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Despite, or perhaps even because of, the economic uncertainties of the period, the 1970s witnessed a radical transformation of the British distributive system. Most of the changes which occurred were similar to those experienced elsewhere in the Western world, and in a review of developments in EEC countries, Dawson has suggested that the impact of these changes on society could be similar to that produced by the Industrial Revolution. In Britain at least, the changes in distribution were, and remain, a result of very marked changes in society: most notably the change in consumption patterns brought about by endemic inflation, increasing unemployment and periodic world energy crises. The result has been increased competition, a search for greater efficiency and diversification of traditional product lines. Thus the British distribution system throughout the 1970s was dominated by the trend to mass merchandising, by the emergence of large firms and a consequent increase of corporate power and by the appearance of new distribution forms. While many of the conditions and developments experienced in the 1970s are expected to continue into the 1980s, it has been predicted (Distributive Industry Training Board 1980) that by the 1990s further revolutionary changes are likely to have occurred, particularly as a result of widespread automation involving new technology. The industry is, therefore, in the middle of a period of very rapid change.

Creativity and innovation have been buzzwords of managerial discourse over the last few decades as they contribute to the long-term survival and competitiveness of firms. Given the non-linear, causally ambiguous, and intangible nature of all innovation-related phenomena, management scholars have been trying to uncover factors that contribute to creativity and innovation from multiple lenses ranging from organizational behavior at the micro-level to strategic management at the macro-level. Along with important and insightful developments in these research streams that evolved independently from one another, human resource management (HRM) research – especially from a strategic perspective – has only recently started to contribute to a better understanding of both creativity and innovation. The goal of this chapter is to review the contributions of strategic HRM research to an improved understanding of creativity at the individual-level and innovation at the firm-level. In organizing this review, the authors rely on the open innovation funnel as a metaphor to review research on both HRM practices and HRM systems that contribute to creativity and innovation. In the last section, the authors focus on more recent developments in HRM research that focus on ambidexterity – as a way for HRM to simultaneously facilitate exploration and exploitation. This chapter concludes with a discussion of future research directions.

Three basic approaches to retail institutional change can be discerned in the last 30 years. The first contends that institutional evolution is a function of developments in the socio‐economic environment. The second argues that change occurs in a cyclical fashion. The third considers inter‐institutional conflict to be the mainspring of retail change. None of those approaches is found to be entirely satisfactory, and a series of combination theories has been posited. It is argued that regional institutional change is the result of environmental forces and a cycle‐like sequence of inter‐institutional conflict.

Retail, by definition, used to be an industry focused on local markets and aiming to distribute goods to consumers in a narrow geographical area. In developed market economies, the internationalization of retail operations started with global sourcing, while in Eastern Europe the process of retail internationalization intensified after the fall of communism in late 1980s and early 1990s. Although there are plenty of papers discussing the conceptual framework of retail internationalization, publications analyzing the present level of internationalization and the current status of specific geographic markets are scarce. Therefore, this chapter will analyze and compare the Croatian and Polish markets in order to explain the paths and drivers of retail internationalization in postcommunist economies.

Research has focused on the Polish and Croatian markets. The first and second part of the chapter explain retail internationalization per se on the basis of existing relevant literature, as well as elaborate on the process of retail internationalization in the postcommunist economies of Poland and Croatia. The main part of the chapter presents the results of a comparative study. This comparative study has been based on secondary data available in official statistical publications of Poland, Croatia, and European Union. As the source of information on large retailers, secondary data has been used as well. Our research analyzes key trends and calculates and presents key indicators showing the importance of retail in national economies.

Both Croatia and Poland are considered attractive host markets for the largest global retailers. Dynamics and intensity of retail internationalization have been different, but the process of retail internationalization is currently intensified in both countries. Retail internationalization is changing the scope of domestic market conditions. Several indicators and effects are observed in this chapter: growth of larger formats within the retail structure, growth in the number of employees per outlet, and growth of the share of trade in GDP creation.

The chapter explains the process of retail internationalization and the level of retail internationalization reached in Croatia and Poland. International retailers from different countries entered the Polish and Croatian markets driven by opportunities offered by these non-saturated markets. The process of internationalization, which is currently intensified, is analyzed in this chapter. Poland and Croatia are markets and countries with similar socioeconomic development. Therefore, this chapter contributes to a better understanding of retail internationalization and its effects on transitional, postcommunist economies.

In 2018, the Centers for Disease Control and Prevention (CDC) released the statistic that 1 out of every 59 children had a diagnosis of autism spectrum disorder (ASD). Young children with ASD have unique needs specifically related to the characteristics that impact their communication and social emotional and behavioral development. These unique needs require early and intensive intervention to minimize their lifelong impact. It is important to identify and use evidence-based interventions to help parents support their children at home, and as a continuation of the skills they are being taught in other settings. This chapter will address the prevalence of young children with ASD, the impact and need for family involvement in intervention, and service provision and potential interventions.

A selection of recently published empirical and conceptual studies of the retail industry is reviewed and possible important future developments analysed. In particular, the four areas considered are: (1) the retail environment; (2) strategic issues, (3) operational considerations; and (4) monitoring and measuring costs and performance. These areas are especially viewed in the light of the influence and operation of the large firms.

Addressing the continuing productivity challenge, the purpose of this paper is to analyze data from the National Health Service on employee involvement (EI) in order to gain critical insights into how employees’ shared perception of EI in organizational decision making (i.e. EI climate) might address two persistent issues: how to enhance positive staff attitudes and improve organizational performance. In doing so, the authors respond to recent calls for more multilevel research and extend previous research on EI climate by attending to both EI climate level and EI climate strength.

Data from 4,702 employees nested in 33 UK hospitals were used to test the moderating role of EI climate strength in the cross-level EI climate level employee level-attitudes relationship and in the organizational-level EI climate-organizational effectiveness relationship.

The results of the multilevel analyses showed that EI climate level was positively associated with individual-level employee attitudes (i.e. job satisfaction, organizational commitment). Further the results of the hierarchical regression analysis and the ordinal logistic regression analysis showed that EI climate level was also related to organizational effectiveness (i.e. lower outpatient waiting times, higher performance quality). In addition, both analyses demonstrated the moderating role of EI climate strength, in that the positive impact of EI climate level on employee attitudes and organizational effectiveness was more marked in the presence of a strong climate compared to a weak EI climate.

By creating and maintaining a positive and strong climate for involvement, hospital managers can tackle the productivity challenge that UK hospitals and health care institutions more generally are currently facing while improving the attitudes of their employees who are critical in the transformative process and ultimately underpin the organizational success.

This is the first study which provides evidence that favorable and consistent collective recognition of EI opportunities by staff contributes to enhance both employee attitudes and hospital performance. Results highlight the role of EI climate strength and underscore its importance in future research and practice.

Dr Dawson's paper was presented to a recent CESDIT meeting in Milan, and is a summary of the chapter in the CESDIT volume on distribution in Great Britain. It discusses the position of independent retailers today — their dwindling number, with corresponding job losses and diminishing market share, and looks at their positive contribution — as agents encouraging entrepreneurs, as centres for valuable social and community interaction, and asks whether Government intervention should be encouraged to protect them.