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What motivates employees to show concern for their team or in-group members, and why is it vital to prefer teamwork and receive support from co-workers at the workplace? Given the significance of social relations in the workplace and drawing from social exchange theory, the present study seeks to examine the association between personal interaction with concern for team members by identifying preference for teamwork and co-worker support (CWS) mediating the relationship.

The data of 261 collected from employees working in varying public and private sector Indian enterprises were analyzed using confirmatory factor analysis, Structural Equation Modelling (SEM) and Hayes PROCESS macro to investigate the multiple mediation analysis.

The findings showed a positive relationship between personal interaction and concern for the team member, which elaborates that increasing personal interaction among employees tends to display concern for their team members. Moreover, teamwork preference and CWS mediated the relationship, demonstrating that preferring teamwork and receiving support from co-workers, the propensity to concern for team members is influenced by personal interaction.

This research pinpoints how personal interaction among members may develop a feeling of belongingness, leading to concern for their team members. With the inclusion of employees in teamwork and creating a cordial work environment, employees prefer working in groups and teams; they may feel responsible for their group and its members, ultimately helping improve the organization's human capital.

This study contributes to the employee and organizational development by unveiling how employees may develop cordial social relationships through personal interaction, preferring teamwork and CWS.

In this chapter, the authors define the new business term, future-proofing, and apply it to knowledge preservation and curation. The fundamental principles of future-proofing and the challenges and mechanics are discussed. These challenges are discussed in developing future-proofed knowledge preservation, and a curation strategy is identified. The authors identify four challenges to future-proofing a knowledge preservation and curation strategy – availability, visibility, accessibility, and consumability of knowledge assets. Ultimately, the greatest challenge to future-proofing these strategies lies in the channels we use to create, transmit, share, and store knowledge assets. At a minimum, the chapter speaks to the critical importance of future-proofing the preservation of knowledge assets, so there is a possibility of curation at some point in a known or unknown future.

Although educators would likely agree that values and ethics are important in all disciplines, they have particular importance for practice-oriented fields. These applied professionals need to solve complex social problems that require the application of ethical standards and value perspectives. While the importance of value-engaged practice is known to the applied field, there is little research and conversation about how values can be integrated into teaching. This chapter synthesizes values-education approaches in various practice-based disciplines such as public administration (PA), program evaluation, social work, and public health. This chapter draws from empirical and theoretical works as well as the authors' experiences developing, participating in, and conducting values-based research on professionals and professional education.

In this chapter, the authors make the case that preserving and curating knowledge for the future involves more than changing methods and tactics or extending our current applications and technology to support knowledge capital. It means changing the way we think about the future. It means envisioning multiple futures where various elements may be known or unknown – a four-future quadrant. First, the authors explain what it means to think strategically in multiple known and unknown futures. Next, the chapter presents ideas for strategic thinking about future knowledge preservation and curation. Finally, the authors consider using the four futures to develop a flexible and relevant knowledge preservation and curation strategy.

This study aims to help uncover corporate culture and values to attract and retain talent by understanding job reviews written by business-to-business (B2B) salespeople.

Over 40,000 job reviews on Glassdoor.com are analyzed by a dictionary-based content analysis tool, Linguistic Inquiry and Word Count (LIWC2015), to explore the links between corporate culture and linguistics characteristics of reviews as articulated by B2B salespeople. This study adopted a multidimensional scaling approach based on the nine cultural value scores to create a map of corporate profiles. A projection of the LIWC2015 scores on this map uncovers differences in language patterns and emotions expressed across the profiles.

Findings reveal a map of corporate profiles with two dimensions, namely, product-centricity and customer-centricity, that divide salesforce subculture into a 2 × 2 matrix of four types: Empathic Innovators, Product Pioneers, Customer Champions and Commodity Traders.

This study combined two data sets, scores on CultureX’s nine cultural values (agility, collaboration, customer orientation, diversity, execution, innovation, integrity, performance and respect) and job reviews on Glassdoor.com. This research seeks to develop profiles of the organizational culture and to use a blend of qualitative and quantitative methods. This study adds to the literature on salesforce subculture and showcases a solution to the methodological difficulty in categorizing and measuring culture.

Innovation originally meant ‘change’ or ‘renewal’. Over time, it became associated with creating new products, methods, materials, markets, and forms of organisation. Today, in everyday language, innovation is used as a much broader term that encompasses non-materialistic, non-economical ideas such as social, educational, philosophical, political, environmental, or spiritual innovations. What makes something innovative is subjective and depends not only on the perceived novelty of the content but also on the co-constructed meaning of what is possible or what it changes in our lives. Therefore, innovation leaders must also become experts in co-constructing meanings with their teams. In this chapter, a structured solution-focused framework will be introduced with the intent to support innovative teams in maintaining effective team dialogue, foster more innovative team collaboration, better innovations, or an improved innovation process. In fostering an interactive and dynamic team process, solution-focused leaders engage in deliberate interactions that often initiate a positive dynamic leading into an even more innovative future.

Although special education was built upon the foundation of the Civil Rights Act of 1964, the discrimination that many racialized students receiving special education services experience cannot be denied. Many culturally, ethnically, and linguistically diverse students receiving special education services encounter labels that perpetuate racism and ableism and lead to inequitable access to services and resources necessary for more positive postsecondary outcomes. By honoring intersectionality and dismantling the singular identity, educators can become change agents and shift the historic oppressive narrative to create a system of empowerment as these individuals transition from transitional kindergarten to age 21 special education programs (TK-21) schools into adulthood.

This chapter examines the concepts of race and racism, critically reviewing their historical and contemporary applications in everyday life as well as in academic and policy debates. Racism has been extensively researched, with various theories and conceptualisations developed across social science. However, there is a great deal of disagreement regarding its nature, contemporary significance and empirical validation. This chapter examines these and attempts to synthesise some of the common definitions of racism provided in the literature. It explores related concepts and underlying themes pertaining to expressions of race and racism. Furthermore, it unpacks current knowledge about racial issues and discusses recent advances in the conceptual understanding of various forms of racism. It also elucidates the social, political and analytical applications of racism as a concept and the significance of racism in contemporary societies. The chapter concludes by highlighting how racism is a dynamic phenomenon, continuously evolving with the social, political and technological transformations in contemporary societies.