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This article examines how the practice of work inclusion towards vulnerable groups can positively affect individual leaders and co-workers. We specifically examine intrapersonal factors like motivation and commitment.

Using a multiple case design, data is gathered through semi-structured interviews in three private Norwegian organizations. Fifteen interviews were conducted and included leaders and co-workers from each organization. Secondary data, such as internal documents regarding the work inclusion policies, sustainability reports and news articles, were also used to describe different organizational approaches toward work inclusion.

Work inclusion activities can positively affect leaders’ and co-workers’ commitment and intrinsic motivation.

This article focuses on the individuals who conduct inclusive behavior and how they benefit from practicing inclusion. Exploring the three companies’ different inclusion policies provides insights into how these are associated with different outcomes. The findings indicate that the policy structure and the practice of inclusion can have positive motivational and commitment effects.

The purpose of this paper is to explore the relationship between transformational leadership and voice during the change-planning process. The authors propose a moderated mediation model to investigate the relationship between voice, other change-related variables, and the boundary conditions of transformational leadership.

The authors collected survey data from 124 employees and their leaders in a medical technology company in Norway. The organization was planning a major restructuring of its working procedures. The authors analyzed the data using PROCESS and a fixed effect approach.

The results suggest that transformational leadership has no effect on change-related voice (CRV) by itself. However, there is an indirect effect through affective commitment to change. This effect is conditional on the employees’ level of perceived change impact.

The paper is limited by the cross-sectional design of the study. Other potential limitations are discussed.

The paper is the first to explore the relationship between transformational leadership and CRV, and is thus interesting for practitioners who wish to increase the level of CRV from their employees. Furthermore, researchers interested in organizational change and proactivity constructs such as voice will also find the paper valuable.

This paper aims to describe and explain a contemporary phenomenon.

This is an analysis of research reports and fiction texts.

Universities use mergers and acquisitions to improve their ranking positions, ignoring the effects on research and teaching.

More attention should be paid to current managerial fashions.

An opposition to thoughtless fashion following may lead to positive changes.

If you mean “societal implications”, the state of universities is very important to democratic societies.

These are not for the author to judge.

The purpose of this paper is to assess women winemakers’ motivations for and objectives in creating a formal, horizontal, and inter-organizational network in Portugal. To this end, an analysis was carried out of the practical case of a network of women wine producers from some of the main wine regions of Portugal (i.e. D’Uva – Portugal Wine Girls).

Qualitative data analysis was carried out of in-depth semi-structured interviews with seven wine producers and the network manager. The content analysis of interviews was done with QSR International’s NVivo Version 11 software.

The results support the conclusion that the D’Uva – Portugal Wine Girls network promotes the creativity and innovation fundamental to communicating unique features to consumers. These are narrated in a feminine, cohesive, and united voice and supported by a passion for winemaking. The network is open to adding other women producers, which could contribute to its growth and further sharing of knowledge, contacts, and experiences.

The findings provide a better understanding of the processes of internationalization and networking among women winemakers in Portugal.

The benefits of this network in terms of relationships were examined, showing that the stimulation of better performance and the effects of antecedents were important in the creation and formalization of the network.

This research sought to contribute to the literature on female entrepreneurship and, more specifically, networks of entrepreneurial women. The findings stress that, through the formalization of networks, women can gain more advantages, namely, sharing knowledge and experiences, increasing their level of internationalization, and expanding their networks.