing focuses on planning for the known future with a small group of experts and for the most part neglects the experiential ambiguities of organizational stakeholders. That research stream neglects a topic of consciousness and if studied, it approaches consciousness mostly as an object. This chapter assumes that ambiguity holds many resources, which a storytelling approach – the quantum stream of it – accommodates. Furthermore, it indicates that consciousness can be included in the organization equation. It suggests understanding consciousness as an everyday process in organizations rather than a brain function only, and lets us to take consciousness seriously. This chapter draws on my dissertation about consciousness-based view of organizing. It claims that everyone working in organizations influences of the consciousness fields, which then become actors taking care of us in organizations unless we become aware of them. Consciousness provides momentous information for those interested in strategic leaps, accelerated innovations, and fosters sustainable and ethical ways of working and organizing.

The purpose of this paper is to investigate how perceived service quality influences both a shipper's satisfaction and subsequent loyalty in third‐party logistics outsourcing relationships.

Critical service dimensions are identified and their impact on satisfaction and loyalty are developed into a theoretical model, which in turn is examined empirically using structural equation modelling from a survey of 235 industrial companies in Finland.

The results support the satisfaction‐loyalty model in a logistics outsourcing context confirming that service perceptions influence loyalty through a shipper's overall satisfaction with the service provider.

The empirical study is limited to Finland and data were collected before the financial crisis of 2008‐2009 which affected the economy and this industrial sector. The theoretical constructs and model also need to be validated and tested further across a wider empirical context.

Logistics service providers recognise the importance of service quality in outsourcing relationships. However, while the continuity of the current relationship is supported by good service quality, the efforts to extend the scope of the outsourcing arrangement need to be examined on a different basis.

The paper is one of the first to investigate and confirm the service‐satisfaction‐loyalty paradigm in a logistics outsourcing context.

On‐shelf availability (OSA) is a key challenge for all retailers. Items that are out‐of‐stock (OOS) result in customer dissatisfaction; thus OSA/OOS are important customer service issues. Customer reactions to OOS range from product substitution to seeking products elsewhere. There remains much to do to research factors and causes of OOS affecting OSA from a supply chain perspective in a non‐grocery retail context. This research note aims to report on an exploratory investigation of OSA/OOS of four non‐grocery, high street retailers.

This paper discusses the extant academic and practitioner OSA/OOS literature to develop research questions for the investigation, which was conducted through in‐depth, qualitative interviews. Although a large sample was solicited only four different retailers in the fast‐moving consumer good categories of general merchandise, electronics, books, and mobile phones agreed to participate.

Findings indicate that the four retailers are not as focused on OSA as grocery retailers and that there is lack of collaboration with suppliers. This may have a significant impact on revenues and profitability as extant studies show that 65 per cent of consumers will not purchase in a store if confronted with an OOS situation.

Because of the low response rate only general trends across and within these four categories are reported. Notwithstanding, several important issues emerged for future research in this area and the non‐grocery arena.

Earlier work has provided insight into how supply chain issues affects OSA and OOS in grocery retailing. This paper extends that work to a non‐grocery setting, albeit on a limited basis, but provides scope for future research.