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The aims of this study are: to present a training evaluation based on the “four levels model”; to demonstrate the value of experimental designs in evaluation studies; and to take a first step in the development of an evidence‐based training program.

The Kirkpatrick four levels model was used to evaluate the effectiveness of management training. Hypotheses about the effects of internal/external locus of control and experiential learning styles were tested. Measures gathered at several points of time were compared to measures taken from a control group. “Level four” results were obtained by 360‐degree feedback appraisal.

Trainees' knowledge improved significantly. Trained managers also demonstrated more “good” management behaviors and they scored higher on long‐term results. Trained supervisors with an internal locus of control acquired more knowledge than trained supervisors with an external locus of control. However, internals did not differ significantly from externals on actual behavior measures. The hypothesized relationship between learning style and training effectiveness was not supported. The four levels method gives detailed insights in results. Attention should be paid to trainees' locus of control.

The paper outlines the value of the “four levels model” of training evaluations and contributes to the “theory‐based, evidence‐based” approach to the development of training programs.

This paper seeks to examine two management doctoral research projects to highlight the advantages in mixed methods as the primary research design.

This paper summarises the methods of data collection and analysis which were used by two doctoral students in their management research. The researchers used mixed methods approaches (quantitative and qualitative) to explore different areas of management.

The paper supports the view that triangulation of research methods strengthens the findings and inferences made for understanding social phenomena in more depth, compared to using a single method.

The paper relies excessively on two doctoral research projects which utilise sequential mixed methods. Therefore, arguments made in the paper are specific because other doctoral projects that have used different methods from those employed in the two projects were not considered.

Early researchers, in particular students commencing doctorate studies, should apply mixed methods research because it develops skills in the two most dominant data collection methods used in management research. This paper is a practical guide on how this could be done effectively.

The paper is drawn from two unique doctoral research projects. The paper's originality and value is in providing experiences and practical insights on how mixed methods research is undertaken.

Given the decisive role of knowledge-oriented leadership (KOL) in boosting organizational innovation capacities, the research intends to investigate the effect of KOL on ambidextrous innovation with the mediating effect of knowledge management capability (KMC). Furthermore, technological turbulence (TT) is regarded as a moderator in the relationship between KMC and ambidextrous innovation.

The data obtained from 122 Pakistani manufacturing firms were used to evaluate the proposed relationships using the partial least square structural equation modeling approach.

The empirical findings demonstrate that KOL positively affects both aspects of ambidextrous innovation, namely exploitative innovation (EII) and exploratory innovation (ERI), with a higher effect on EII. Additionally, knowledge management process capability (KMPC) partially mediates the association between KOL and both dimensions of ambidextrous innovation (EII and ERI). Similarly, knowledge management infrastructure capability (KMIC) mediates the link between KOL and ERI but does not mediate the relationship between KOL and EII. The impacts of the KMPC and KMIC on EII are also significantly moderated by TT, although the link between the two components of the KMC (KMPC and KMIC) and ERI is unaffected.

The research provides useful knowledge and a novel strategy for policymakers to foster KOL and invest in KMC to improve the capabilities of Pakistani manufacturing firms in terms of innovation.

The research has contributed significantly to the resources-based view and knowledge-based view (KBV) literature by examining the various mediation moderation mechanisms and offering greater insights into the relationship between KOL and firms, KMC, and ambidextrous innovations.

This article describes advances in the study of knowledge transfer (KT) in project-based organizations (PBOs). Project management offices (PMOs) have both a moderation role and a mediation role to play in KT between projects. In order to improve KT between projects, this paper explores the mediation role of the PMO in the transfer of knowledge with different levels of articulability. The aim is to improve the usability of transferred knowledge.

The case study method was used to investigate KT in five-divisional PMOs within a multinational engineering and project management PBO. Fifteen semi-structured interviews were conducted and the results were analysed using ATLAS.Ti (a computer-aided qualitative data analysis software).

The findings show that it is the way in which the PMO structures knowledge management (KM) infrastructure and processes, which determines the success of its mediation role in the transfer of tacit and explicit knowledge between projects. The articulability of knowledge influences the PMO's mediation role and the PMO's mediation role in turn improves the usability of knowledge, thereby creating a conducive environment for a competitive advantage.

This study offers a framework to assist scholars and practitioners to understand the mediation role of the PMO in the transfer of knowledge with different levels of articulability within the projects environment. Such understanding can improve the usability of transferred knowledge, thereby creating a competitive edge for a PBO. The study shows that the PMO can be used as an instrument for KT between projects, a theme that was not found in literature. The paper thus offers new empirical information.

This study aims to test bigenderism, a universalistic theory that purports to explain why trans men employees enjoy greater organizational acceptance and superior economic outcomes compared to trans women employees.

Respondents were presented with one of two case studies in which they had to choose whether or not to respect the right of a trans employee to use the restroom of their choice at work. The only difference between the two case studies was the gender of the trans employee. In one case, the employee was a trans man and in the other case, the employee was a trans woman.

The gender of the trans employee had no impact on the choices of the respondents.

The chief research implication is that heightened discrimination against trans men may better be explained by situational theories of transphobia rather than the universalistic theory that was tested in this paper. The primary research limitation was the use of American undergraduate business students as respondents.

Organizations need to be especially vigilant in protecting the restroom rights of their transgender employees, which may entail eliminating gender-segregated restrooms.

This paper is original in that it uses an experimental design to test the theory of bigenderism. It adds value by encouraging experimental research that examines situational theories of transphobia.

In several Western legislations, trans individuals must frequently undergo some form of gender identity assessment, for example, to receive legal recognition of their gender or to access therapeutic interventions. Thus, a standardised and empirically supported assessment approach becomes necessary. The purpose of this paper is to critically reflect on the current international guidelines for assessments by the World Professional Association for Transgender Health, which will be compared to standards in secure forensic settings, illustrated by British prison policies.

Findings of a systematic literature review following preferred reporting items for systematic reviews and meta-analysis standards are presented, summarising the current state of research pertaining to gender identity assessment instruments. Studies were included, when they presented empirical details pertaining to assessment approaches and passed the quality appraisal, but were excluded when they did not use a trans sample or presented clinical assessments not linked to gender identity.

A total of 21 included English articles, which mostly have been published in the USA in the past 20 years, propose ten different assessment approaches. Most of the studies support the use of the Minnesota Multiphasic Personality Inventory-2, the Bem Sex-Role Inventory, Body Image Scale for Transsexuals and the Gender Identity/Gender Dysphoria Questionnaire for Adolescents and Adults. The instruments are briefly summarised.

It becomes apparent that this field is severely understudied and that there is no consensus regarding the best assessment approach. Hence, any recommendations are only preliminary and are contextualised with further ethical considerations and suggestions for future research.

To the best of the author’s knowledge, this is the first systematic literature review pertaining to the (semi-)structured assessment of gender identity.

Integrating identity theory and role theory, this study examines the re-expatriation inclinations of highly-skilled professional female self-initiated repatriates (SIRs) in an Asian rapidly emerging market (REM) and the reasons underlying these inclinations.

The authors conducted a survey on a sample of highly-skilled professional female SIRs in Vietnam (N = 248). Structural equation modelling was used to evaluate the model.

The study found that female SIRs' career identity, family identity and social identity have a significant influence on their inclinations to re-expatriate. Attitude towards re-expatriation fully mediates the influence of family identity and career identity on re-expatriation inclinations.

This research was limited to female SIRs in one REM, namely Vietnam, and may lack generalisability in countries and contexts.

By delineating the identity-related factors that contribute to skilled female SIRs' inclinations to re-expatriate and recognising gender as a complex, multifaceted social construct, the authors broaden the way expatriation is conceptualised and isolate factors that can inform practices for recruitment and retention of this important sub-set of international talent.

The purpose of this paper is to explore the mechanisms underlying hiring discrimination against transgender men.

The authors conduct a scenario experiment with final-year business students in which fictitious hiring decisions are made about transgender or cisgender male job candidates. More importantly, these candidates are scored on statements related to theoretical reasons for hiring discrimination given in the literature. The resulting data are analysed using a bivariate analysis. Additionally, a multiple mediation model is run.

Suggestive evidence is found for co-worker and customer taste-based discrimination, but not for employer taste-based discrimination. In addition, results show that transgender men are perceived as being in worse health, being more autonomous and assertive, and have a lower probability to go on parental leave, compared with cisgender men, revealing evidence for (positive and negative) statistical discrimination.

Targeted policy measures are needed given the substantial labour market discrimination against transgender individuals measured in former studies. However, to combat this discrimination effectively, one needs to understand its underlying mechanisms. This study provides the first comprehensive exploration of these mechanisms.

This study innovates in being one of the first to explore the relative empirical importance of dominant (theoretical) explanations for hiring discrimination against transgender men. Thereby, the authors take the logical next step in the literature on labour market discrimination against transgender individuals.