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Whistleblowing plays a crucial role in revealing organizational misconduct and systemic corruption in industry and government. This paper investigates changing practices of whistleblower activism, with particular reference to the role of solidarity and the increased role of support networks. Many modern whistleblower disclosures have revealed gaping flaws in the system of global governance related to a range of important social and economic issues, such as tax evasion, global mass surveillance, the use of torture and illegal wars of aggression. All these forms of systemic corruption are reliant on the use of secrecy havens to conceal the abuse from public scrutiny and democratic oversight. Counter-hegemonic social movements that oppose forms of systemic corruption can find important allies in those whistleblowers, who leak vital information about misconduct and corruption to the public. In this paper, we argue that there is a clear relationship of mutual support between whistleblowing and activist social movements, both in the process of whistleblowing and in furthering the campaigns of the social movements themselves. We theorize this, unpacking the processes and dynamics underlying the relationship, and offering a framework for analysis. The paper concludes with a discussion of the changing role of whistleblower activism and support networks in undertaking social reform and counter-hegemonic practice.

Entrepreneurship is ubiquitous, but it is not unequivocally a human force for social and economic good. Critical perspectives of the entrepreneur, entrepreneurship, and entrepreneurial success (and failure) are evolving in the scholarly literature. Dark side theory has emerged as a language for critiquing the dominant narratives of entrepreneurship portrayed in scholarship, education, planning, policy, and other forms of practice. This chapter draws from dark side entrepreneurship theory, Baumolian entrepreneurship, and exemplars of counterculture to craft language for an emerging theory of misfit entrepreneurship, which consists of misfit entrepreneurs and alternative enterprises. Alternative enterprises and misfit entrepreneurs are conceptualized, and literary examples (i.e., Robin Hood and Song Jiang) and modern-day examples (i.e., Hacker groups) are supplied. The unique actions and impacts of misfit entrepreneurs and alternative enterprises are offered for discussion. This new theory of misfit entrepreneurship leaves readers with exploratory questions that enhance critical perspectives and modern understandings of entrepreneurship today.

Alien franchise protagonist Ellen Ripley (Sigourney Weaver) returns in the series' second film instalment, Aliens (1986), as ‘a full-fledged hard-body hero’ (Gallardo & Smith, 2004) to assist in the rescue of a group of colonists from an Alien invasion. As each of the rescue team's male officers are killed or proven incompetent or traitorous, Ripley quickly steps forward as the surviving group's leader and principal strategist, forming a strong emotional attachment to the colonists' only surviving child and providing structure and stability to the remaining soldiers. Her heroism is defined by her maternal leadership of the group; as the most sensible and competent member, she prioritizes the group's needs above her own. Ripley's full embodiment of motherhood amplifies her machoism and maternal control over the surviving group, allowing her to reconquer her fears of the Alien species and protect her adopted child when she is kidnapped and nearly killed by the Alien Queen. This chapter thus traces Ellen Ripley's transformation from sceptical consultant to macho-mother and its importance to the franchise's overarching narrative, as well as the evolution of the macho-mother hero in more recent science fiction action films such as Mad Max Fury Road (2015) and The Cloverfield Paradox (2018).

Alvin Hansen and John Williams’ Fiscal Policy Seminar at Harvard University is widely regarded as a key mechanism for the spread of Keynesianism in the United States. An original and regular participant, Richard A. Musgrave was invited to prepare remarks for the fiftieth anniversary of the seminar in 1988. These were never published, though a copy was filed with Musgrave’s papers at Princeton University. Their reproduction here is important for several reasons. First, it is one of the last reminiscences of the original participants. Second, the remarks make an important contribution to our understanding of the Harvard School of macro-fiscal policy. Third, the remarks provide interesting insights into Musgrave’s views on national economic policymaking as well as the intersection between theory and practice. The reminiscence demonstrates the importance of the seminar in shifting Musgrave’s research focus and moving him to a more pragmatic approach to public finance.

Massive shifts in the recruitment landscape, the continually changing nature of work and workers, and extraordinary technological progress have combined to enable unparalleled advances in how current and prospective employees receive and process information about organizations. Once the domain of internal organizational public relations and human resources (HR) teams, most employment branding has moved beyond organizations’ control. This chapter provides a conceptual framework pertaining to third party employment branding, defined as communications, claims, or status-based classifications generated by parties outside of direct company control that shape, enhance, and differentiate organizations’ images as favorable or unfavorable employers. Specifically, the authors first theorize about the underlying mechanisms by which third party employment branding might signal prospective and current employees. Second, the authors develop a framework whereby we comprehensively review third party employment branding sources, thus identifying the different ways that third party employment branding might manifest. Third, using prototypical examples, the authors link the various signaling mechanisms to the various third party employment branding sources identified. Finally, the authors propose an ambitious future research agenda that considers not only the positive aspects of third party employment branding but also potential “dark sides.” Thus, the authors view this chapter as contributing to the broader employment branding literature, which should enhance scholarly endeavors to study it and practitioner efforts to leverage it.

Purpose – Criminal groups have long been central to explanations of crime and deviance. Yet, challenges in measuring their dynamic and transient nature meant that group-level explanations were often displaced in favor of individual-level ones. This chapter outlines how network methods provide a powerful tool for modeling the dynamic nature of criminal groups.

Approach – The chapter starts by providing a brief introduction to social network analysis, including key concepts and terminology. The chapter then focuses on the types of relational data available to study criminal groups, and how network methods can be used to delineate group boundaries. The chapter concludes by presenting a framework for understanding group dynamics from a network perspective, describing the contributions of network analysis to theories of group processes.

Findings – Network methods have provided meaningful advances to the study of group dynamics, leading scholars to revisit assumptions about the impact of group’ structure on delinquent behavior. Network studies of group dynamics have primarily focused on the cohesion–delinquency link (within-group structure) and the social contagion of conflict (between-group structure), highlighting important opportunities for the intersection of these two inquiries.

Value – Network methods provide a means to revisit and extend theories of crime and delinquency with a focus on social structure. The unique affinity between group dynamics and network methods highlights immense opportunities for expanding the knowledge of collective trajectories.

This narrative inquiry centers on teachers' longitudinal experiences of policy-related reforms systematically introduced to T. P. Yaeger Middle School, a campus located in the fourth largest, second most diverse city in America. The embedded research study, with roots tracing back to 1997, uses five interpretive tools to capture six mandated changes in the form of a story serial. Special research attention is afforded pay-for-performance, the sixth reform in the series. The deeply lived consequence of receiving bonuses for his teaching performance prompted Daryl Wilson, Yaeger's long-term literacy department chair, to proclaim “data is [G]od.” Wilson's emergent, inventive metaphor aptly portrays the perplexing conditions under which his career ended, and how my long-term research project likewise concluded.

In this chapter, we review four methods for identifying function and addressing function in intervention. These include functional analysis, the Functional-Assessment-Based Intervention (FABI) Model, the Competing Pathways Model, and the Prevent-Teach-Reinforce Model. For each, we describe the methods and procedures used to identify function and design intervention support, briefly review supporting evidence, and identify the advantages and limitations associated with each approach.

Bringing renewed attention to the anemic representation of Black women within the teaching profession, this chapter begins by chronicling the history of Black women in teacher education – from the Reconstruction Era to the 21st century – in an effort to highlight the causes of their conspicuous demographic decline. Next, it is argued that increasing the number of Black women in the teaching profession is a worthwhile endeavor although the rationales for such targeted efforts may not be obvious or appreciated by the casual observer. It is, therefore, important to illuminate the multiple justifications as to why it is essential to improve the underrepresentation of Black women in America’s classrooms. Lastly, it is asserted that serious attention is required to reverse the dramatic exodus of Black women from the teaching profession. In conveying this issue, the author shares special emphasis recruiting tactics, for the national, programmatic, and local school district levels, as promising proposals to enlist and retain more Black women in the teaching profession.