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This paper uses practice theory to strengthen the theoretical relationship between customer engagement (CE) and value cocreation (VCC), thereby demonstrating how customers may become engaged and remain engaged through VCC practices.

The study adopts a problematization approach to identify shared assumptions evident in service-dominant logic (SDL) and CE research. Practice theory, as a higher-order perspective, is used to integrate the iterative and cyclical processes of VCC and CE, specifically through the theoretical mechanism of habitus.

Habitus acts as a customer value lens and provides a bridging concept to demonstrate how VCC and CE are joined via sensemaking processes. These processes determine how customers perceive, assess, and evaluate value, how they become engaged through VCC, and how their experience of engagement may lead to further VCC practice. The temporally bound experiences, states, and episodes are accumulated and aggregated through an enduring customer value lens comprised of habituated dispositions, interests, and attitudes.

This work responds to calls for research to strengthen the theoretical link between VCC and CE and to take account of customers' lived realities and their contextualized experiences. A key suggestion for future research is the use of a rope metaphor to stimulate thinking about the complex, temporally unfolding, and interrelated processes of VCC and CE.

The customer value lens and CE rope are introduced to simplify the complex, abstract, theoretical research on VCC and CE for a nonacademic audience. To understand how customers' value lenses are formed and change, and how a CE rope is strengthened, firms, service designers, and practitioners need to understand sensemaking processes through customer narratives and to use platforms and feedback to support and trigger sensemaking.

This paper provides a theoretical mechanism to explain the iterative and cyclical nature of VCC and CE processes and how accumulation and aggregation occur in these processes. In doing so, it demonstrates that CE occurs by virtue of, and is typified by, sensemaking processes that reproduce and shape a customer's habituated value lens, which perceives, assesses, and determines VCC and thus provides a basis for further customer engagement.

The purpose of this paper is to consider recent developments in student engagement practices within higher education institutions (HEIs) and to reflect upon the practical reality and challenges faced by HEIs as they develop such practices.

Consideration is given to theoretical understandings around institutional and social power relations and to the influence such relationships can have on the development of student engagement practices within HEIs. The work of Giroux, Freire and Foucault is drawn upon to help develop and deepen understanding of the power relationships at play within HEI student engagement practices.

It is argued that the power imbalance ingrained within student‐tutor relationships serves to constrain how students act and respond in the presence of tutors, and this can have significant implications in terms of the extent to which student engagement practices genuinely capture the perspectives, interests and visions of students.

Thought needs to be given to how HEIs will balance student engagement with academic work. The historical hierarchical staff‐student relationship will need to be challenged and re‐defined as some staff and students move outside of their comfort zones in order to work as partners and develop mutual understandings around, for example, practices of assessment, curriculum and teaching, and seek to improve the quality of student's HEI experiences.

The paper develops and deepens our understanding of the power relationships at play within HEI student engagement practices and opens up debates about the potential of student engagement practices in HEIs and the related dilemmas which surround the development of such practices.

While extant service-centric research has largely focussed on managerial advantages, few studies have addressed how brand engagement emerges in the broader context of consumer lives. The purpose of this paper is to develop a novel intersubjective hermeneutic framework that bridges the socially constructed as well as the individualised meanings of brand engagement in the context of service research.

This conceptual paper adopts a theory-building approach based on recent developments in the service-centric marketing literature.

The authors offer a novel theoretical perspective that recognises the intersubjective and phenomenological nature of individual and collective consumer brand experiences, and show how such experiences emerge from socially constructed brand engagement practices using the co-constituting lens of value-in-use.

The proposed conceptual framework invites further empirical and contextual investigations of intersubjective brand engagement in both online and offline contexts.

The contribution of this framework is twofold. First, the authors draw on the intersubjective orientation and hermeneutic framework to provide conceptual clarity in relation to the nature of brand engagement practices, brand experiences, and value-in-use, and discuss their interrelationships. Second, the authors address the nature of meaning ascribed to engagement beyond customer-firm-brand relationships, and discuss why any given consumer’s experience of brand engagement reflects a complex dialectic between socially constructed and individualised brand meanings. In doing so, the integrative framework recognises the interplay between the intersubjective and phenomenological natures of consumer brand experiences, and offers insights as to how these experiences are framed by broader socially constructed engagement practices.

This paper aims to investigate the causal relationships between organisational practices, employee knowledge management (KM) engagement and organisational KM performance.

Following a quantitative research approach, an online survey of 536 knowledge workers from multinational knowledge-based organisations located in Sri Lanka was carried out. The data were analysed with structural equation modelling.

Teamwork, reward structure, learning, performance management and employee empowerment are found to be motivational antecedents of KM engagement while, subsequently, organisational KM performance is affected by employee KM engagement.

The findings of this study are based on the use of five key organisational practices derived from the literature. Further research is needed to establish whether the findings extend to other organisational practices such as resourcing strategy, organisational culture and communication. Further, the sample for this research comprised knowledge workers in Sri Lankan organisations which limit the generalisability of the findings.

Teamwork, rewards structure, learning, performance management and employee empowerment are organisational practices that foster employee KM engagement. Organisational practices and employee KM engagement are imperative for the organisational success of KM initiatives.

This research introduces the term KM engagement as the indicator of individual-level KM success and integrates the sequential linkage between individual-level KM outcomes (i.e. KM engagement) and organisational KM outcomes (KM performance) which has not yet been investigated.

This study aims to examine the impact of employees' satisfaction with human resource management (HRM) practices (i.e. training satisfaction, performance appraisal satisfaction and pay satisfaction) on work engagement and subsequently employee turnover intentions. The mediating role of work engagement between employee satisfaction with HRM practices and turnover intentions is also assessed.

Data were collected from Malaysian oil and gas (O&G) professionals. A total of 442 useable questionnaires were obtained for the final data analysis. Partial least squares structural equation modeling (PLS-SEM) was performed to test the hypothesised relationships.

The findings indicate that training satisfaction and performance appraisal satisfaction are the key drivers of employee engagement at work. Work engagement in turn has a negative impact on employee turnover intentions. Furthermore, work engagement mediates the relationship between employees' satisfaction with HRM practices (i.e. training satisfaction and performance appraisal satisfaction) and turnover intentions. Nevertheless, it did not have any mediating effect on pay satisfaction and turnover intention.

Training plans should be designed to make the relevant jobs more attractive and fulfilling, thus increasing employees' level of work engagement. Besides, ensuring that the appraisal system is fair is pivotal to work engagement. Work engagement will cultivate a strong sense of emotional attachment between employees and employers, thus reducing the turnover intention of Malaysian O&G professionals.

To date, little has been done on employees' satisfaction with HRM practices with respect to their attitudinal and behavioural outcomes. The present study enhances our understanding of the importance of employees' satisfaction with HRM practices and its relation to employees' work engagement and turnover intentions.

Due to increasing cost pressures, and the necessity to ensure high quality patient care while maintaining a safe environment for patients and staff, interest in the capacity for HRM practices to make a difference has piqued the attention of healthcare professionals. The purpose of this papers is to present and test a model whereby engagement mediates the relationship between four HRM practices and quality of care and safety in two different occupational groups in healthcare, namely, nurses and administrative support workers.

Structural equation modeling was used to analyze questionnaire data collected by the National Health Service in the UK as part of their 2011 Staff Survey (n=69,018). The authors tested the hypotheses for nurses and administrative support workers separately.

Training, participation in decision making, opportunities for development, and communication were positively related to quality of care and safety via work engagement. The strength of the relationships was conditional on whether an employee was a nurse or administrative support worker.

This is the first paper to examine the mediating role of engagement on the relationship between four relevant HRM practices in the healthcare context, and outcomes important to healthcare practitioners. The authors also add value to the HRM literature by being among the first to use the job demands resources model to explain the impact of HRM practices on performance outcomes. Moreover, the authors provide insight into how HRM practices affect outcomes in the world’s largest publicly funded healthcare service.

Despite Schau et al.’s (2009) pioneering research addressing consumers’ community engagement practices, scholarly understanding of the nature and dynamics characterizing consumers’ engagement practices in virtual (online) brand communities, and their inter-relationships, is limited to date. Building on these authors’ study, this paper aims to develop a refined typology and process model of virtual brand community engagement practices (VBCEPs).

Using the netnographic methodology, the authors analyze 20 luxury handbag community members’ entries posted on the brand’s particular section of The Purse Forum.

The authors develop an eight-component VBCEP typology that refines Schau et al.’s (2009) four-component model of brand community engagement practices. The model comprises “greeting”, “regulating”, “assisting”, “celebrating”, “appreciating”, “empathizing”, “mingling” and “ranking”. These practices contribute to and maintain the community’s vision and identity, and strengthen shared community consciousness.

A key limitation of this research lies in its findings being generated from a single, luxury virtual brand community. Future research may thus wish to validate the VBCEP typology and model across different contexts.

The authors provide strategic managerial recommendations designed to leverage virtual brand community performance, which center predominantly on the social (altruistic) and achievement-based VBCEP sub-processes.

The eight-component VBCEP typology refines Schau et al.’s four-component model of brand community engagement practices with particular applicability to virtual brand communities.

The purpose of this paper is to explore the premise that organizationally defined communities of practice can be a valuable strategic learning tool for management.

It is a quantitative study in a single organization. The authors analyzed data from 1,082 employees using hierarchical (multi-level) linear modeling.

Management can support learning and influence engagement and identification by defining communities of practice and establishing goals, but this is not always successful. Engagement may be a short-term phenomenon, dependent significantly on the type of practice or project in which community members are allowed or decide, to participate. Identification, on the other hand, may need practices that support longer-term individual development aims allowing and supporting the achievement of personal ambition or competence.

Future studies of organizationally defined communities of practice could use established scales to measure leadership, engagement and identification.

When implementing this type of organizationally defined community of practice, attention to the types of practices or projects to which the employees can contribute seems to be most important.

The authors show that: the dynamics within communities of practice (CoP) designed by top management teams have an impact on CoP members’ identification and engagement; organizationally defined CoP may be part of a broader landscape of professional practice (LoP); engagement, objectives and practices, and not only identification and knowledgeability, are key to the dynamics of CoP and LoP; senior management’s leadership role in setting up successful CoP is equivocal.

The purpose of this paper is to provide theoretical and empirical insights into the effective use of external accounts by social activists in conflict arenas in order to bring about change.

This paper presents a longitudinal case study of Action on Smoking and Health UK (ASH) and their use of external accounts and other activist practices during the period 1999-2010. The authors explore these practices from the perspective of one organisation engaged in conflict arenas concerning the (un)acceptability of tobacco production, consumption and governance. The authors conduct the exploration based upon a dynamic conflict arena framework that attends to the range of external accounting and activist practices, tactical intentions and states of conflict used by ASH to confront the tobacco industry and bring about change in tobacco governance.

The study identifies the use of a diverse range of external accounts and other activist practices. This assemblage of practices was used to confront, counter-act and to co-operate with actors engaged in tobacco-related conflicts. The evidence suggests that the deployment of different types of external accounts by ASH was aligned to the context of the particular conflict arena involved, and was influenced by the strategy and engagement tactics of the activists and other actors, as well as power dynamics and acceptability of the tobacco governance in the conflict arena. Whilst ASH used different external accounts in specific episodes of activism, these individual accounts also contributed to an emerging holistic account of the unacceptable consequences of tobacco production, consumption and governance.

This study provides new theoretical and empirical insights into how external accounts can contribute to the problematisation of governance and development of social and environmental change agendas. The dynamic conflict arena framework developed in this paper creates new visibilities and possibilities for developing external accounting practices and for researching this fast-developing area of social and environmental accounting.

This research paper aims to examine how open innovation (OI) intermediaries facilitate knowledge collaboration between organizations and online user communities. Drawing on a Community of Practice (CoP) perspective on knowledge, the study lays out a framework of the knowledge boundary management mechanisms (and associated practices) that intermediaries deploy in enabling client organizations to engage in online community-based OI.

This research is based on an exploratory case study of an OI intermediary and 18 client organizations that engage with online user communities on the intermediary’s platform. Results incorporate both the intermediary and clients’ perspective, based on analysis of intermediary and client interviews, clients’ online community projects and other archival data.

Results reveal that OI intermediaries deploy three knowledge boundary management mechanisms – syntactic, semantic and pragmatic – each underpinned by a set of practices. Together, these mechanisms enable knowledge transfer, translation and transformation, respectively, and thus lead to cumulatively richer knowledge collaboration outcomes at the organization–community boundary. The findings show that the pragmatic mechanism reinforces both semantic and syntactic mechanisms, and is hence the most critical to achieving effective knowledge collaboration in community-based OI settings.

The findings suggest that OI intermediaries have to implement all three boundary management mechanisms to successfully enable knowledge collaboration for community-based OI. More specifically, intermediaries need to expand their focus beyond the development of digital platforms, to include nuanced efforts at building organizational commitment to community engagement.

Drawing on the CoP view, this study integrates the knowledge management literature into the OI literature to conceptualize the role of OI intermediaries in shaping knowledge collaboration between organizations and communities. In engaging with the interactive nature of knowledge exchange in such multi-actor settings, this research extends the firm-centric theorization of knowledge that currently dominates the existing OI research.