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The purpose of this paper is to highlight an emerging and evolving area within women’s careers literature – women’s opting-out and opting-in experiences. Highlights from several career theories, extant research, and a framework for women’s opting-out and opting-in experiences are discussed as well as future research considerations for women’s career breaks.

The present study provides the first synthesis of the theoretical and empirical work on women’s opting-out and opting-in experiences, by providing a framework that integrates existing research with the kaleidoscope career model. Published works from 1986 until the present were considered from psychology, management, sociology, and economics literatures.

This paper provides information about how women’s experiences of opting-out and opting-in to the workforce have emerged and evolved over the past few decades. Theoretical foundations, quantitative and qualitative research findings, and considerations for future research are discussed.

This paper is a useful source of information regarding an emerging and evolving area of studying within the women’s career literature. The paper discusses considerations for scholars and practitioners regarding developing, supporting, and retaining female talent amidst women’s career break experiences.

This paper provides an integrative framework that provides theoretical and empirical perspectives on the changing nature of women’s career values and choices, which influences their experiences of opting-out and opting-in to the workforce. Given both the changing demographics of the current workforce (e.g. increased women’s participation in the workforce) and women’s career values, research on women’s career breaks is warranted.

This chapter examines the role of leader workaholism in relation to their own and their followers’ well-being. We begin with an overview of workaholism, along with a description of how workaholism may relate to typical leader behaviors. We propose a conceptual model linking the various components of workaholism to leaders’ well-being and followers’ well-being. In our model, we propose that leaders’ workaholism can negatively influence their own well-being, and also their followers’ well-being through interindividual crossover of affective, cognitive, and behavioral components of workaholism. Furthermore, the negative well-being outcomes experienced by the workaholic leader can also crossover to the followers through interindividual strain–strain crossover. Several moderating factors of these relationships are discussed, as well as avenues for future research.

Low-income mothers who use welfare benefits are frequently portrayed as “faces of dependency” in the prevailing public discourse on America’s poor. This discourse, often anchored in race, class, and gender stereotypes, perpetuates the assumption that mothers on welfare lack skills to employ constructive agency in securing family resources. Scholars, however, have suggested that their welfare program use is embedded in complex survival strategies to make ends meet. While such studies emphasize maternal inventiveness in garnering necessary resources and support, this literature devotes little attention to the costs of these strategies on maternal power as well as how mothers negotiate gender and the oppression that usually accompanies such support. Feminist scholars in particular point to the importance of exploring these issues in the contexts of mothers’ romantic unions and client–caseworker relationships. Guided by an interpersonal, institutional, and intersectional framework, the authors explored this issue using longitudinal ethnographic data on 19 Mexican-immigrant, low-income mothers from the Three-City Study. Results showed mothers negotiated gender and power by simultaneously “doing,” “undoing,” and/or “redoing” gender using three strategies that emerged from the data: symbolic reliance, selective reliance, and creative nondisclosure. Implications of these findings for the future research are discussed.

This chapter will explore the links between coercive control and ‘rough sex’. The chapter will highlight how easily sexual behaviour within a coercively controlling relationship can be presented as consensual. The chapter will explain how coercive control is typically about compelling a partner to comply with traditional gender norms and this makes consent within such a relationship particularly difficult to assess. However, it will be argued that there should be a strong legal presumption that if a relationship is marked by coercive control that sexual behaviour within it is non-consensual. The chapter will also explore in what circumstances rough sex should be regarded as lawful.

With the arrival of the 4th Industrial Revolution and the Education 4.0 era, the inevitability of educators using technology in the classroom has grown. A global health pandemic has hastened the adoption of online teaching. The interdependence of technologies and pedagogies necessitates vigour and variability, along with evolving teaching and learning practices. Past literature has advocated for various roles and forms of technology in education; however, inconsistencies in “blended learning” definitions have posed challenges in understanding blended learning’s full potential. Thus, a quantitative meta-analysis was conducted to examine the efficacies and outcomes of blended learning.

A quantitative meta-analysis was conducted to examine the efficacies and outcomes of blended learning. A total of 96 samples were carefully chosen based on established theoretical definitions, relevant to technology use. The samples were then placed into three categories: Web-based applications, standalone applications and devices. Effect sizes (ESs) acquired from Cohen’s d formula (1988; 1992) were used to determine overall effectiveness. The ES of individuals in each of the delivery platform categories was totalled and averaged. This combined ES was then interpreted using Cohen’s (1988) benchmark. Subsequently, a combination of ESs was compared based on the similar type of delivery method, as well as the dependent variables in which the average of the respective combined ESs was calculated for interpretation.

Findings show that all three delivery methods were effective in enhancing a learner’s performance, especially for language teaching and learning. The study provides insights that can assist stakeholders in selecting different delivery platforms to befit the needs of discrete disciplines.

The researchers recommend the three categories of technological intervention described above as tangible tenets for future research in blended learning implementation. Thus far, no blended learning researcher has attempted to categorize the myriad of technological interventions available into concrete, concise groupings. With the recommended categories of technological intervention, blended learning practitioners would have a better sense of direction in the context of investigating the effectiveness of a specific intervention implemented. The researchers deem the recommended categories of technological intervention as immensely useful for the blended learning community to begin establishing intervention as one of the important elements to look at. For example, the effectiveness of a technological intervention under both the Web-based application and standalone application categories, respectively, in relation to a similar dependent variable can be compared to further understand the implications of using interventions of a different nature. And such studies will need to extend the investigation to the present by examining all recent studies.

This chapter proposes a paradigm shift in considering the collective identification of employed physicians and how it influences physician engagement.

There are many challenges for organizations employing physicians, particularly in terms of engagement in organizational initiatives. Prior research suggests this conflict stems from how physicians think of themselves as professionals versus employees (as forms of collective identification). Unfortunately, research is limited in addressing these dynamics.

This conceptual chapter considers the complex network of relationships that physicians perceive between the collectives to which they belong. A primary collective identification (i.e., the profession) is proposed to influence subsequent collective identification (i.e., the organization), and that these meanings and relationships along with contextual factors drive engagement.

Health care organizations increasingly rely on engagement from their physicians to improve upon coordinated care. This proposed conceptualization offers new insight into the dynamics surrounding how and why employed physicians become engaged.

Work from home has become as regular as the traditional commuting system after the outbreak of the COVID-19 pandemic. Previous studies have discussed the influence of working at home on the work–family interface. However, there is limited understanding of how diverse workforces manage their work–family issues with various family-friendly policies. This study aims to bridge this research gap by examining the collective influence of work conditions and family-friendly policies on work–family balance.

A survey experiment featuring two working conditions (work from home or commuting) × four family-friendly policies (household subsidy, family-friendly supervisor, financial profit, paid leave vs no policy) was approached based on 703 valid responses in China.

The results indicate that family-friendly policies are more effective under the work-from-home condition than the commuting condition, household subsidies and financial profits are considered more helpful for work–family balance under the work-from-home condition and employees’ policy preferences depend on personal identity and work conditions, which help them maintain work and family issues concurrently.

This study explores the joint impact of work conditions and family-friendly policies from a situational perspective. This study indicated that professional organizations need to perform delicacy management considering policy preferences. Moreover, changing working arrangements help employees facilitate their work–family balance.