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By mapping-out the capabilities, challenges and limitations of named-entity recognition (NER), this article aims to synthesise the state of the art of NER in the context of the early modern research field and to inform discussions about the kind of resources, methods and directions that may be pursued to enrich the application of the technique going forward.

Through an extensive literature review, this article maps out the current capabilities, challenges and limitations of NER and establishes the state of the art of the technique in the context of the early modern, digitally augmented research field. It also presents a new case study of NER research undertaken by Enlightenment Architectures: Sir Hans Sloane's Catalogues of his Collections (2016–2021), a Leverhulme funded research project and collaboration between the British Museum and University College London, with contributing expertise from the British Library and the Natural History Museum.

Currently, it is not possible to benchmark the capabilities of NER as applied to documents of the early modern period. The authors also draw attention to the situated nature of authority files, and current conceptualisations of NER, leading them to the conclusion that more robust reporting and critical analysis of NER approaches and findings is required.

This article examines NER as applied to early modern textual sources, which are mostly studied by Humanists. As addressed in this article, detailed reporting of NER processes and outcomes is not necessarily valued by the disciplines of the Humanities, with the result that it can be difficult to locate relevant data and metrics in project outputs. The authors have tried to mitigate this by contacting projects discussed in this paper directly, to further verify the details they report here.

The authors suggest that a forum is needed where tools are evaluated according to community standards. Within the wider NER community, the MUC and ConLL corpora are used for such experimental set-ups and are accompanied by a conference series, and may be seen as a useful model for this. The ultimate nature of such a forum must be discussed with the whole research community of the early modern domain.

NER is an algorithmic intervention that transforms data according to certain rules-, patterns- or training data and ultimately affects how the authors interpret the results. The creation, use and promotion of algorithmic technologies like NER is not a neutral process, and neither is their output A more critical understanding of the role and impact of NER on early modern documents and research and focalization of some of the data- and human-centric aspects of NER routines that are currently overlooked are called for in this paper.

This article presents a state of the art snapshot of NER, its applications and potential, in the context of early modern research. It also seeks to inform discussions about the kinds of resources, methods and directions that may be pursued to enrich the application of NER going forward. It draws attention to the situated nature of authority files, and current conceptualisations of NER, and concludes that more robust reporting of NER approaches and findings are urgently required. The Appendix sets out a comprehensive summary of digital tools and resources surveyed in this article.

The purpose of this paper is to outline and assess the role of industrial relations in introducing work-family-related policies and investigate the drivers, nature and scope of contract provisions that were bargained in the following domains: flexible working arrangements, leave schemes, care services and other supportive arrangements. Analyses draw on information filed in a unique and restricted access repository, the SEcond-level Collective Bargaining Observatory (OCSEL) held by Confederazione Italiana Sindacati Lavoratori (CISL), one of the major trade union organizations in Italy.

This paper presents and examines, by means of descriptive statistics and content analysis, available information on 285 company-level agreements around work-family-related issues that were signed in Italy between January 2012 and December 2015, in the aftermath of the great recession.

Work-family issues do not seem to be a major bargaining concern. The availability of specific arrangements is mostly limited to the domain of working time flexibility and it is not quite innovative in its contents. Besides, there is little evidence that the mutual gains rationale is embedded in collective bargaining in the field. However, mature and well-established labour relations result in more innovative and strategic company-level bargaining that is also conducive to work-family-related arrangements.

The sample is not representative. Thus, the results obtained in this study cannot be extended to make predictions and conclusions about the population of collective agreements negotiated and signed in Italian companies in the period under scrutiny.

Research on the industrial relations context that lies behind the design and implementation of work-family workplace arrangements is still limited. Furthermore, the evidence is inconclusive. This manuscript intends to address this research gap and provide a much more nuanced understanding.

As numerous scholars have noted, the law takes a strikingly incoherent approach to adolescent reproduction. States overwhelmingly allow a teenage girl to independently consent to pregnancy care and medical treatment for her child, and even to give up her child for adoption, all without notice to her parents, but require parental notice or consent for abortion. This chapter argues that this oft-noted contradiction in the law on teenage reproductive decision-making is in fact not as contradictory as it first appears. A closer look at the law’s apparently conflicting approaches to teenage abortion and teenage childbirth exposes common ground that scholars have overlooked. The chapter compares the full spectrum of minors’ reproductive rights and unmasks deep similarities in the law on adolescent reproduction – in particular an undercurrent of desire to punish (female) teenage sexuality, whether pregnant girls choose abortion or childbirth. It demonstrates that in practice, the law undermines adolescents’ reproductive rights, whichever path of pregnancy resolution they choose. At the same time that the law thwarts adolescents’ access to abortion care, it also fails to protect adolescents’ rights as parents. The analysis shows that these two superficially conflicting sets of rules in fact work in tandem to enforce a traditional gender script – that self-sacrificing mothers should give birth and give up their infants to better circumstances, no matter the emotional costs to themselves. This chapter also suggests novel policy solutions to the difficulties posed by adolescent reproduction by urging reforms that look to third parties other than parents or the State to better support adolescent decision-making relating to pregnancy and parenting.

This paper aims to explore recent changes in Australia's work‐family policies and programs and their implications for gender (in)equality.

The authors critically assess a suite of new work/family‐related policies, including the introduction of a government‐funded national paid parental leave scheme, a limited right to request flexible working conditions, and the extension of state and federal anti‐discrimination legal protections for workers with family responsibilities.

The analysis suggests a lack of coherence and integration between various work/family related policies and the need for a wider range of reforms, particularly in relation to domestic work and care. It is found that the gendered use of flexibility rights, like the new right to request, do not necessarily improve gender equality and may work to entrench it in the face of strong gendered workplace and societal norms and practices around work and care. As a consequence women workers and mothers – who have been constructed as the work/family problem to be “fixed” – are left even more rushed and pressed for time.

This empirically‐informed analysis shows the power of the broader gender political and normative context and the limits of modest and piecemeal policy reform in relation to work‐family issues – even where economic conditions remain relatively positive. The paper concludes that without robust, multi‐faceted and integrated policy reform around work and family, in which gender equality outcomes are a central objective, policy reforms will fail to achieve a more equal sharing of paid and caring work between men and women, and greater equality between women and men more generally.

This study aims to examine the role of organisational dynamic capabilities (strategic flexibility and employee empowerment) in mediating the relationship between management control systems (MCSs), in particular the interactive and diagnostic approaches to using controls, with organisational change and performance.

Data were collected based on a mail survey of public sector organisations in Australia and analysed using structural equation modelling (SEM).

The findings indicate that strategic flexibility and employee empowerment mediate the association between the interactive approach to MCSs with organisational performance, and strategic flexibility mediates the relationship between the interactive approach to MCSs with organisational change.

The study’s findings inform public sector practitioners as to how to enact change within and enhance the performance of public sector organisations. Specifically, managers are advised to focus on the use of interactive controls and the development of two dynamic organisational capabilities, strategic flexibility and employee empowerment.

The study provides an initial empirical insight into the relation between controls and dynamic capabilities and their role in enacting change and performance within the public sector. The findings suggest that the achievement of new public management ideals is reliant upon the organisational environment, with change and performance facilitated by the interactive use of controls and strategic flexibility and employee empowerment.

This chapter provides a critical focus on the relationship between masculinities and widespread forms of interpersonal violence. The chapter begins by discussing the contribution of second wave feminist criminology in securing disciplinary attention to the study of gender and its relation to crime, and how the growth and maturation of theory and research on specific masculinities and crime followed logically from this feminist work. As part of this development, examination of masculine perpetrated violence initially commenced with Messerschmidt’s (1993) influential account of masculinities and crime in his book of the same name, and was further expanded through a range of historical and contemporary criminological studies on masculinities and interpersonal violence. The authors discuss the origins and history of critical masculinities theory, its relation to social understandings of interpersonal violence, and how these have shaped criminological research interest and findings. Masculinities are linked intricately with struggles for social power that occur between men and women and among different men, but they vary and intersect importantly with other dimensions of inequality. The authors utilise this conception of masculinities to discuss research on various forms of interpersonal violence, from men’s physical and sexual violence against girls and women, attacks on sexual minorities, violence between/among boys and men, and to the ambiguities of gender, sexualities, and violence by girls, women and men.

Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.