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Lean Six Sigma (LSS) implementation follows a structured approach called define-measure-analyze-improve-control (DMAIC). Earlier research about its application in emergency healthcare services shows that it requires organizational transformation, which many healthcare setups find difficult. The Kotter change management model facilitates organizational transformation but has not been attempted in LSS settings till now. This study aims to integrate the LSS framework with the Kotter change management model to come up with an integrated framework that will facilitate LSS deployment in emergency health services.

Two-stage Delphi method was conducted by using a literature review. First, the success factors and barriers of LSS are investigated, especially from an emergency healthcare point of view. The features and benefits of Kotter's change management models are then reviewed. Subsequently, they are integrated to form a framework specific to LSS deployment in an emergency healthcare set-up. The elements of this framework are analyzed using expert opinion ratings. A new framework for LSS deployment in emergency healthcare has been developed, which can prevent failures due to challenges faced by organizations in overcoming resistance to changes.

The eight steps of the Kotter model such as establishing a sense of urgency, forming a powerful guiding coalition, creating a vision, communicating the vision, empowering others to act on the vision, planning for and creating short-term wins, consolidating improvements and producing still more change, institutionalizing new approaches are derived from the eight common errors that managers make while implementing change in the institution. The study integrated LSS principles and Kotter’s change management model to apply in emergency care units in order to reduce waste and raise the level of service quality provided by healthcare companies.

The present study could contribute knowledge to the literature by providing a framework to integrate lean management and Kotter's change management model for the emergency care unit of the healthcare organization. This framework guides decision-makers and organizations as proper strategies are required for applying lean management practices in any system.

The proposed framework is unique and no other study has prescribed any integrated framework for LSS implementation in emergency healthcare that overcomes resistance to change.

This study aims to explore auto mechanics awareness of repairs and maintenance related to the car’s cybersecurity and provide insights into challenges based on current practice.

This study is based on an empirical study consisting of semistructured interviews with representatives from both branded and independent auto workshops. The data was analyzed using thematic analysis. A version of the capability maturity model was introduced to the respondents as a self-evaluation of their cybersecurity awareness.

Cybersecurity was not found to be part of the current auto workshop work culture, and that there is a gap between independent workshops and branded workshops. Specifically, in how they function, approach problems and the tools and support available to them to resolve (particularly regarding previously unknown) issues.

Only auto workshop managers in Sweden were interviewed for this study. This role was picked because it is the most likely to have come in contact with cybersecurity-related issues. They may also have discussed the topic with mechanics, manufacturers or other auto workshops – thus providing a broader view of potential issues or challenges.

The challenges identified in this study offers actionable advice to car manufacturers, branded workshops and independent workshops. The goal is to further cooperation, improve knowledge sharing and avoid unnecessary safety or security issues.

As cars become smarter, they also become potential targets for cyberattacks, which in turn poses potential threats to human safety. However, research on auto workshops, which has previously ensured that cars are road safe, has received little research attention with regards to the role cybersecurity can play in repairs and maintenance. Insights from auto workshops can therefore shed light upon the unique challenges and issues tied to the cybersecurity of cars, and how they are kept up-to-date and road safe in the digital era.

The purpose is to identify the underlying motives of heavy work investment (HWI) types (i.e. workaholism and work engagement) based on self-determination theory, while controlling for job demands and resources. The role of four cultural differences (i.e. individualism, power distance, uncertainty avoidance and masculinity) in moderating the motivational correlated relationships is also explored using data retrieved from two distinct cultures (i.e. the USA and Egypt).

Full-time employees (N = 595) in the USA and Egypt were surveyed. Multiple regression analyses were used to test the associations between the two HWI types and four types of motivation (i.e. intrinsic, extrinsic, introjected and identified motivations). Furthermore, moderation analyses were conducted to explore potential effects of four cultural dimensions (i.e. individualism, power distance, uncertainty avoidance and masculinity) on the motivationalcorrelated relationships.

Workaholism positively relates to the controlled types of motivation (i.e. extrinsic and introjected regulation), while work engagement positively relates to the autonomous ones (i.e. intrinsic and identified regulation) and negatively associates with extrinsic motivation. Moreover, cultural masculinity moderated the relationship between work engagement and extrinsic motivation, as well as the association between workaholism and extrinsic motivation.

A clear differentiation of motivation behind both types of HWI is required by occupational health practitioners to design interventions that stimulate employee engagement rather than fuel workaholism. Multinational organizations could also benefit from understanding the interaction between cultural dimensions, motives and HWI, thereby planning more effective work engagement strategies among different cultures.

This is the first study to investigate the motivational correlates of HWI types across two contrasting cultures.

Managing farm waste is a fundamental problem for farmers with economic, environmental and social impacts throughout the supply chain. Little research has explored innovative product solutions. This paper examines gleaning to reduce farm waste and proposes a resource-based Gleaning Innovation Framework which can lead to differentiated consumer products.

A multi-method approach, including descriptive company reviews, practitioner interviews and consumer surveys, evaluated how different participants in the food supply chain view the farm waste problem and the innovation of products through gleaning.

This research found that practitioners and consumers are cognizant and invested in reducing farm waste, with gleaning as a plausible solution. Future research includes gathering perspectives from retailers and other supply chain members, which may further develop the conceptualization of the gleaning innovation process.

Uniquely, the authors propose the Gleaning Innovation Framework that provides a platform for innovation across the supply chain to reduce farm waste. The research contributes to the farm waste debate with evidence that gleaning can assist the reduction of farm waste through product innovation. Developing innovations to reduce farm waste in sustainable and environmentally friendly ways would not only benefit the supply chain platform but also society.

Literature around the careers of female academics is targeted mainly toward identifying and examining career progression inhibitors, while the drivers appear largely unexplored. This paper aims to contribute to contemporary knowledge by identifying drivers to the career progression of female academics in Australia. With COVID-19 currently impacting the careers of female academics this knowledge can assist universities and human resource (HR) professionals in developing policies and practices to better facilitate female academic career progression.

Empirically this paper draws on a qualitative study of 18 male and 29 female academics, as well as nine senior university stakeholders. The authors employed semi-structured interviews and a novel methodology, Draw, Write, Reflect.

In line with attribution theory, senior stakeholders mainly identified organisational efforts, including leadership, gender equity endeavours, recruitment and promotion approaches, as well as a construct known as “relative to opportunity considerations”, as drivers of female academics’ career progression. Female academics, however, largely attributed their career progression to personal factors, such as family support, informal mentoring, and determination and persistence.

The findings have implications for universities and HR practices seeking to facilitate female academic career progression. Implementation of the drivers identified may enhance female academics’ abilities to progress their careers.

By focussing on the drivers of, rather than the barriers to, female academic careers, the research is novel in its identification of a previously unexplored mismatch between organisational attribution and individual attribution of career progression drivers thereby advancing knowledge of gender differences in academic careers.

This chapter analyzes the process of surplus generation in Latin America based on the Penn World Tables, also with a comparison with the United States. The reference period is 1950–2019, revealing long-run evolution as well as certain differences between a State-driven industrialization strategy, the turn toward neoliberalism beginning in the 1980s, and a neo-developmentalist period in the twenty-first century. The research shows a steep decline in the rate of profit in Latin America until the early 1990s, with stabilization thereafter but without reversal of the downward trend. However, the turning point in terms of capital accumulation, surplus generation, and productivity indicators occurred in the early 1980s. In addition, divergence vis-à-vis the United States has been growing in the capacity to generate surplus, labor productivity, and GDP per capita.

This case study aims to explore how to provide an informal space to connect members socially, informally and with peers, to provide opportunities for collaboration and informal conversation. The purpose is to analyze the use of technology to promote collaborations and networking within online professional settings.

In this case study, the authors particularly examine the initiatives as they contribute to the organization, which allows us to understand the interactions between information technology-related tools and online communication.

Successful engagement in informal gatherings was initiated through the planning and implementation with a focus on the following: thematic meetings, time management and participation.

The case study presents an analysis of the use of technology integration into the planning processes that were undertaken by a group of members to enhance informal gatherings for relationship building within a global community of members during the COVID-19 pandemic. The authors suggest ways of engaging users that could be used as a model for organizations alike.

The purpose of this research is two-fold: first, the researchers will create a reliable and valid hospitality senior exit survey by conducting a Delphi panel of experts and second, the researchers will pilot-test the instrument with students from a four-year university. The data will be (a) assessed to determine the retention of knowledge by four-year students, (b) used by academicians to make changes to course material and (c) used to help with the accreditation assessment process.

A Delphi panel of hospitality educators was used to validate the items, and graduating hospitality students were used to calculate reliability.

By embracing the hospitality exit survey (HES), institutions can effectively evaluate and enhance their programs. With its ability to gauge students' knowledge retention, the study findings serve as a powerful tool for shaping the future of hospitality education.

The study's findings might be somewhat limited in representing a broader range of perspectives within hospitality programs. Another limitation stems from the structure of the survey itself. The survey included numerous items requiring two inputs for each item. This format has the potential to introduce certain biases among participants.

In a positive statement, organizations can use this information to discover why employees stay and then continue to develop goals/strategies to ensure this process stays up to date. Academia is no different. Academia also wants to produce the best product, and since the students are to become the next set of leaders, these programs need to know what is successful and what needs to be adjusted.

A strategic exit interview program should 1)Uncover issues relating to human resources/students; 2) understand employees'/students' perception of the work; 3) managers'/directors' leadership style and effectiveness; 4) human resource/college/departments benchmarks and 5) improve the organization.

This research holds significant importance as it focuses on developing the senior HES and its potential utilization within hospitality programs. The HES serves as a valuable tool for these programs to evaluate the knowledge levels of their graduating students and collect data necessary for assessment and accreditation purposes.

This paper examines whether target returns act as specific goals that impact risk-taking when individuals make investment decisions.

Using an experimental setting, the authors assign either a low or a high target return to participants and ask them to make independent investment decisions as the risk-free rate fluctuates around their target return and, for some of them, becomes negative.

Building on cumulative prospect theory, the authors find that the prevailing reference point of participants is the target return, regardless of the level of the risk-free rate. This result still holds even when the risk-free rate is negative, suggesting that (1) the target return drives risk-taking more than does a zero-threshold and (2) negative rates are limited as a tool to stimulate appetites for risk. In a follow-up study, the authors show that these conclusions remain valid when the target return is endogenously determined.

The authors' original approach, which pioneers the use of target returns in both the positive and negative interest rate contexts, provides insightful results about the “reach for yield” among regular people.

Organisational learning is fundamental in establishing a fearless organisation, creating a competitive advantage and maintaining a sustained growth. While research suggests that leaders can influence organisational learning, there is currently no empirical evidence on how inclusive leadership fosters organisational learning behaviour. Therefore, the purpose of this study is to investigate the relationship between inclusive leadership and organisational learning behaviour. It also seeks to explore the mediating role of psychological safety and climate for initiatives in the mentioned relationship.

The study used a two-wave quantitative examination with 317 respondents. Online survey was used to collect data from randomly selected full-time Australian employees in two times. The data were then analysed using partial least squares structural equation modelling to provide insights.

The study found empirical evidence on the positive association of inclusive leadership and organisational learning behaviour. Moreover, the two mediation paths of psychological safety and climate for initiative were supported for the relationship between inclusive leadership and organisational learning behaviour.

The current study contributes to theory by examining the role of inclusive leadership on organisational learning behaviour through two relatively unexplored mediating paths. It suggests how inclusive leadership can create a fearless organisation through fostering learning behaviour within the organisation which empowers organisations to sustain growth. Despite controlling for and assessing endogeneity, due to the cross-sectional design of the study, it is limited in demonstrating causal links.

The current study provides empirical evidence on the role of inclusive leadership in fostering organisational learning behaviour through two mediating paths of psychological safety and climate for initiatives. The proposed model sets the ground for future research to further develop insights on positive impacts of inclusive leadership within organisations.