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The study aims to test an innovative model that explores the direct and indirect relationships between principals' innovative behavior, climate of organizational learning and a teacher's intent to leave his or her school and take a voluntary absence.

Data were collected from a survey of 1,529 teachers from 107 Arab elementary schools randomly selected from the database of the Israeli educational system. To test the proposed multilevel model, we conducted multilevel structural equation modeling (ML-SEM).

The analysis confirmed that organizational learning climate is a prominent mediator between principals' innovative behavior and a teacher's intent to leave and his/her voluntary absence.

This research advances our understanding of leaders' innovative construct in an educational context and adds to the body of research directed at identifying administrative support and work-related factors that may negatively relate to a teacher's absenteeism or intent to leave and are amenable to leadership intervention.

Although higher education institutions have invested substantial resources in distance education (DE) courses, major problems are associated with cultural and organizational changes. The purpose of this article is to identify and portray the organizational and cultural changes occurring while DE is initiated at a higher education institute in Israel. This article discusses the assimilation stages of educational change, the barriers and challenges, and also ways to overcome them and lessons learned.

In order to examine the shift from traditional lecturing in large lecture halls, to DE – anytime anyplace, informal discussions were conducted with 15 lecturers and faculty, indicating a range of opinions. The five‐stage model of ACOT (Apple Classrooms of Tomorrow) were used to indicate lecturers' stages of change.

Some faculty expressed positive attitudes, approving the innovative project; but some expressed negative attitudes, claiming it is a waste of resources (i.e. time, manpower, and money). The authors found that DE opponents base their opinions on traditional beliefs more than on data and evidence. Findings indicated misconceptions about DE and the challenges higher education face while implementing teaching and learning from distance.

In the global economy of the twenty‐first century, organizations and companies are under increasing pressure to enhance lifelong learning among their employees, contributing to their professional development and productivity. At a time when employees are often scattered around the world, and keeping them away from their jobs is no longer an option, universities should reach out to them by launching DE programs. To cater to the increasing need for DE programs, the Technion – Israel Institute of Technology, has founded TIDES (Technion International Distance Education and Studies) center. In the past year and a half, the Technion has made a substantial capital investment in human resources and technology to support the development of DE courses. However, similar to other universities, the initiation of DE programs challenges the Technion's organizational structure and educational culture. These changes and challenges are highlighted and reflected in this paper.

The purpose of this paper is to examine the effectiveness of meaningful work against dimensions of job burnout, with psychological capital (PsyCap) as the mediator.

Data from 223 social workers were analyzed using the partial least squares–structural equation modeling.

As expected, meaningful work displayed a positive, direct and significant relationship with PsyCap. Contrary to expectations, meaningful work did not establish a negative direct relationship with all, but one dimension of job burnout. However, the results showed that it had indirect relationships with all job burnout dimensions through PsyCap where it displayed a mediating influence over the relationship.

Given the malleable attributes of PsyCap and the results showing meaningful work being a strong predictor of PsyCap, this study suggests that organizations should focus on imbuing greater meaningfulness in work to improve social workers’ PsyCap, which is essential in reducing their propensity for experiencing job burnout.

This is one of the first studies to explore in detail the effects of meaningful work on the dimensions of job burnout, with PsyCap being the mediator. This study has advanced the body of knowledge on meaningful work by contesting the claim that meaningful work was an effective predictor in reducing job burnout. In addition, this study has extended the understanding of the upward-spiral concept and the resource caravan concept.

To explore how Critical Management Studies can be used to frame a strategy to effect change and promote diversity and inclusion in organizations.

Drawing on the experience gained from a large multi-sector action research project aimed at promoting equality, diversity and inclusion in organizations, this chapter proposes a multilayer [Critical] Ecological Model.

While early critical theorists were committed to effecting change, the rise of post-modern critical theory eroded the ground on which to stand, widening the gap between theory and practice. Secondly, the chapter asserts the importance of linking empirical research and critical theory in order to advance equality seeking projects. Thirdly, the chapter provides a [Critical] Ecological model that bridges theory and action in Critical Management Studies, based partly on experience from a large community-based research project. The need for a multifaceted approach to advance equality and inclusion emerged as a way to bridge ideological differences among actors and academics committed to effecting social change.

By addressing directly the challenges of theoretical rifts as well as differences in research focused on micro, meso and macro levels, the chapter builds a framework to allow different stakeholders – scholars, practitioners, activists and change agents across sectors – to take action in advancing inclusion and equality as well as an understanding of interactions between levels.

While sharing similar goals, many approaches to change are fragmented on the level of analysis and by underlying paradigms. This chapter is unique in its focus on ways to bridge theory and practice and to develop a framework for action that accommodates equality seeking theorists and activists working on several levels.

Although corporate social responsibility–corporate financial performance (CSR-CFP) research topics have been widely investigated, previous research has yet to examine the relationship between the specific dimension of CSR and CFP among Malaysian public-listed companies. Through literature review, it has been found that the CSR-CFP studies conducted in Malaysia have omitted the role of workplace diversity dimension in contribution to CFP. Failure to consider this variable may risk misrepresenting the relationship between CSR and CFP, thereby preclude consensus on the direction of the relationship between the variables. The purpose of this study is to investigate the relationship between individual CSR dimensions and CFP.

By using the CSR dimension disclosure-scoring method and cross-sectional data analysis, this research has conducted a content analysis on annual reports of the sample companies to evaluate the influence of CSR practices on companies’ profitability during 2015.

The results show that companies displaying CSR behavior are associated with higher CFP. That is to say, there is a positive relationship between CSR and CFP. However, the result has further revealed that the five CSR dimensions in isolation would differently associate with the two proxies of CFP.

To the best of the authors’ knowledge, this is the first study in Malaysia that considers workplace diversity issues as one of the dimensions of CSR. The findings will thus bring new insights into CSR application in Malaysia and its association with the CFP.

The purpose of this paper is to shed light on the usefulness of the mentoring dimensions and to test and validate the mentoring functions questionnaire (MFQ) among Tunisian successors.

To test and validate the MFQ among Tunisian successors, this study used a sample of 111 Tunisian successors, adopted the Churchill’s paradigm and followed the structural equation modeling.

This study confirms the importance of both vocational and psychological support but does not take into consideration the succession context.

Mentoring programs concern essentially employees and help them develop and grow both vocationally and personally. Successors, however, although they do face some hardships throughout their careers, they are outside the focus of attention. Thus, this study contributes to the mentoring literature by exploring the usefulness of the mentoring dimensions and by using the mentoring functions.

This chapter presents two examples of misinterpretation of the philosophical term and historical concept of human dignity in contemporary legal theory and practice. Current legal theories (R. Alexy) still introduce Pico’s concept of dignity regarding the human personality and personal (volitional and rational) abilities. The term ‘dignity’ is marginal for Pico and shows the spiritual way to the status of the original Adam. Pico’s concept of dignity is located in the area of spirit (hyperphysics), not metaphysics (soul) or physics (materials). Günter Dürig in his commentary to Grundgesetz also used the Kantian concept of human dignity. Dürig exaggerated this value and used it also for the area of physics (to protect the human being as a personality). For Kant, the term ‘dignity’ was also marginal, and he used it in the area of metaphysics (soul – especially the moral and rational parts), regarding transcendence for homo noumenon, not for homo phaenomenon. In general, it seems to be problematic to use the ideal of the dignity for the law, which regulates the social relations between concrete phenomenal personalities. There are parallels to Pico. The Kantian starting point was different from Pico, because Kant stays in the area of metaphysics (especially the moral and rational parts). Both consider freedom as a condition of dignity. The concept of autonomy of will is significant for both, but each thinks of it in different ways. For both, human being can become master of oneself, but in a different context.

Inequality is an important organizational phenomenon. Scholars have argued that inequalities persistently dwell in the flow of our lives and have a lingering impact. Yet, despite such compelling evidence, research has overlooked how individuals make sense of the inequalities they face inside and outside the organizations. The purpose of this paper was to address these gaps and capture its complexity on individual lived experiences with inequalities.

The present study used Seidman's adapted 2-interview strategy to collect the data. The first interview placed the participant's life history at the center, allowing the participant to share their childhood and adulthood experiences with inequalities inside and outside the organizations. The second interview focused on the concrete details of the participant's present lived experience and their reflections on the meaning of their experiences. In total, the present study relied on 26 interviews with 13 participants.

Lived experiences provided an extended-time view and allowed the researcher to explore how study participants perceived, coped and were shaped by inequalities throughout their lives. In addition, the sense-making perspective offered a new lens to study inequalities. Findings underscore the racial, class and gendered dynamics within organizations supporting their intersectional impact and acknowledge the pre-existing societal norms that condition individual actions and choices.

The study presents an “engaged” view of inequality to highlight it as a cumulative and complex experience. The findings help us recognize that participants are immersed in their specific contexts to act, negotiate, empower and make decisions under real-life pressures. Overall, the study pushes the boundaries of inequality research beyond its current episodic treatment.