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In this paper, we investigate how digital technology disruptors and the incumbents who stand to be disrupted by them frame their arguments to transform or sustain existing institutional frameworks to enable or deter the market entry of these technologies. Using a longitudinal, comparative case analysis of three digital technologies – namely, voice over Internet protocol (VoIP), cloud antenna, and over-the-top (OTT) technologies – we explore how stakeholders use public interest frames for this purpose. We find that entrepreneurs use three specific frames to drive institutional change for the successful adoption of digital technologies in the presence of established incumbents and powerful regulators: frames that emphasize the broad public appeal of the new digital technology; frames that emphasize efficiency, democracy, and technological advancement; and frames that emphasize present as well as future benefits to the public. We find that constructing interpretations of what serves the public interest is the primary tactic used by disruptors to gain market entry, and an equally popular weapon for incumbents to block the entry of new digital technologies. These interpretations lead to a framing contest aimed at influencing regulators and obtaining a more favorable institutional environment. Our empirical findings illustrate that new digital technologies themselves are not the sole contributors to institutional change. Rather, institutional outcomes associated with the introduction of new digital technologies are shaped by how disruptors and incumbents use public interest frames and how regulators react to these frames.

This chapter reviews and synthesizes three major strands of recent research, alongside discipline-specific research design, from scholars of Language Issues in Comparative and International Education. The first strand is mixed methods research on the policy and practice of L1-based multilingual education programs, and their contribution to raising educational quality and addressing equity and inclusiveness worldwide. The second strand is qualitative, community-based research of educational programs aimed toward revitalization of minoritized, indigenous, and/or endangered languages. The third strand is empirical and theoretical research that seeks to document, contest, and reconceptualize the dynamics among dominant and non-dominant languages within and between international contexts. The authors explore points of synergy between studies, examine publication in the field from a meta-perspective, and suggest encouraging directions of future research, while highlighting the value of non-dominant languages as resources for education and life.

THERE have been official links for the past twelve years between the Institute of Incorporated Work Study Technologists and Time and Motion Study. Many of its members have been valued contributors to our pages and the Institute has had editorial space for its news.

This essay provides an overview of key contemporary issues researched by scholars of Language Issues in Comparative and International Education. The authors present this scholarship around three main themes: L1-based multilingual education; language revitalization and education; and the power dynamics between dominant and non-dominant languages in educational settings. Research in all three themes challenges the view of monolingualism as the norm and invites the view that all languages are resources. These perspectives are relevant to the goals of educational development, particularly to equitable access to quality schooling. Recent research examines some stakeholders’ resistance to supporting and sustaining local languages and cultural practices. While language-in-education policy change may be slow, there are promising directions in research on how educators and communities exercise agency in transforming educational institutions to support plurilingualism and intercultural understandings. Scholars highlight the ideological, pedagogical, and policy-level supports needed for sustainable development of multiple languages, literacies and learning across contexts.

The purpose of this paper, a set of two studies, is to elaborate on the concept of scansis and its effects upon crisis communication theory and practice. A scansis represents the intersection of a scandal and crisis, essentially when a crisis becomes a scandal. A new term was created due to the varied ways in which the term scandal is used and misused. The effects of scansis on crisis communication are examined through two studies. A scansis is unique because it creates moral outrage and is a function of a perception of injustice coupled with greed.

Experimental design is used in both studies to test for the effects of specific crisis response strategies used during a scansis. The crisis response strategies were manipulated to determine whether or not corrective action with moral recognition is more effective at helping organizations during a crisis than those crisis response strategies that do not contain a moral component.

The two studies found no short-term effect for crisis responses during scansis. This included no difference between corrective action with moral recognition and the other three response conditions for the short-term factors of organizational reputation, negative word-of-mouth intentions, purchase intentions and anger. However, Study 2 found that corrective action with moral recognition was perceived as the most empathetic response and created the lowest levels of moral outrage. The authors postulate that corrective action with moral recognition has a long-term effect after a scansis by creating a positive response that moves organizations away from being stigmatized.

The results raise questions about the current configuration of the intentional crisis cluster articulated in situational crisis communication theory (SCCT). When just consider assessments crisis responsibility, a scansis would be part of the preventable crisis cluster. However, the evaluation of justice and greed suggest a scansis may be a unique crisis type that does not fit within the intentional crisis cluster and the prescribed short-term effects of crisis response strategies recommend by SCCT. The scansis establishes a boundary condition for the limits of crisis response strategies on short-term effects such as reputation and purchase intention. These findings require us to rethink elements of current crisis communication theory.

The lack of short-term benefits should not be an argument for abandoning accommodative crisis response strategies. Practitioners need to realize the limits of crisis response strategies for creating short-term benefits and think about the potential long-term benefits offered by crisis response strategies.

Scansis is a new concept for crisis communication and provides a link between the crisis communication and organizational stigma literatures. The two studies are the first attempts to empirically examine scansis and opens new avenues of thinking and research for crisis communication and organizational stigma researchers.

The rapid growth in the British public sector since the turn of the century, and particularly since the end of the last war, has been most noticeably experienced in the social services. By 1974, expenditure on the health, welfare, education, housing, and income maintenance services accounted for almost half of total expenditure, having grown at an average rate of exactly ten per cent per annum since 1951. Unfortunately, this growth has not been accompanied by an increased awareness of the need for socio‐economic monitoring and analysis of service provision. Only since the oil crisis of 1973, as cutback has followed cutback, and as central and local government administrators have been faced with the problem of increasing, or at least maintaining, output levels whilst input supplies have steadily fallen, has attention been focused upon efficiency and effectiveness.

The extreme nature of fire makes structural fire engineering unique in that the load actions dictating design are intense and neither geographically nor seasonally bound. Simply, fire can break out anywhere, at any time and for any number of reasons. Despite the apparent need, the fire design of structures still relies on expensive fire tests, complex finite element simulations and outdated procedures with little room for innovation. This paper aims to discuss the aforementioned issues.

This primer highlights the latest state of the art in this area with regard to performance-based design in fire structural engineering. In addition, this short review also presents a series of examples of successful implementation of performance-based fire design of structures from around the world.

A comparison between global efforts clearly shows the advances put forth by European and Oceanian efforts as opposed to the rest of the world. In addition, it can be clearly seen that most performance-based fire designs are related to steel and composite structures.

In one study, this paper presents a concise and global view to performance-based fire design of structures from success stories from around the world.

Employees constitute an important source of innovation in organizations. Innovation management strategies often include attempts of stimulating employees' innovative contribution by instilling managerial trust and granting job autonomy. However, the authors suggest and investigate the role of employees' distributed leadership agency (DLA) in hospital employee-driven innovation.

The authors tested the hypotheses using survey data from 1,536 nonmanagerial employees at a hospital in Denmark. In order to deal with a methodological risk of survey designs, the authors assessed and adjusted the results for common method variance (CMV).

The authors validated a DLA measurement instrument and found an indirect relationship between job autonomy and trust in management on the one hand, via DLA, and with idea generation, promotion and implementation on the other hand. In addition, the results showed a small direct relationship between job autonomy and the three innovative behaviors. The results showed that CMV did bias relationships and reliabilities but only little.

The study introduces distributed leadership to the field of innovation management and confirms that this concept is highly relevant for employee innovation. In order to strengthen an organization's innovative potential, leaders may not only need to grant autonomy and instill trust in their employees, but also gain from employee innovation by distributing leadership tasks to employees.

This study is one of the first to introduce distributed leadership to the field of employee innovation management. By identifying distributed leadership as a key variable, the findings add to one’s extant understanding of how employee involvement encourages employee innovation.

We explore how cultural factors at both socio-economic and psychological individual levels affect the present generation's beneficence toward future generations in organizations and society. We examine how socio-economic mechanisms may influence the present generation's focus on the future consequences of their decisions. In addition, we examine how self-construals in different cultures might result in different mechanisms underlying the reduction of psychological distance between generations in different cultures. Implications of our cross-cultural analysis to intergenerational decision making within the context of group research in general are discussed.