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Discusses the results of content analysis of the Web sites of Fortune 100 companies, carried out to identify the mix of promotional activities on their Web sites. Specifically, we performed a content analysis of Web sites utilizing categories representing a range of marketing communications, including: communicating product, pricing and dealer/retail location information, related and unrelated advertisements, sales promotion, direct marketing, basic company information and public relations. We also identified differences between and among industries based on standard industrial classification (SIC) codes. We found considerable variability in how members of the Fortune 100 used their Web sites. The Web sites ranged from very simple ones that focused on basic company information, such as company history, to quite complex Web sites that incorporated a mix of promotional elements, such as press releases, advertisements, games, free gifts and pricing information.

The extant literature suggests that performance may be a function of the degree to which market information is systematically collected, disseminated and responded to (i.e. market orientation). However, the majority of empirical research on the market orientation to performance relationship has focused on manufacturers and has not distinguished between incumbents and new entrants. Our study of incumbent firms involves the market orientation to performance relationship in the context of services in the growing and competitive Internet industry. We found that market orientation did not directly affect performance, nor did the interaction of market orientation and perceptions of new competitors. However, perceptions of traditional competitors directly affected performance and interacted with market orientation to affect performance.

In 1930s Britain, tennis champion Fred Perry was a household name. However, the name Fred Perry is more commonly associated with striped-collar polo shirts featuring a laurel wreath logo. In the late 1960s, Fred Perry polo shirts were standard mod and Skinhead dress. When worn by working-class youth the shirt became subversive commentary on English elitism because it had originally been designed for the tennis courts. Many punks also aligned with the brand in dual demonstration of association with working-class ethics as well as an alternative to t-shirts. In the 1980s and onward, this sartorial style was appropriated by right-wing white nationalists, which stripped it of its subcultural spirit. Patriot groups, such as neo-Nazis and the alt-right have continued to co-opt the subcultural style, simultaneously turning the Fred Perry polo into a symbol of racism and bigotry. The multi-use of the Fred Perry brand creates a challenge in how to interpret visual cues when one garment has competing perceptions that at times can be completely opposing. This study examines the history of the Fred Perry brand through the lens of symbolic interactionism, specifically how the shirt evolved from a rather innocuous, yet subversive, form of merchandize repurposed from the tennis world to youth subcultures where the polo communicated group identity. As the brand has moved through fashion cycles, the association of the Fred Perry polo with deviant groups has reduced the brand to representations of hate and separation, which has impacted sales and brand image with its intended consumers.

In recent years the role of business incubators (BIs) within the small-medium enterprise (SME) dimension has grown fast, supporting SMEs, especially during the early stage. For these reasons, this paper aims to investigate how BI supports entrepreneurs in the early stage and what specific instruments are used? What kinds of relations do start-ups use (RQ2)? Finally, the authors intend to explore the long-term influence of these relationships on the economic value of the start-ups (RQ3)?

The present paper is supported by a qualitative methodology of a single case study. To reach the declared goal in terms of relationship observation, the paper applies the CAOS model (Paoloni, 2021), an interpretative model useful for analysing the relational capital within the SME dimension.

This first explanatory research confirms the crucial role of the BI in the firm’s development process. Especially in the early stage, the knowledge transfer from the BI allows the start-up to overcome its main difficulties: the organizational aspect and finance capacity.

The limitation concerns the number of start-ups observed. Future lines of research will be focused on the study of other firms to acquire more data on the topic of BI programmes and start-ups.

The managerial implication refers to advancing knowledge and practice in the area of knowledge sharing actuated by BIs. The present work underlines the importance of relational capital as an intangible asset in the development of the younger company.

This paper contributes to two different fields: knowledge sharing by relational capital and gender studies.

Purpose: Being the victim of sexual violence can lead to long-term health consequences. In response, rape crisis centers provide support to survivors of sexual violence including medical and mental health treatment or referrals to treatment. A history of exclusion and provision of service by cisgenderist binary categories limit the ability of rape crisis centers to serve transgender survivors of sexual violence. Can gender be a way to provide safe, inclusive healthcare or is it necessarily a way to enact gender oppression? How can rape crisis centers and other healthcare organizations become more inclusive of transgender people?

Methods: In addition to fieldwork at a rape crisis center that had a trans inclusion project, interviews were conducted with staff and volunteers at the rape crisis center.

Findings: I found that gender-based service provision is problematic, especially when based on an understanding of gender conflated with sex category. Even organizations aiming to challenge gender oppression can reproduce it.

Practical Implications: Options for health organizations to become more trans inclusive are presented.

Originality: Research on the transgender experience, particularly at rape crisis centers and other healthcare organizations that provide gender-segregated service, is limited That literature often presents those organizing women-only space as monolithic and struggles around the inclusion of trans people oversimplified. My research illuminates how gender inequality is reproduced in an organization aimed at challenging that inequality. My research shows the logics of those engaged within an organization reproducing oppression despite individuals' desires to challenge oppression.

This study aims to offer an empirical analysis to identify the relation between the adoption of knowledge management practices and the improvement of social innovation capabilities as an outcome of the knowledge sharing. Specifically, social innovation capabilities are triggered by knowledge-sharing enablers, such as intrinsic and extrinsic socially driven motivations.

Based on a sample from 300 nonprofit organizations, the study explains causal relationships in terms of the multiplicity of triggers that act on a social innovation capability. The research applied the partial least squares structural equation modeling (PLS-SEM) method through SmartPLS 3.3 software. Data are collected from an online survey and highlight the employees’ and volunteers’ boost in nonprofit organizations to seek positive social change as a priority goal of their business model.

The results support the existence of a direct and positive relationship between knowledge-sharing enablers (i.e. intrinsic and extrinsic socially driven motivations), the mechanism of the formation of knowledge-sharing behaviors (an inside-out and outside-in process) and social innovation capabilities.

The study combines the open innovation framework with social innovation activities and investigates the role of knowledge sharing in the building of social innovation capabilities. To the best of the authors’ knowledge, the paper is the first attempt to describe a synergic framework, including open innovation literature, social innovation capability and knowledge-sharing processes.

This paper is a part of the research stream that focuses on the processes of distribution of knowledge flows along the boundaries of the organization. Thus, this study broadens the field of knowledge management and social innovation initiatives.

The transition to a circular economy (CE) is a known concern in the context of the textile industry, in which business actors attempt to facilitate circular activities such as textile recycling. However, a lack of established business relationships and networks creates uncertainty for textile circulation. In such business environments, managerial decisions regarding CE may depend not only on normative behaviour but also on heuristics that guide their choices. Since business relationships for textile circularity require interactions between business actors, this study explores how managerial heuristics are shaped in the CE transition within the textile industry and their impact on actors’ interactions within business relationships and networks.

Empirically, this qualitative study is based on interviews with managers representing companies and organisations engaged in business relationships and networks aimed at a CE transition in the textile industry, as well as on publicly available secondary data.

The findings indicate that managerial decisions promoting circularity can be influenced by, besides normative information assessment, factors predominant in (1) the business and regulatory environment, (2) managers’ experience and knowledge obtained during interactions within business networks and (3) the internal strategic approaches of business organisations. This study identifies adaptation, experience, interaction and strategy heuristics that may be utilised by managers in making decisions in the context of uncertainty, such as the industrial transition to a CE.

This study expands the knowledge of heuristics applied to managerial decision making in interacting business firms and institutional organisations aiming to facilitate textile recycling and proposes a heuristics toolbox. The study provides an insight into business actors’ interactions, as well as various factors inside and outside the organisations shaping the managerial decisions. By doing this, the study adds to the literature, highlighting the importance of contextualisation and the interrelation between the individual and business environment levels in business-to-business management.

While still early in the 21st century, nations are experiencing an unprecedented rise in people living into their 80s, 90s, and even longer. Many national leaders view with alarm a possible tidal wave of chronic age‐related disease and disability. Competing scenarios predict insurmountable social and economic stress; or alternatively, a future in which older people continue to function and contribute during extended healthy years of life made possible by scientific and medical advances. The latter vision, termed the 'longevity dividend', is discussed in terms of strategies for achieving this goal.

This study examined the relationship between authentic leadership and employee performance among public servants in Kigoma/Ujiji municipality in Tanzania. Further, we investigated the mediating role of motivation on the relationship between authentic leadership and employee performance.

A cross-sectional research design was applied along with a quantitative research approach. The study sampled 260 public servants selected by random sampling from a total of 800 employees. Data were analyzed using Mplus software using the maximum likelihood estimator to test for hypotheses.

The findings show a positive significant relationship between authentic leadership and employee performance, a positive significant relationship between authentic leadership and motivation and a positive significant relationship between motivation and employee performance. Furthermore, motivation was found to be a significant mediator in the relationship between authentic leadership and employee performance among public servants in Tanzania.

This study contributes to the corpus of research on authentic leadership, motivation and employee performance, especially in the context of public service. Additionally, it provides advice on how to use authentic leadership and motivation to enhance public servants performance. Managers should strive to create a motivational work climate characterized by trust, empowerment and recognition. By fostering a sense of ownership and investment in their work, managers can enhance employee motivation and engagement, leading to improved performance outcomes.

Our study is one of a kind to emphasize the crucial roles that authentic leadership and motivation play in promoting commitment, dedication and positive social interactions at work. Our study also advances the understanding of public service motivation (PSM) theory.

The onset of the COVID-19 pandemic certainly exacerbated the teacher shortage in the United States for all racial/ethnic groups, but especially for Black teachers. Black teachers account for 7–8% of the total teacher population and this percentage is the direct result of decades of systemic and structural barriers set against Black teachers in the form of racism. Still, Black teachers who enter the profession do so with the willingness to support all students and uplift Black students who often go years without seeing a teacher that looks like them. Black teachers often face different expectations than their white counterparts and these expectations, without the proper support, lead to Black teachers burning out at higher rates. In an effort to understand Black teachers' and the experiences that contribute them remaining in the classroom, the researchers explored Black teachers' working conditions through a phenomenological approach. The findings of this study suggest that Black teachers deserve working conditions that nurture who they are culturally and professionally, that reject actions of oppression toward them – both implicitly and explicitly, and offer spaces for Black teachers to be authentically heard.