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The purpose of this paper is to explore how public cultural organizations use ambidextrous design to balance exploitation and exploration given their organizational structure that mainly stimulates exploitation.

The authors use an abductive methodology and, perform an in-depth comparative case study. The data sample consists of two Belgian public cultural centers located in the Flemish area. In all, 21 semi-structured interviews where analyzed using Nvivo.

Results show, first, that although both cases have the same formal organization chart, their informal structure differs. Second, both cases have a different point of view toward exploitation and exploration. Third, no “pure” ambidextrous designs were found. Finally, the paper formulates theoretical propositions for ambidexterity and public sector research.

Limitations of this paper are threefold. First, the authors only compared two cases, so generalization of the findings is limited. Second, although the authors managed to make contributions to ambidexterity and public sector research, theory building is not finished. Finally, researchers have to improve empirical evidence focusing on which design elements lead toward ambidextrous public organizations.

This paper makes a threefold contribution to ambidexterity literature and public sector research. First, the focus on public sector organizations is a rarely taken approach in ambidexterity research. Second, the specific use of ambidextrous design attributes to the limited public sector research that has focused on ambidexterity. Third, the focus on small organizations with limited resources is a rarely taken focus in ambidexterity and public sector research.

To provide ways of how organizations can benefit from entrainment, the purpose of this paper is to create a better theoretically grounded understanding of entrainment in organizations by reviewing the literature, describing managerial implications and identifying future research directions.

A systematic literature review of relevant literature based on peer-reviewed research papers published in highly ranked scientific journals.

It provides a clear understanding as to what constitutes entrainment in organizations and emphasizes its complexity. Further, six benefits of entrainment are highlighted, including the positive relationship between entrainment and organizational outcomes. The review may also provide entrepreneurs and practitioners a scientific basis for developing innovative tools to help managers’ foster entrainment in organizations.

The review indicates that entrainment plays a much larger role in organizations than we think. Change leaders' actions may impact the emotions and actions of change recipients through entrainment. The selected keywords used in the search and the researcher's bias of including or excluding articles for this review are the major research limitations.

It is one of the first papers, to our knowledge, to provide a structured overview and understanding of the entrainment phenomenon in an organizational context, based on 41 peer-reviewed articles.

Career self‐directedness is a concept that has gained widespread attention in the literature on new careers and managerial thinking about contemporary career development. In a related sense, the topic of employee retirement has become popular in both the academic and managerial literature. However, to date, career self‐directedness has not been studied in relationship with older workers' retirement intentions. The purpose of this study is to test a model of the relationship between career self‐directedness and retirement intentions, mediated by career self‐management behaviors and engagement.

A survey was completed by 271 employees older than 45 working in five organizations. The average age was 53, and 59 percent were female. Participants had been with their current employer for an average of 16 years, and 58 percent of them worked fulltime. The survey included measures of self‐directed career attitude, career self‐management behaviors, engagement and retirement intention.

Results indicate that engagement and career self‐management behaviors fully mediated the relationship between self‐directed career attitude and retirement intention.

This is the first study to address career self‐directedness in relationship with retirement intentions, thereby considering the mediating role of career self‐management behaviors and engagement. As a result, this study contributes to insights in the validity of career self‐directedness as a predictor of career development using a sample of employees different from the main body of studies using samples of employees in their early career stages. Moreover, it sheds further light on the retirement process by including an individual career attitude and intermediating variables viewed as important to understand contemporary organizational behavior.

Through the combination of change process, context and content the purpose of this paper is to provide a deeper understanding of failure or success of organizational change. This study considers the effect of organizational climate on affective commitment to change simultaneously with quality change communication and employee participation during the change process, while controlling for perceived change impact.

The findings are based on 134 survey responses gathered through surveys in two police forces that recently underwent a merger.

First, quality change communication is the only process variable that directly impacts affective commitment to change. Second, the results indicate that an involvement-oriented climate positively affects affective commitment to change, mediated through quality change communication.

First, the general understanding of the impact of climate on organizational change is very limited. Second, employee participation and quality change communication are generally studied together. The authors propose that both process variables each have their unique impact on attitudes toward change.

Current publication practices in the scholarly (International) Business and Management community are overwhelmingly anti-Popperian, which fundamentally frustrates the production of scientific progress. This is the result of at least five related biases: the verification, novelty, normal science, evidence, and market biases. As a result, no one is really interested in replicating anything. In this essay, the author extensively argues what he believes is wrong, why that is so, and what we might do about this. The paper aims to discuss these issues.

This is an essay, combining a literature review with polemic argumentation.

Only a tiny fraction of published studies involve a replication effort. Moreover, journal authors, editors, reviewers and readers are not interested in seeing nulls and negatives in print. This replication crisis implies that Popper’s critical falsification principle is actually thrown into the scientific community’s dustbin. Behind the façade of all these so-called new discoveries, false positives abound, as do questionable research practices meant to produce all this allegedly cutting-edge and groundbreaking significant findings. If this dismal state of affairs does not change for the good, (International) Business and Management research is ending up in a deadlock.

A radical cultural change in the scientific community, including (International) Business and Management, is badly needed. It should be in the community’s DNA to engage in the quest for the “truth” – nothing more, nothing less. Such a change must involve all stakeholders: scholars, editors, reviewers, and students, but also funding agencies, research institutes, university presidents, faculty deans, department chairs, journalists, policymakers, and publishers. In the words of Ioannidis (2012, p. 647): “Safeguarding scientific principles is not something to be done once and for all. It is a challenge that needs to be met successfully on a daily basis both by single scientists and the whole scientific establishment.”

Publication practices have to change radically. For instance, editorial policies should dispose of their current overly dominant pro-novelty and pro-positives biases, and explicitly encourage the publication of replication studies, including failed and unsuccessful ones that report null and negative findings.

This is an explicit plea to change the way the scientific research community operates, offering a series of concrete recommendations what to do before it is too late.

The purpose of this paper is to develop a health harm of work scale from the sustainable HRM perspective.

A three-dimensional model was proposed for the health harm of work scale and validated (Total n=527) using a five-part study (item generation, item reduction, convergent, construct and discriminant validity).

Exploratory and confirmatory factor analyses supported that the three dimensions (restrictions for positive health, the risk factors for psychological health and the side effect harm of work) simultaneously tap into different aspects of the health harm of work construct. The results from the construct validity revealed that health harm of work as a phenomenon has manifested itself in different facets of health harm of work intensification. Finally, the discriminant validity study revealed that the overlap between the dimensions of the health harm of work scale and the dimensions of recovery experience from the work questionnaire is low and it provides support for the discriminant validity of dimensions between these two scales.

The proposed measure can be used as potential leading indicators for negative occupational health to prevent or delay the onset of work-related illness manifestation or health consequences (sick leave, absenteeism, presenteeism, etc.).

This is the first study to validate a measure of health harm of work and to provide tangible evidence of health harm of work which will subsequently trigger organizations to introduce a planned intervention to improve occupational well-being to promote sustainable HRM.

The purpose of this paper is to contribute to debates about the category “dementia”. Dementia is discussed, as it is a social, political and cultural issue, rather than a solely medical phenomenon.

The methodology synthesises perspectives from humanities with the social sciences. Thus a number of cultural texts are analysed critically and set alongside data from two original research projects exploring the use of the arts for people living with a dementia. Central to the research is a close and critical examination of news reports, films, plays and documentaries that represent “dementia”. The extent to which metaphorical language frames ways of talking about dementia formed a key part of this analysis.

Until recently, “dementia” has been primarily defined in biomedical terms. This paper demonstrates that understandings of dementia should be extended to encompass social and cultural contexts.

The research concentrates on the UK context, but there are lessons that can be extrapolated from to other contexts.

This paper explores why it is important to understand “dementia” in terms of cultural context, the reasons we should challenge the language often used to describe people living with a dementia, the ways in which prevailing representations of people living with a dementia can affect perceptions and contribute to stigma.

This paper presents an alternative perspective, that is not biomedical and draws on original research from both the humanities and social sciences investigating the stories that we tell about this complex condition.

The purpose of this paper is to investigate the adoption and use of information and communication technologies (ICTs) by school administrators in the management of schools, as well as factors that influence use of ICTs by the administrators.

Survey research design was adopted. A two-stage sampling procedure (random and purposive) was used to select the respondents, while quantitative and qualitative methods were used for data collection.

Findings reveal that the school administrators use various ICTs to carry out administrative and management duties. Task characteristics, task-technology fit, attitude and perceived ease of use have significant relationships with use of ICTs by the administrators.

The findings and conclusion from this paper cannot be generalised to all schools in Nigeria because the population was limited to only private secondary schools.

The study contributes to an existing knowledge on adoption and use of ICTs in schools, and provides information to policymakers on factors that should be given consideration when there is a need to implement ICTs in schools.

This paper could assist school administrators that are yet to adopt and implement ICTs in their schools of the need to do so in order to enjoy the benefits associated with ICTs use in the workplace.

This paper is one of the first pieces of empirical research that has adopted the integrated technology acceptance and task-technology fit models to investigate use of ICTs by administrators of schools in Nigeria.