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Recognizing the magnitude of disruption the pandemic caused for academic libraries, this study considers past collection development approaches considering a new post-pandemic landscape. It questions tried-and-true best practices held at our institution for decades with the purpose of seeking clarity and a way forward. Through this collection development self-study, our goal is to identify a new collecting model that meets our students “just-in-time” information needs while also maintaining fiscal responsibility. Our hope is that other institutions of similar size and purpose can apply these new models in their collections.

This study utilizes collection analysis data obtained through the Bowker Book Analysis System (BBAS) to compare our existing collection against Resources for College Libraries (RCL) in addition to EZProxy Analytics and existing circulation data. The qualitative data helped inform conversations among the librarians with collection development responsibilities and sparked conversations and decisions on how to best move forward to rightsize a print collection.

Informed by data from the Bowker Book Analysis System, this article discusses a new approach to collection development which includes a focus on leasing books, rethinking when to permanently add a print title to our physical collection, and the expanded use of demand-driven acquisitions (DDA) to offer students the largest possible access to research.

While the library and information science literature include discussions of collection analysis, the originality of this proposed article is the focus on a collection analysis post-pandemic in a community college environment with new approaches to building a collection with limited financial resources.

With the continued rise of digital marketing, the opportunity for the hospitality industry to re-imagine and re-design processes and systems to create a seamless customer journey has never been bigger.

In this chapter, the authors look at how customer experience drives innovation and how our changing values, precipitated by social, economic and behavioural flux, mean that hospitality and tourism brands are creating new systems and processes.

The COVID-19 pandemic saw an influx of technology solutions that offered the service industry a multitude of platforms to capture the public's attention to drive both profit and guest experience. The authors have found that the pandemic accelerated trends, and customers have now become increasingly accustomed to instantaneous service. This chapter explores how technology has been leveraged to meet this behaviour and the guest expectations associated with it.

The authors have interviewed four hospitality leaders from various sectors of the hospitality industry to help identify and analyse customer and employee trends. These leaders included: Florence Alloing – Group General Manager at Georgian House in London; David Gardner – Managing Partner at 80 Days; Rob Flinter – General Manager of Park Plaza Waterloo in London and Andrea Shaw – Director at FM Recruitment. Each interviewee was presented with a questionnaire to explore their experiences regarding customer experience, guest expectations, technological advancement, recruitment and organisational values. The authors used a thematic method to identify trends and have presented these findings to support the article. All quotes from these interviews will be referenced (Donald & Donald, 2023).

Sport organizations hold substantial ideological power to showcase and reinforce dominant cultural ideas about gender. The organization and portrayal of sporting events and spaces continue to promote and reinforce a hierarchical gender binary where heroic forms of masculinity are both desired and privileged. Such publicly visible gender hierarchies contribute to the doing of gender beyond sport itself, extending to influence gender power relations within sport and non-sport organizations. Yet, there has been a relative absence of scholarship on sport organizations within the organizational sociology field. In this paper, we review findings of studies that look at how formal and informal organizational dimensions influence the doing and undoing of gender in sport organizations. Subsequently, we call for scholars to pay more attention to sport itself as a source of gendered organizational practices within both sport and non-sport organizations. We end with suggestions for research that empirically explores this linkage by focusing on innovative theoretical perspectives that could provide new insights on gender inclusion in organizations.

In this article, we examine the historical and cultural foundations of Nordic states’ strong contemporary social indicators to understand whether their successes can be replicated in other contexts.

We draw on a range of academic literature to frame a comparison of two regions’ cultural and theological roots, identifying contrasts to make arguments about prescriptions for contemporary welfare policy.

We find Nordic history contributes to a duty-based culture with strong cohesion and social trust. These cultural norms make palatable welfare policies with strong activation measures, while the US model prefers to avoid the latter because of its strong cultural orientation to rights and autonomy.

To mitigate differences between the Nordic states and other cultural contexts, policymakers seeking to replicate Nordic welfare successes should consider welfare programming that combines stronger activation policies with oversight and relational components that mitigate gaps in social cohesion.

We uniquely bring together the literature on comparative welfare policy and on religion and culture to understand the precursors of contemporary attitudes and their implications for welfare policy prescriptions.

While work-life policies (WLPs) are tools that employees may draw on to better manage and balance their work and life demands, there is growing evidence that suggests the usage of WLPs may negatively impact other employees. Drawing from the theory of role dynamics and social role theory, we examine the indirect effect of co-workers taking childcare leave (CTCL) on work anxiety via work-role overload, as well as the impact of gender on this indirect relationship.

We used Prolific Academic to recruit 236 employees to participate in a three-wave study. These data were analyzed as a hypothesized structural equation modelling (SEM) using SPSS AMOS.

Findings reveal: (1) CTCL positively relates to work anxiety via work-role overload, and (2) gender moderates this indirect effect such that this positive relationship is stronger for men than women.

Work-life policy makers should take note of the “hidden costs” associated with work-life policy usage on other employees. Managers should work with policy users to mitigate the negative effects of policy usage on others.

In contrast to broader WLP research, which focuses on the benefits of policy usage on the policy user, this research shows the negative implications of work-life policies on others’ work anxiety via work-role overload. In doing so, it becomes the first study to showcase a crossover effect of CTCL on employees’ work anxiety.

Disruptive events caused by cyber incidents, such as supply chain (SC) cyber incidents, can affect firms’ SC operations on a large scale, causing disruptions in material, information and financial flows and impacting the availability, integrity and confidentiality of SC assets. While SC resilience (SCRES) research has received much attention in recent years, the purpose of this study is to investigate specific capabilities for building SCRES to cyber risks. Based on a nuanced understanding of SC cyber risk characteristics, this study explores how to build SC cyber resilience (SCCR) using the perspective of dynamic capability (DC) theory.

Based on 79 in-depth interviews, this qualitative study examines 28 firms representing 4 SCs in Central Europe. The researchers interpret data from semistructured interviews and secondary data using the DC perspective, which covers sensing, seizing and transforming.

The authors identify SCRES capabilities, in general, and SCCR-specific capabilities that form the basis for the realignment of DCs for addressing cyber risks in SCs. The authors argue that SCRES capabilities should, in general, be combined with specific capabilities for SCCR to deal with SC cyber risks. Based on these findings, 10 propositions for future research are provided.

Practitioners should collaborate specifically to address cyber threats and risks in SCs, integrate new SC partners and use new approaches. Furthermore, this study shows that cyber risks need to be treated differently from traditional SC risks.

This empirical study enriches the SC management literature by examining SCRES to cyber risks through the insightful lens of DCs. It identifies DCs for building SCCR, makes several managerial contributions and is among the few that apply the DC approach to address specific SC risks.

Established in 1906, the Melbourne Symphony Orchestra (MSO) is a cornerstone of Victoria, Australia. Through the shared language of music, it creates meaningful experiences for its audiences, delivered to the highest possible standard. Considered one of Australia's preeminent cultural ambassadors, the MSO performs in Australia and internationally while attracting guest artists from around the world. Annually the MSO engages with more than 5 million people through live concerts, TV, radio and online broadcasts, international and regional tours, recordings, and education programs. In 2021, the MSO launched its digital platform MSO.LIVE engaging with an audience in 58 countries. The pandemic brought many challenges to the Orchestra but also some extraordinary opportunities. Pre-pandemic the MSO board, management, staff, and musicians worked to transform the Orchestra. The many lockdowns created the perfect occasion to redefine the vision. It became an opportunity to transform. Equity and diversity, in a world of classic music where traditionally white men dominate, were identified as the way forward. MSO aspires to lead the way for equality across its Board, staff, and musicians, and throughout its artistic programming. The MSO was the first professional Australian orchestra to join the Keychange movement in early 2020. The MSO is committed to promoting a culture that celebrates and supports the diversity of its people and community. Diversity in its people, its music, and its audience is a specific goal and a plan has been developed to achieve by 2024.

The purpose of this paper is to present the results of a scoping review on the implementation of Article12 in health care. The scoping review will provide a summary and overview of the key concepts and published literature on this topic internationally. Article 12 of the United Nations Convention on the Rights of the Child (1989) states that children have a right to express their views, to have them heard and for their views to be given due weight in all matters that affect them. Despite increased calls for Article 12 to be given attention in health care, there is little evidence to suggest this has been well implemented and embedded in Australian health-care delivery. The scoping review was undertaken to provide a summary and overview of the key concepts and published literature on this topic internationally.

A five-step methodological framework described by Arksey and O’Malley (2005) was used to undertake the scoping review. Preferred Reporting Items for Systematic Reviews and Meta-Analysis was used as a guideline for undertaking the study selection.

Children are still not routinely involved in health-care decision-making, are frequently left out of service planning and evaluation and the perception that they lack the capability to make rational decisions persists.

While there has been a focus on research that investigates children’s participation in health-care decision-making in recent years, there is little that directs attention specifically to the implementation of Article 12, particularly in Australian health care. Recommendations are made for further research in these areas.

The current diversity in organizations requires innovative employees to cope up with the dynamism. A burgeoning body of literature has established the antecedent role of self-efficacy in employee innovativeness. However, there is a dearth of knowledge regarding the influence of self-efficacy on the different types of innovative work behaviour. The purpose of this study was to establish the influence of self-efficacy on the different types of innovative work behaviour.

The study adopted an explanatory design to examine the hypothesized relationship between the study variables. Regression analysis was used to investigate the relationship between self-efficacy and different types of innovative work behaviour using a sample drawn from public universities in Uganda.

The study findings reveal that self-efficacy significantly influences the four types of innovative work behaviour. However, the magnitude of the influence is not uniform across the four types of innovative work behaviour. Idea implementation was highly influenced by self-efficacy, followed by generation of ideas. Championing and exploration are the least determinants of self-efficacy.

This research has both empirical and theoretical value. Empirically, to the best of the authors’ knowledge, this is the first study to show a direct relationship between self-efficacy and individual facets of innovative work behaviour in a public university setting in a developing nation like Uganda. Theoretically, the study expands on the applicability of the social cognitive theory by revealing that the influence of an individual's personality characteristics (such as self-efficacy) varies with the type of innovative work behaviour because the tasks involved in the various types of innovative work behaviour differ and are thus affected by self-efficacy differently. The study limitations and areas for further research are discussed.