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This study aims to examine functional foods, a relatively recent development in the food industry, from the perspective of consumer decision-making. It deals specifically with consumers’ attitudinal dispositions towards such products and seeks an overall comprehension of the elements of decision-making factors that precede their purchase.

This exploratory work methodologically uses several elements of a grounded theoretical approach, in-depth interviews with consumers (and food industry experts) and, more importantly, the constant comparative method of analysis.

The analysis indicates that three levels of decision-making processing form consumers’ final functional food choices in either affirmative or negative ways. At the abstract level, consumers position functional foods within their food system. A “benefit negotiation” process acts as the central route of decision-making. Finally, during the “appraising” stage, a representation of each functional food is built. This representation should not be perceived as a rigid one as it can be influenced by personal characteristics, marketing activities and, more importantly, monetary considerations.

The paper proposes a decision-making framework that takes choice issues into consideration. It builds on (connecting and challenging) some of the existing consumer literature on functional foods. The findings indicate the dynamic nature of consumers’ decision-making which is shaped by motivational and other personal factors. The study identifies the concept of perceived efficacy of such foods, a concept discussed widely in previous literature, as a subordinate aspect when compared to consumers’ consumption motivation, perceived importance and perceptions of pricing. The paper discusses the implications for theory, research and practice.

This paper aims to the precise critical interpretation of gender roles portrayed in the three selected TV advertisements shown in Bangladesh.

The analysis begins with the theoretical framework of gender roles analysis here in this paper: Goffman’s gender stereotypes hypothesis which is used to identify and analyse the thematic features present in the ads. After critically examining the hypothesis, Kress and Van Leeuwen’s systemic functional analysis framework is used to analyse the semiotic feature to interpret the signs and symbols. After that, Fairclough’s stylistic analysis of discourse analysis is used to find out these features in the advertisements to search the cultural, political implications. Finally, the paper uses Pope’s The Rape of the Lock and it is Cultural-Ecofeminist Analysis of Francois d’Eaubonne.

This paper tries to connect with the above-mentioned frameworks from a contextual point of view to predict the future progression of the gender representations and their implications in the coming years to check whether the changes in gender roles are reflected in the society or not.

Both in houses and workplaces, women empowerment, more female entrepreneurs in the working forces will bring out a change in the minds of people about the stereotypes and make more women inclusive and the women-friendly environment in Bangladesh and South Asian Countries.

Humanity has a weakness in how we approach the “challenge” of using outer space. This paper aims to show how the global and national frameworks that address our planetary activities and crises are inadequate for the opportunities and challenges of life in outer space.

The authors draw on multidisciplinary perspectives to refine an organising governance framework that better showcases the challenges and pathways needed for living and thriving in space-age. The authors prioritise two key pillars and overview the practical and social implications that space-age humanity must address.

Social sciences and humanities are vital to problematising post-war colonial legacies of governance by distinguishing the unique and overlooked challenges for thriving and working offworld and identifying progressive research agendas.

The highlighted agenda has implications for collaborative research institutes and project design. As the vital basis for continuous learning, university-based research institutes span bodies of knowledge, experience, convention and imagination that can support vibrant and overdue debate on good governance that is out of this world.

This expansive approach has practical implications for the decision-making processes and subjects of spacescape, from reconciling the space commons with prospecting and human occupation to potential governance regimes that capitalise on the zeal for moving beyond merely “existing” off-world.

Examining the governance deficit as we pursue developing spacescape frontiers is an enriching (not reductionist) agenda that deliberately troubles the existing and emerging regime for governing our scientific and imagined off-world society.

This framework appeals to humanity’s highest evolution in co-producing a fair and flourishing off-world governance framework (beyond replicating planetary regimes).

Group cohesion is among the most researched constructs linked to team effectiveness, and performance (Rosh, Offermann, & Van Diest, 2012). While meta-analytic evidence has established strong linkages between cohesion and performance (e.g., Beal, Cohen, Burke, & McLendon, 2003), the functions and structure of cohesion have received limited attention within this literature. In this chapter, we begin to address this gap in the literature by reviewing extant knowledge regarding the structural and functional properties of cohesion to introduce an integrative framework of the function and structure of cohesion. Our framework is designed to address two key questions: (1) Why are groups cohesive – that is, what function(s) does cohesion serve for an individual and/or groups? and (2) What are the elemental forms of cohesion within groups – that is, what is the structure of cohesion within teams? Our integrative framework posits that cohesion serves two main functions within groups: an affective and an instrumental function. These functions serve to characterize the structure of cohesion into four conceptually related but distinct facets that include interpersonal and group belongingness; and social and task elements of cohesion. Furthermore, we specify that these elemental facets occur both horizontally (among individuals with similar standing within groups) and vertically (among individuals with different standing within the groups). We discuss advantages and disadvantages of our framework and conclude with implications for research and practice.

The aim of this paper is to develop a comprehensive framework of supply chain performance that includes relationship, operational, strategic and economic performance measures.

The literature regarding inter-organizational performance including: supply chain management, logistics and marketing performance measures is reviewed. A synthesis of the review provides the foundation for developing a comprehensive model of supply chain management performance.

The review and synthesis finds that supply chain performance focuses primarily on operational and economic performance measures while paying less attention to relational and strategic performance measures. The comprehensive framework identifies four major categories of supply chain performance measures: relational; operational; strategic; and economic – hence the name ROSE.

This comprehensive framework identifies four types of supply chain measures that can be used as a guiding framework by both academics and practitioners. The paper also offers directions for future work in the form of propositions.

Scholars have argued that different forms of proactive behaviors (e.g., career initiative, feedback seeking, and taking charge) all involve employees’ self-initiated and future-focused efforts to bring about change in a situation (Parker et al., 2006). There are at least three important elements that define proactivity: future-focus, change-orientation, and self-initiation (Frese & Fay, 2001; Parker et al., 2006). First, proactive behavior is future-focused, which means that this action is targeted at anticipated problems or at opportunities with a long-term focus. Second, proactive behavior is change-oriented, involving not just reacting to a situation but being prepared to change that situation in order to bring about a different future. Third, and underpinning the prior two elements, proactive behavior is self-initiated, which means that employees initiate a proactive goal without being told to, or without requiring explicit instructions from supervisors. Accordingly, proactivity has also been conceived of as a process in which employees generate and implement, under their own direction, a proactive goal to bring about a different future (Bindl, Parker, Totterdell, & Hagger-Johnson, 2012; Frese & Fay, 2001; Grant & Ashford, 2008).

This paper aims to compare and contrast the concept, mechanism and functions of the two socio-economic institutions, i.e. waqf (Islamic trust) and English trust. It endeavours to juxtapose the salient features of waqf and trust with an objective to examine the nature of similarities and dissimilarities between the two institutions.

This paper applies the socio-legal research methodology and uses qualitative paradigm to analyse the literature. The paper is based on a desk-based research.

This paper finds that there is nothing intrinsically rigid in the jurisprudential paradigm of waqf which might impinge upon either the efficiency or effectiveness of the waqf vis-à-vis trust. The main findings of the paper are encapsulated in underlining certain Shariah principles which essentially hold waqf from transforming into a trust-like secular institution.

This paper compares the jurisprudential underpinnings and conceptual frameworks of waqf and trust, and it does not evaluate their efficiency or effectiveness in empirical terms. The underlying socio-economic efficiency and impacts of the two institutions can be examined empirically in separate comparative case studies.

This paper examines and critically analyses the different socio-economic implications that waqf and trust entail for the societies in which they function. This analysis is important for the policy recommendations towards protecting the religious identity of waqf while re-structuring its models.

The main contribution of the paper is encapsulated in the critical analysis of how the paradigms of the two institutions, i.e. waqf and trust, which appear similar in form but differ in the substance, are shaped and governed.

Eucken′s paradigm of a “social market economy” provides a framework for a functional free‐market mechanism, which not only accommodates development and change, but which also assures human dignity and freedom. Eucken places special emphasis on the integration of economics with “order” and “justice”. He holds that an unconstrained laissez‐faire economy does not assure a competitive economy but that it will degenerate into monopolistic practices. Eucken formulates his “structural” and “regulating” principles to facilitate a functionally competitive economy with a compatible social policy, to assure greater efficiency and to reduce poverty.

To identify, develop and retain talent, an important first step is to ensure that key stakeholders in the talent management (TM) process have a shared view of what is meant by talent within the organisation. The purpose of this paper is to conceptualise how talent is defined in the context of the hospitality industry and to examine the degree of (mis)alignment among corporate and business unit leaders.

The paper uses a qualitative approach consisting of 73 interviews with stakeholders at corporate and business unit levels in three multinational hotel corporations. In addition, documents were collected and analysed to support the interview data.

Each organisation had a formal approach to conceptualising talent at a corporate level. Both inclusive and exclusive views on talent as well as a broad set of characteristics that make up talent were reported with the importance of organisational values being prominent. However, despite formal global policies being in place, considerable divergence in practice was found across organisational levels.

A lack of clarity on what talent means in an organisational setting may lead to an inconsistent talent identification process which may lead to negative perceptions of fairness among employees. This may, in turn, bring about disgruntled employees and increased turnover.

This paper provides empirical evidence to the limited body of knowledge on the conceptualisation of talent. The display of organisational values emerged as important to being labelled talent, a factor that has received scant consideration in the literature.

This paper describes and exemplifies a pedagogical heuristic for promoting critical literacy in science.

One way to support critical literacy in science is through a linguistically informed pedagogical heuristic called 5Es – Enquire, Engage, Examine, Exercise and Extend.

This paper describes the implementation of 5Es in a four-week middle school science unit on climate change, showing how the heuristic can be used to develop students’ understanding of the varied ways authors use language to present information, structure text, infuse judgment and evaluation, engage with and position the reader and express epistemic commitment to knowledge claims.

5Es offer teachers a new heuristic for text exploration that develops students’ critical language awareness, advanced literacy and disciplinary literacy at the same time.