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This paper explores how actors engage in the situated learning of resource integration (RI) within value cocreation practices (VCPs). VCPs are collectively shared and organized routine activities that actors perform to cocreate value.

This paper draws on a qualitative study of how successful music actors engage in VCPs and learn RI. Interviews and observations were used to collect data that were analyzed by drawing on the Gioia methodology.

The findings illuminate the types of VCPs actors engage in to learn RI, the ways in which actors learn RI by engaging in VCPs, and how social contexts condition actors' learning of RI.

This paper offers a framework for understanding actors' situated learning of RI by engaging in VCPs. It illuminates the VCPs that actors engage in to learn RI, how actors advance from peripheral to core participation through their learning, the ways in which actors learn RI by engaging in VCPs, and how social contexts condition actors' situated learning of RI. Implications for the scarce prior research on how actors learn RI are presented.

To contribute to innovative solutions and sustainable growth, managers and policymakers need to offer actors opportunities to learn and make space for actors with competencies that may be important and needed in future VCPs.

In focusing on how actors learn RI by engaging in VCPs, this study draws on theories of communities of practices and situated learning, as well as practice theoretical service research.

Although researchers have suggested that aggression is multiply determined, most studies examine only a small set of predictors, focusing on either situational or individual or reciprocal motives. Research has not studied extensively the relative strength of multiple antecedent sets. Using questionnaire data (n = 366), the current study examines eleven antecedents of employees engaging in aggression: situational antecedents (i.e., procedural, distributive, and interpersonal justice; organizational, work group, and job related stress), individual difference antecedents (i.e., Type A behavior, trait anger, reactions to anger), and reciprocal effects (i.e., being the target of aggression). Individual difference antecedents and being the target of aggression influence the frequency with which employees report engaging in aggression. Situational antecedents are not significant predictors once other antecedents are taken into account.

The purpose of this paper is to explore how public (i.e. culture, state, paid work) and private (i.e. household) patriarchal structures work to shape a woman’s own legitimacy judgments concerning not engaging in paid work. The authors trace the intersection and interaction of legitimacy logics at both the collective (i.e. validity) and individual (i.e. propriety) levels, thereby gaining a better contextual understanding of each woman’s perception of career opportunities and limitations.

Qualitative methodology drawing from 35 semi-structured interviews with Lebanese women. A multilevel analytic framework combining the institutional structures of private and public patriarchy with the micro-processes of institutional logics is used.

Legitimization of (not) engaging in paid work is often tied to patriarchal logics that favor private sphere responsibilities for women, particularly related to the relational and instrumental logics of childrearing and husband-oriented responsibilities. Women’s legitimacy judgment formation seems to be based on multilevel cues and on differential instances of evaluative vs passive judgment formation. Some appear to passively assume the legitimacy of the logics; while others more actively question these logics. The findings suggest that active questioning is often overwhelmed by the negative and harsh realities making the woman succumb to passivity and choosing not to engage in paid work.

This study provides: a better mapping of the individual woman’s daily cognitions concerning the legitimacy of (not) engaging in paid work; and a unique multilevel analytic framework that can serve as a useful example of contextualizing career research.

Natural disasters are increasingly more frequent and intense, which makes it critical for emergency managers to engage social media users during crises. This study examined emergency official accounts' social media engagement at each disaster stage based on Fink's four-stage model of crisis and disaster: prodromal, acute, chronic and termination stages and linked topics and sentiments to engagement.

Using text mining and sentiment analysis, 1,226 original tweets posted by 66 major emergency official Twitter accounts and more than 15,000 retweets elicited across the life cycle of Hurricane Irma were analyzed.

Results identified the most engaging official accounts and tweets. Most tweets and the most engaging tweets were posted in the prodromal stage. Tweets related to certain topics were significantly more engaging than others. The most frequently tweeted topics by official accounts were less engaging than some seldom tweeted topics. Negative sentiment words increased the engagingness of the tweet. Sadness was the strongest predictor of tweet engagement. Tweets that contained fewer sadness words were more engaging. Fear was stronger in positively predicting tweet engagement than anger. Results also demonstrated that words for fear and anger were critical in engaging social media discussions in the prodromal stage. Words for sadness made the tweets less engaging in the chronic stage.

This study provided detailed instructions on how to increase the engagingness of emergency management official accounts during disasters using computational methods. Findings have practical implications for both emergency managers and crisis researchers.

The purpose of this study is to investigate the relationship between engaging leadership and open conflict norms in teams, with work engagement. A mediating role of basic needs satisfaction between these relations is proposed based on self-determination theory.

Structural equation modeling was used with 133 employees who rated their leader, their team and their own basic need satisfaction and engagement to analyze the direct and indirect effects simultaneously.

The analysis confirmed that both engaging leadership and open conflict norms had an indirect effect on work engagement through basic needs satisfaction. Furthermore, engaging leadership was positively related with open conflict norms.

The current study adds to the validation of engaging leadership as it confirms that engaging leaders strengthen work engagement through basic need satisfaction. Furthermore, it shows that not only the leader is important, but the team can impact their well-being through the creation of other social resources as open conflict norms.

This paper provides evidence that not only leaders are important to increase work engagement through basic needs satisfaction but also other social resources, such as conflict management. This offers a brand new perspective and opportunities on how to increase work engagement using social resources as conflict management.

The aim of this exploratory study is to analyze if the most used factors related to the engaging interaction and long-term engagement with online applications can be applied to WhatsApp in a context of everyday life in Madrid and to investigate what parameters would best describe the engagement with WhatsApp in this context.

A qualitative method was employed to explore the cognitive, emotional and behavioral factors that mainly comprise the experience of a user with an online application, both at a point in time and over time. Data from 30 semi-structured interviews and questionnaires from six group chats were collected and analyzed. The sample was made up of people aged from 13 to 58 years old.

Findings suggest that the factors used in this study to evaluate long-term engagement and engaging interactions with WhatsApp are relevant, except for cognitive factors related to engaging interactions, indicating that the cognitive point of view is more difficult to apply in the engaging interaction analysis. Other attributes related to information retrieval are suggested, best suited to the informative use of this tool.

Long-term engagement studies are scarcer concerning Mobile Instant Messaging applications. Regarding engagement interaction, its analysis focusing on WhatsApp has not been approached. This study suggests the convenience of using parameters related to information to evaluate the engaging interaction, according to the informative use of the application.

The purpose of this paper is to explore the motives of Indian firms for engaging with corporate social responsibility (CSR) practices and their interplay by using interpretive structural modelling methodology (ISM) and Matrice d’impacts croisés multiplication appliquée á un classment (MICMAC) analysis.

The research uses ISM and Matrice d’impacts croisés multiplication appliquée á un classment (MICMAC) analysis to find the structural relationship among the CSR motives of the Indian firms identified from the past literature and agreed upon by the experts.

The ISM model indicates that firms primarily engage in CSR either because of top management commitment to certain values, to meet the legal mandate or of the pressure from the NGOs. The top management commitment gives a strategic orientation to CSR, which results in community engagement by the firm as one of the important components of the strategy. The community engagement helps in engaging with its employees and investors along with finding sources of innovations, which, in turn, help the firm in engaging its customers, managing corporate reputation and getting a cost advantage. Collectively, these help them in improving their financial performance. However, the model highlights two autonomous sources, meeting legal mandate and pressure from NGOs also motivate firms to engage in CSR without having any strategic thought or engagement with its strategic system.

The study provides a comprehensive listing of CSR motives of Indian firms along with the structural relationships among the identified CSR motives. The model developed provides CSR professionals and policymakers an understanding of the primary CSR motives along with their driving power and dependence. This insight will help them in manipulating these motives for better CSR engagement by the Indian firms.

With the growing concern for environmental and sustainability issues, especially in the aftermath of the coronavirus disease 2019 (COVID-19) pandemic, organizations feel compelled to pursue green sustainability in their operations. In this regard, the active involvement of employees in pro-environmental behaviors (PEBs) is crucial for achieving organizational environmental sustainability goals (Saeed et al., 2019). To shed light on this important issue, this study aims to investigate the impact of interacting/engaging environmental corporate social responsibility (CSR) communication strategy on employees' PEBs through the mediating effects of communal relationship and employee empowerment.

A total of 443 full-time USA employees working across various industries participated in an online survey.

The interacting/engaging environmental CSR communication strategy fosters employees' perceived communal relationship with their organizations and empowers them to support their organization's environmental initiatives, which, in turn, positively influences employees' PEBs at work.

This study advances CSR and internal communication literature through the lens of relationship management and self-determination theories. The findings theoretically suggest the effectiveness of the interacting/engaging environmental CSR communication strategy in nurturing favorable employee–organization relationships (EORs), employee empowerment and PEBs at work. The practical implications of CSR communication are also elaborated.

Part one of this paper draws a distinction between the concepts of the personal qualities and values required of those occupying a leadership role, leadership competencies, and engaging leadership behaviour. On the basis of reviews of the literature and survey, empirical and case study data, it concludes that personal qualities and values, and leadership competencies are necessary, but not sufficient, for effective leadership. Part two goes on to consider the relationship between leader development and leadership development, and to present a ‘mental model’, which seeks to integrate these three concepts and to relate them to the distinction between leader behaviour and leadership behaviour, as well as the development of human and social capital.

This chapter will highlight the process of engaging Black college men in leadership learning by centering their intersecting identities. We employed liberatory pedagogy through an anti-deficit achievement framework for course design and delivery. The chapter addresses the importance and implications of understanding how engaging with same-race and same-gendered peers in formal leadership curricula can support Black men in continuing to develop their leadership identity, capacity, and efficacy. This chapter will end with key course outcomes, pedagogical methods to center identity and build leadership capacity, and key takeaways for leadership educators developing courses that engage Black college men. This chapter concludes with recommendations for research, policy, and practice and offers reflection questions for educators, advisors, and mentors to consider when designing curricula that center on Black men and their leadership learning.