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Policy leadership infiltrates the lives of citizens everywhere. Though this type of leadership is implicit and ubiquitous, a theoretically-based model specifically intended for policy leaders is not readily available in academic literature. This article serves to address this gap by proposing a conceptual model of the policy leadership framework. The model expounds upon previous literature and identifies 16 areas vital to the policy process. Implications of the model relate to equipping leadership educators in the classroom and in the community with enhanced policy leadership research and curriculum.

Examines the ′perceptual blueprinting technique′, a standardised method used to encourage service quality and effectiveness by identifying the organisation′s service delivery system and any failure points it may have. Describes the research method used to generate perceptual blueprinting and provides a case example of its use in hotel services within National Health Service (NHS) hospitals in the United Kingdom.

In this paper, the authors examine the causes of 2021–2023 inflation and evaluate whether raising interest rates is the right solution.

The authors evaluate both the macroeconomic (too much demand) and microeconomic (monopoly pricing and supply chains) explanations for the causes of inflation.

The authors argue that the spike in inflation is due to disrupted supply chains and corporations taking advantage of the situation to raise their prices. The aggregate demand stimulus from fiscal policy had all but played out by the time inflation arose, making it an unlikely cause of said inflation.

The authors' paper demonstrates that raising interest rates is the wrong solution to tackling the problem of inflation, especially since it's coming from the supply side.

The purpose of this research is to focus on organizational support factors that facilitate organizational commitment among downsizing survivors. High attrition by employees who “survive” layoffs is common and costly.

Using a sample of 2,751 employees, a secondary analysis of employee survey data examined the effects of perceived organizational support (POS), perceived supervisor support (PSS), and gender on downsizing survivors' organizational commitment.

Findings indicate that organizational commitment is positively related to both POS and PSS, with POS accounting for a greater increment of variance. When predicting organizational commitment subsequent to a downsizing, POS and PSS compensate for each other in that: POS moderates the association between PSS and organizational commitment, such that the relationship becomes stronger as the level of POS decreases; and PSS moderates the association between POS and organizational commitment, such that the relationship becomes weaker as the level of PSS increases. Gender moderates the two‐way interaction between POS and PSS when predicting organizational commitment such that the interaction is stronger among men than for women.

The effect sizes associated with the interactions are small and because this was a secondary analysis, we could not use established scales for some constructs. Also, the sample was drawn from one USA organization and may not generalize to other organizational settings.

The items contained in our scales suggest multiple ways that organizations can make their employees feel more supported in terms of both POS and PSS.

This study found a previously unknown interaction among POS and PSS that was moderated by gender.

This chapter is concerned with the varied legitimizing discourses used by midwives to frame their identities in relation to their work. This sociological issue is particularly important in the context of an occupation, such as this one, that exists at the border of competing service claims. Drawing on 26 in-depth interviews, I use narrative analysis to examine the stories that midwives tell about their work. Through these women’s work narratives, I show the complex intersection of narrative, culture, institution, and biography (Chase, 1995, 2001; DeVault, 1999).

Many organizations are seeking unicorn data scientists, that rarest of breeds that can do it all. They are said to be experts in many traditionally distinct disciplines, including mathematics, statistics, computer science, artificial intelligence, and more. The purpose of this paper is to describe authors’ pursuit of these elusive mythical creatures.

Qualitative data were collected through semi-structured interviews with managers/directors from nine Australian state and federal government agencies with relatively mature data science functions.

Although the authors failed to find evidence of unicorn data scientists, they are pleased to report on six key roles that are considered to be required for an effective data science team. Primary and secondary skills for each of the roles are identified and the resulting framework is then used to illustratively evaluate three data science Master-level degrees offered by Australian universities.

Given that the findings presented in this paper have been based on a study with large government agencies with relatively mature data science functions, they may not be directly transferable to less mature, smaller, and less well-resourced agencies and firms.

The skills framework provides a theoretical contribution that may be applied in practice to evaluate and improve the composition of data science teams and related training programs.

The purpose of this paper is to shed light on co-creative approaches for place innovation in an Arctic town, based on the relocation of Kiruna’s city center in northern Sweden. Three cases of co-creative innovation processes in Kiruna are investigated and compared: an R&D project about local perceptions and visions of attractive urban environments; an R&D project about norm-creative design principles for inclusive and attractive urban design; and an R&D project about cross-industrial synergies for city center attractiveness.

The study’s research design encompasses a comparative and participatory approach. The comparative approach implies investigation and comparison of three cases of co-creative innovation processes in Kiruna. The participatory approach implies joint development of new knowledge by researchers and local actors. The data consists of participatory observations of workshops and qualitative interviews with local actors.

The study reveals that the studied processes have harnessed the city center relocation as an opportunity to make Kiruna more attractive to residents and visitors, by using the co-creative approaches of Living Lab, Now-Wow-How and Norm-creative design. These approaches have enabled experts and local actors to jointly identify excluding patterns and norms in the relocation process and to envision inclusive and attractive (re-)configurations and (re-)conceptualizations of the future Kiruna.

The results add to the academic strand of inclusive urban transformation, by providing insights into co-creative approaches for re-imagining an Arctic town in times of industrial and social change. New insights are provided regarding how the geographical, industrial and cultural identity of an Arctic town can be harnessed to envision new configuration, content and communication that is attractive and accessible for a diversity of residents and visitors.

The results highlight the potential to harness Arctic and rural characteristics in the promotion of urban attractiveness and public well-being, especially when combined with co-creative identification and transformation of excluding norms and patterns.

The results provide new insights into how co-creative approaches may facilitate innovative and inclusive renewal of towns and cities in the Arctic and beyond.