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To elaborate how an adult development perspective can further an understanding of mentoring (developmental) networks and their value to focal individuals in terms of the developmental functions provided and outcomes such as personal learning, task performance and development.

The article utilizes Kegan's developmental stage theory to explore the implications of an adult development lens for individuals' mentoring networks.

Theoretical propositions suggest varying network structures among individuals at three of Kegan's latter stages of development: interpersonal, institutional, and interindividual, as well as implications for networks and stage on relationship dynamics.

Several propositions are offered for future research that will help to illuminate what mentoring networks may look like at various adult development stages, as well as what organizations should consider as they go about fostering both formal and informal mentoring for their members.

Individuals should consider how their developmental stage may influence the relationships that they have, and those that they should seek to foster for continuous development. Organizations should consider stage of potential mentors and protégés when creating formal mentoring programs, and include opportunities for individuals to reflect on their own developmental stage as part of the self‐assessment and career development process.

The article identifies and describes an individual antecedent – one's developmental stage – that influences developmental relationship qualities and outcomes.

The purpose of this paper is to elaborate how an adult development perspective can further the understanding of developmental networks as holding environments for developing leaders confronted with challenging experiences.

The article utilizes constructive developmental theory (C‐D theory) to explore and address the implications of an adult development lens for leader development, especially as they confront complex leadership challenges that trigger anxiety.

Theoretical propositions suggest different kinds of holding behaviors (e.g. confirmation, contradiction, and continuity) necessary for enabling growth and effectiveness for leaders located in different developmental orders.

Propositions offered can guide future researchers to explore how leaders confronted with different kinds of leadership challenges sustain responsive developmental networks over time and how the developers in the leader's network coordinate to provide confirmation, contradiction, and continuity needed for leader development.

Leaders and their developers should reflect on how developmental orders may determine which types of holding behaviors are necessary for producing leader effectiveness amidst challenging leadership experiences. Organizations should provide assessment centers and appropriate training and development interventions to facilitate this reflection.

This paper demonstrates the important role that developmental relationships play in leadership effectiveness and growth over time. Individuals and organizations are urged to attend to the quality and availability of high quality developmental relationships for purposes of continuous learning and development.

This article re‐conceptualizes developmental networks as holding environments that can enable leader's growth as an adult and, hence, increase their effectiveness as leaders amidst complex leadership challenges.

Annoying and bothersome behaviours among persons with developmental disabilities (DD) is a relatively frequent phenomenon. However, not all behaviour that is difficult to accept in its surroundings should be seen as abnormal or problem behaviour (PB). Some of these behaviours may be an expression of a person’s psychosocial needs and may be considered as adaptive and normal. The paper aims to discuss these issues.

Authors attempt to discuss relevant issues in persons with DD which have an impact on their behaviour, intending in this way to define criteria for a reliable differentiation between normal and abnormal behaviour and psychiatric disorders.

Differentiating between normal and abnormal may be a difficult task for a professional treating persons with DD because of the lack of adequate criteria for such differentiation. The problem becomes even more complex when one attempts to differentiate between PB and psychiatric disorder. By approaching the subject from a developmental perspective and by determining the level of the person’s emotional development, insight in subjective person’s experiences was achieved. On the ground of a “good practice” the authors made schemata outlining criteria for differentiation between these constructs.

The application of these schemata in the practice made it easier to establish appropriate diagnoses and was favourable for the planning of adequate treatment and support of persons with DD and mental health problems.

Throughout human history and around the world, co-sleeping was the context for human evolutionary development. Currently, most of the world’s peoples continue to practice co-sleeping with infants, but there is increasing pressure on families in the West not to co-sleep. Research from anthropology, family studies, medicine, pediatrics, psychology, and public health is reviewed through the lens of a developmental theory to place co-sleeping within a developmental, theoretical context for understanding it. Viewing co-sleeping as a family choice and a normative, human developmental context changes how experts may provide advice and support to families choosing co-sleeping, especially in families making the transition to parenthood. During this transition, many decisions are made by parents “intuitively” (Ball, Hooker, & Kelly, 1999), making understanding the developmental consequences of some of those choices even more important. In Western culture, families are making “intuitive” decisions that research has shown to be beneficial, but families are not receiving complete messages about benefits and risks of co-sleeping. Co-sleeping can be an important choice for families as they make the life-changing transition to parenthood, if individualized messages about safe infant sleep practices (directed toward their individual family circumstances) are shared with them.

The purpose of this paper is to explore the informed learning experiences of early career academics (ECAs) while building their networks for professional and personal development. The notion that information and learning are inextricably linked via the concept of “informed learning” is used as a conceptual framework to gain a clearer picture of what informs ECAs while they learn and how they experience using that which informs their learning within this complex practice: to build, maintain and utilise their developmental networks.

This research employs a qualitative framework using a constructivist grounded theory approach (Charmaz, 2006). Through semi-structured interviews with a sample of 14 ECAs from across two Australian universities, data were generated to investigate the research questions. The study used the methods of constant comparison to create codes and categories towards theme development. Further examination considered the relationship between thematic categories to construct an original theoretical model.

The model presented is a “knowledge ecosystem”, which represents the core informed learning experience. The model consists of informal learning interactions such as relating to information to create knowledge and engaging in mutually supportive relationships with a variety of knowledge resources found in people who assist in early career development.

Findings from this study present an alternative interpretation of informed learning that is focused on processes manifesting as human interactions with informing entities revolving around the contexts of reciprocal human relationships.

The purpose of this paper is to integrate scholarship on personality, mentoring, developmental relationships, and social networks in delineating how employees with particular personality characteristics are more or less likely to be involved in four types of developmental networks.

The paper reviews scholarship on personality characteristics and developmental relationships to identify a set of distinct personality characteristics proposed to be related to employees' tendencies to develop four types of developmental networks. These network types are defined based on high or low relationship strength and high or low relationship diversity in employee ties with others. We develop propositions delineating the nature of expected relationships of these personality characteristics with developmental network types.

The paper identifies five personality characteristics – interdependent/independent self‐construal, core self‐evaluations, openness to experience, conscientiousness, and extroversion/introversions – and explained how each should be related to employees' tendencies to develop the four types of developmental networks. These networks have been described as opportunistic, entrepreneurial, receptive, and traditional developmental networks, based upon the strength and the diversity of network relationships.

The paper suggests that personality variables are potentially valuable for understanding how individuals develop particular types of developmental relationships, an area that deserves more research attention. It is noted that developmental relationships have been shown to be related to both employees' objective career outcomes such as promotions and salary progress, and subjective outcomes such as career and job satisfaction.

The purpose of this paper is to examine expatriates' developmental networks in terms of their structure and content.

The study employed in‐depth interviews with 64 expatriate professionals and managers in Singapore and China.

The study highlights the unique characteristics of expatriates' developmental networks in cross‐cultural contexts including the nature of cross‐border and culturally diversified network structures, the dominance of psychosocial support, and the importance of cross‐cultural transition support.

Expatriates' self reports and retrospective sense‐making may suffer from hindsight bias and/or attribution bias. A longitudinal study that follows expatriates over time is necessary to examine relationship dynamics through different relocation stages.

The findings suggest the necessity for companies to recognize the limited role of formal mentoring in expatriates' overseas adjustment and relocation success, and to encourage a wider range of developmental relationships that comprise expatriates' developmental networks.

This paper makes two main contributions to the mentoring, developmental networks, and expatriate literature. First, it highlights the necessity of using “network base” as a new structural dimension of developmental networks to examine expatriation and repatriation adjustment. Second, it points out the importance of psychosocial and cross‐cultural transition support in expatriates' relocation success.

In this chapter, we used a research-based case study titled “The Desirable Prince Meeting” to explore how interdisciplinary theoretical perspectives on the child can be used to prompt critical reflection on socially just equity praxis in early childhood education. We argue that using multiple theoretical perspectives to analyze teaching and learning can generate and drive critical reflection on equity praxis more effectively than using a single perspective that presents a single truth about teaching and learning moments.

The purpose of this paper is to outline a path for entrepreneurial universities to embrace their purpose as custodians of society and to hardwire it institutionally.

The paper is conceptual in its approach, drawing on practical and theoretical insights in the fields of responsible leadership, business sustainability and transformational change. The resulting Circle Model offers a developmental perspective connecting individual and organizational development in service of society.

A key finding lies in expanding the current understanding of an entrepreneurial university beyond its organizational effectiveness to become a true custodian of society in the way it educate, researches and lives this intended purpose. The model offers a next conceptual step for the 50+20 vision (Muff et al., 2013) which had outlined a radical new role for business schools.

More research is required to understand how not only the educational and research strategies but also the organizational structure can be transformed to serve a given purpose.

Concrete insights and examples of the developmental perspective of the model illustrate the opportunities for educating responsible leaders, for consulting business organizations to serve the common good, and for walking the talk by hardwiring a purpose-driven organization.

The originality of the paper lies in the introduction of the idea of a common space of sustainability and responsibility as a foundation to reorient education and research of an entrepreneurial business school and hardwire its organizational structure truly around purpose.

Role-taking, perspective taking, and empathy have developed through parallel literatures in sociology and psychology. All three concepts address the ways that people attune the self to others’ thoughts and feelings. Despite conceptual and operational overlap, researchers have yet to synthesize existing research across the three concepts. We undertake the task of theoretical synthesis, constructing a model in which role-taking emerges as a multidimensional process that includes perspective taking and empathy as component parts.

We review the literatures on role-taking, perspective taking, and empathy across disciplines. Focusing on definitions, measures, and interventions, we discern how the concepts overlap, how they are distinct, and how they work together in theoretically meaningful ways.

The review identifies two key axes on which each concept varies: the relative roles of affect and cognition, and the relative emphasis on self and structure. The review highlights the cognitive nature of perspective taking, the affective nature of empathy, and the structural nature of role-taking. In a move toward theoretical synthesis, we propose a definition that centers role-taking as a sociological construct, with perspective taking and empathy representing cognition and affect, respectively.

Role-taking is an important part of selfhood and community social life. It is a skill that varies in patterned ways, including along lines of status and power. Theoretical synthesis clarifies the process of role-taking and fosters the construction of effective interventions aimed at equalizing role-taking in interpersonal interaction.