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The purpose of this paper is to document the opportunities and challenges of a practitioner researcher in accessing interpretive case participants in the public healthcare sector in Ireland.

The paper documents the research design and implementation phases of a longitudinal interpretive research project with specific focus on, research ethics, preparing for data collection, identifying and recruiting the research participants and analysis of the findings based on the specific nuances of the public health context and design considerations. Considerations as an insider researcher in a large public organisation are also presented.

Conducting interpretive research in a healthcare setting presents both opportunities and some challenges; key amongst these is agreed access to research participants. In addition, with research taking place in a healthcare environment, the potential for disclosure of information regarding something harmful to patients or of a criminal nature exists. This risk can be addressed through the ethical approval process documented in this paper. Insider researcher considerations are also explored focussing on the specific nuances affiliate to carrying out a longitudinal interpretive study in a public healthcare setting.

Insights for those wishing to conduct longitudinal interpretive case research in the public healthcare setting are included. The implications for enhanced engagement with interpretive research in this context are addressed.

Through documenting the opportunities and challenges of a practitioner researcher in accessing research participants in the public healthcare sector, this paper discusses insider researcher considerations and seeks to address concerns in the literature regarding insufficient detail relating to interpretive research design and implementation in healthcare contexts.

Work-life flexibility policies (e.g., flextime, telework, part-time, right-to-disconnect, and leaves) are increasingly important to employers as productivity and well-being strategies. However, policies have not lived up to their potential. In this chapter, the authors argue for increased research attention to implementation and work-life intersectionality considerations influencing effectiveness. Drawing on a typology that conceptualizes flexibility policies as offering employees control across five dimensions of the work role boundary (temporal, spatial, size, permeability, and continuity), the authors develop a model identifying the multilevel moderators and mechanisms of boundary control shaping relationships between using flexibility and work and home performance. Next, the authors review this model with an intersectional lens. The authors direct scholars’ attention to growing workforce diversity and increased variation in flexibility policy experiences, particularly for individuals with higher work-life intersectionality, which is defined as having multiple intersecting identities (e.g., gender, caregiving, and race), that are stigmatized, and link to having less access to and/or benefits from societal resources to support managing the work-life interface in a social context. Such an intersectional focus would address the important need to shift work-life and flexibility research from variable to person-centered approaches. The authors identify six research considerations on work-life intersectionality in order to illuminate how traditionally assumed work-life relationships need to be revisited to address growing variation in: access, needs, and preferences for work-life flexibility; work and nonwork experiences; and benefits from using flexibility policies. The authors hope that this chapter will spur a conversation on how the work-life interface and flexibility policy processes and outcomes may increasingly differ for individuals with higher work-life intersectionality compared to those with lower work-life intersectionality in the context of organizational and social systems that may perpetuate growing work-life and job inequality.

In response to the increasing interest in entrepreneurs' well-being in both the entrepreneurship and management research fields, this study builds and tests a research model on the role of entrepreneurial passion for inventing in work engagement in the context of modern knowledge work. The research argument is built on the job demands–resources model, the most commonly used frame for measuring employee well-being in work and organization psychology. The research setting in this study compares digital entrepreneurs and freelancers with traditional knowledge workers and part-time platform workers in terms of passion and engagement.

Using a quantitative research design, the authors collected data from 349 highly specialized knowledge workers through anonymous questionnaires. The research hypotheses were tested with linear and logit models.

The results show that entrepreneurial passion is positively related to increased job demands and work engagement and that job demands can have a positive effect on work engagement in highly complex knowledge work.

The study contributes to the entrepreneurship literature by expanding the analysis of entrepreneurial passion outside the entrepreneurship context and into work engagement theory by adding passion for inventing as an important motivational factor in modern knowledge work. Extant literature on the consequences of work digitalization is still scarce, and this study provides insights into successful working on digital platforms.