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Hormonal contraceptives are complicated reproductive technologies – both biologically and socially. Deeply embedded in global political-economic agendas and historically underpinned by eugenic movements, hormonal contraceptives have a social life often beyond their intended or imagined uses. Because so much of the discussion around contraceptives focuses on their complex history and volatile present, there has been minimal space to talk about the future of hormonal contraceptives. In this chapter I show that while the past and present are complex, the future is even more so!

As the threat of climate change becomes more palpable, two key anxieties (re)surface. First, a fear around growing populations in the Global South (while in reality Total Fertility Rate (TFRs) are in decline) and second, that of a hormonal body out of sync in the face of environmental changes. Similar anxieties have historically mobilised draconian ‘family planning’ measures in countries (like India) in the first instance. And in the second instance, hormonal manipulations to find ‘balance’ in the body, as opposed to balancing (or coming to a reckoning with) contemporary environments with/in which the body exists.

This chapter is an attempt to bring to the fore the importance of studying hormonal contraceptives in environmentally unstable times. To imagine a space beyond coercion or ‘choice’ as variously imagined, when it comes to reproductive justice vis-à-vis hormonal contraception. I suggest that, just as contraceptives have allowed us access to conversations about both women's autonomy and reproductive control, they now allow us to unpack the limits and potentials of hormonal management via the hormonal contraceptive pill.

Do digital technologies of early 21st century capitalism promote or reduce consumer sovereignty? This chapter addresses this question by examining John Kenneth Galbraith’s critique of consumer sovereignty during the post-war period of industrial society and looks at the insights he provides to understand the impact of platform capitalism on consumer sovereignty today. This chapter has the following sections: (1) I review the main postulates of Galbraith’s theory; (2) I highlight the main differences between traditional advertising and online behavioral advertising; (3) I explain how online behavioral advertisement strengthens Galbraith’s dependence effect and revised sequence theories; (4) I then discuss normative challenges raised by digital platform corporations to individual sovereignty; and (5) finally, I argue that platform capitalism is a mature form of Galbraith’s “new industrial state.”

This chapter is devoted to sustainable human resource management that leads to sustainable competitiveness. It features the ways human resources can be managed to carry out sustainable goals and the impact of sustainability on employees' attitudes and behaviours. The aim of this study is to explore the complex objectives of sustainability and human resource management and empirically investigate the dynamic relationship between human resources in science and technology and sustainable competitiveness in the case of 35 European countries. Our contribution emphasizes this interrelationship and its causality. For this research, we applied a vector auto-regression (VAR) model, and the Granger causality method to examine the relationship between human resources in science and technology and sustainable competitiveness. A panel data included 314 observations between 2012 and 2021. The panel VAR for analysing the impulse response function was enriched with the 5% and 95%, using Monte Carlo simulations. The research results revealed bidirectional causality in the European countries between human resources in science and technology and sustainable competitiveness. Human resources in science and technology trigger sustainable competitiveness and vice versa. As an element of originality, our study demonstrates that human resources in science and technology contribute to sustainable performance, and, on the other hand, a more competitive and sustainable environment contributes to the development of human resources in science and technology. Thus, the chapter outlines the role of human resources in science and technology with regard to sustainable human resource management (HRM), and how to navigate these objectives so that they can positively influence sustainable competitiveness.

This chapter reviews the recent developments at the intersection of personalization and AI in marketing and related fields. We provide a formal definition of personalized policy and review the methodological approaches available for personalization. We discuss scalability, generalizability, and counterfactual validity issues and briefly touch upon advanced methods for online/interactive/dynamic settings. We then summarize the three evaluation approaches for static policies – the Direct method, the Inverse Propensity Score (IPS) estimator, and the Doubly Robust (DR) method. Next, we present a summary of the evaluation approaches for special cases such as continuous actions and dynamic settings. We then summarize the findings on the returns to personalization across various domains, including content recommendation, advertising, and promotions. Next, we discuss the work on the intersection between personalization and welfare. We focus on four of these welfare notions that have been studied in the literature: (1) search costs, (2) privacy, (3) fairness, and (4) polarization. We conclude with a discussion of the remaining challenges and some directions for future research.

Bullying is a complex phenomenon that is grounded in intricate interactions between an individual and the social and environmental systems that surround the individual. At the present time, all 50 states and the District of Columbia have adopted bully prevention legislation to reduce the prevalence among school-aged youth. Unfortunately, bullying is associated with adverse long- and short-term outcomes, where students with disabilities, including those with behavioral disabilities, may be at escalated risk for involvement and difficulty navigating the effects of prolonged exposure to bullying. Given the complexity of bullying, several participatory roles have been established to help guide identification and intervention delivery by recognizing the reciprocity between bullying and victimization. Most importantly, interventions should be situated within a multitired or component framework and grounded in skill development, where bully prevention programming is delivered to all students based on individual need. By recognizing the risk characteristics and understanding the various student profiles, especially as they related to youth with disabilities, schools can development, adopt, and implementing prevention programming that is designed to simultaneously increase academic, functional, and behavioral development, while decreasing bullying involvement.

This chapter discusses key training challenges that organizations need to confront with the objective of building a robust human resource management system. Given the dynamics of the current business environment, training and development has become an indispensable function in global organizations. Building an effective human capital that contributes to continual organizational growth has become the established norm to survive in a competitive business landscape. However, the training and development function is often rendered ineffective, on account of various bottlenecks existing in the organization. Addressing these bottlenecks is quintessential in ensuring the creation of a performance-driven human capital. The goal of this chapter is to draw attention to the training impediments that hinder organizational growth and to diagnose the underlying causes for the same. This chapter concludes with recommendations that organizational decision-makers can leverage in their quest to strengthen the human capital, by utilizing their training and development infrastructure optimally.

This study is a response to the paucity of research into early internationalising firms based in India. We seek to explore the internationalisation of small and new Indian firms and the decision-making process of their entrepreneurs/managers.

The study uses original, primary data gathered from in-depth, semi-structured interviews conducted with the managers of six such firms to explore the factors that might facilitate, motivate, or impede the efforts undertaken by young Indian firms to embark upon a process of early internationalisation.

Our findings suggest that, in line with their counterparts from other countries, the early internationalisation of small firms from India is driven primarily by the search for more favourable demand conditions overseas and is facilitated by new technologies. However, we find no evidence suggesting that the emergence of early internationalising firms from India is driven by the search for more favourable production conditions or by the direct international experience and exposure of their founders. In line with prior scholarly work, our research suggests that government support is an important facilitator of early internationalisation of small firms.

The study provides insights into the internationalisation process of INVs from India and contributes to broadening our understanding of the behaviour of firms under a set of specific institutional conditions. Based on our findings, we develop a conceptual framework which can be useful for further empirical testing. Our study is also one of the few to be conducted on a sample of INVs from India.

Global leadership research published in the form of journal articles, scholarly book chapters, and theses and dissertations from 2015 to 2020 are tabulated to ascertain patterns in the field regarding the quantity of publication in the field, type of research being conducted, authorship patterns, type of theory that is utilized, and linkages of research to related phenomena. We compare our findings to previous research and discuss implications for the future evolution of the global leadership field.

The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and human resources management researchers, we aim to contribute to the respective bodies of knowledge to provide both employers and employees with a workable foundation to help with those problems they are confronted with. However, what research on research has consistently demonstrated is that the scientific endeavor possesses existential issues including a substantial lack of (a) solid theory, (b) replicability, (c) reproducibility, (d) proper and generalizable samples, (e) sufficient quality control (i.e., peer review), (f) robust and trustworthy statistical results, (g) availability of research, and (h) sufficient practical implications. In this chapter, we first sing a song of sorrow regarding the current state of the social sciences in general and personnel and human resources management specifically. Then, we investigate potential grievances that might have led to it (i.e., questionable research practices, misplaced incentives), only to end with a verse of hope by outlining an avenue for betterment (i.e., open science and policy changes at multiple levels).