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In a fast evolving labour market, higher education graduates need to develop employability competences. Key in becoming employable is the ability to reflect on learning experiences, both within a curriculum as well as extra-curricular and work placements. This paper wants to conceptualise how an online learning platform might entail a reflective practice that systematically supports students in reflecting on their learning experiences.

When studying online learning platforms for developing students' employability competences, it became clear that the effectiveness of the platform depends on how the platform guides students' reflective practice. In turn, the authors studied which features (tools, services and resources) of the online learning platform are guiding the reflective practice.

This resulted in the introduction of an online learning platform, containing a comprehensive set of online learning tools and services, which supports students' reflective practice and, in turn, their employability competences. The online platform facilitates both feedback from curricular and work-related learning experiences and can be used as a start by students for showcasing their employability competences. The reflective practice consists of a recurrent, systematic process of reflection, containing various phases: become aware, analyse current state, draft and plan a solution, take action and, finally, reflect in and on action.

Future research revolves around studying the features of online learning platforms and their role in fostering students' reflection and employability competences.

The conceptual model provides concrete indicators on how to implement online learning platforms for supporting students' reflection and employability competences.

This is the first article that analyses an online learning platform that guides students' reflective practice and fosters their employability competences. The authors provide concrete suggestions on how to model the online platform, building further on reflective practice theory.

While only one aspect of fulfilling equal rights, effectively addressing workplace discrimination is integral to creating economies, and countries, that allow for everyone's full and equal participation.

Labor, anti-discrimination, and other relevant pieces of legislation were identified through the International Labor Organization's NATLEX database, supplemented with legislation identified through country websites. For each country, two researchers independently coded legislation and answered questions about key policy features. Systematic quality checks and outlier verifications were conducted.

More than 1 in 5 countries do not explicitly prohibit racial discrimination in employment. 54 countries fail to prohibit unequal pay based on race. 107 countries prohibit racial and/or ethnic discrimination but do not explicitly require employers to take preventive measures against discrimination. The gaps are even larger with respect to multiple and intersectional discrimination. 112 countries fail to prohibit discrimination based on both migration status and race and/or ethnicity; 103 fail to do so for foreign national origin and race and/or ethnicity.

Both recent and decades-old international treaties and agreements require every country globally to uphold equal rights regardless of race. However, specific national legislation that operationalizes these commitments and prohibits discrimination in the workplace is essential to their impact. This research highlights progress and gaps that must be addressed.

This is the first study to measure legal protections against employment discrimination based on race and ethnicity in all 193 UN countries. This study also examines protection in all countries from discrimination on the basis of characteristics that have been used in a number of settings as a proxy for racial/ethnic discrimination and exclusion, including SES, migration status, and religion.

The purpose of this paper is to examine the governance and policy-making challenges in the context of “wicked problems” based on the case of pandemic influenza.

The case study research is based on an analysis of official documentation and interviews with policy elites at multiple levels of UK governance.

Results of this study show that policy actors regard risk communication, the dynamics of international public policy and UK territorial governance as the main governance challenges in the management of influenza at a macro-level. The paper also serves to identify that although contingencies management for epidemiological issues require technical and scientific considerations to feature in governance arrangements, equally there are key “wicked problems” in the context public policy that pervade the health security sector.

The study indicates the need to build in resources at a national level to plan for policy coordination challenges in areas that might at first be seen as devoid of political machinations (such as technical areas of public policy that might be underpinned by epidemiological processes). The identification of the major governance challenges that emerge from the pandemic influenza case study is a springboard for a research agenda in relation to the analysis of the parallels and paradoxes of governance challenges for health security across EU member states.

This paper provides a novel interrogation of the pandemic influenza case study in the context of UK governance and public policy by providing a strategic policy lens from perspective of elites.

Work–family balance is important for working parents, their children, and their family functioning. However, little research has considered how one’s sense of work–family balance may influence parenting behavior. The purpose of this study is to investigate whether perceived work–family balance of fathers of infants predicts engagement behaviors and whether stress mediates this relationship. The sample (n = 64) completed a phone survey, and data analysis consisted of linear regression tests and path analysis models for mediation. Perceived work–family balance did not significantly predict overall father engagement, but did predict fathers telling stories to their infant more often (B = 0.91, t(55) = 2.22, p < 0.05) and dressing their infant more often (B = 0.70, t(55) = 2.05, p < 0.05). Although perceived work–family balance was found to have a significant negative effect on father stress (r = –0.48, p < 0.001), stress did not mediate the relationship between perceived work–family balance and the two engagement behaviors. Greater perceived work–family balance may encourage engagement in behaviors above and beyond the stereotypical fathering behaviors (e.g., playing) and basic caregiving behaviors (e.g., changing diapers). Limitations include a small sample size, cross-sectional nature of the data, and self-report measures. It is recommended future studies use longitudinal designs, larger samples that differ in family type, and include mothers. This study provides preliminary evidence that one’s perceived work–family balance may influence parenting behaviors; thus, workplace policies that increase work–family balance, through greater job flexibility, for example, could promote positive family outcomes and reduce stress.

Major demographic trends are affecting the work schedules of U.S. employees with likely consequences for health and quality-of-life outcomes. These trends include long work hours, at least for some groups of employees, and an increasing proportion of employees in the U.S. and other countries who are working nonstandard work schedules. This chapter contains a review of the empirical literature linking the number of hours worked and the distribution of those hours at the individual and couple level to a variety of outcomes, cross-sectionally and longitudinally. In addition, because the majority of U.S. workers live in dyads (Jacobs & Gerson (2004). The time divide: Work, family and gender inequality. Cambridge, MA: Harvard University Press), major attention is given to the impact of work hours on the employee's spouse as well as on the employee. It is also noted that the relationship between work hours and outcomes might be different among employed single women with children. Data are presented from two new studies conducted by my research team to fill some of the critical knowledge gaps. Finally, I suggest some directions for future research.

Despite the important implications for families, limited research has examined how workplace environments influence parenting behavior. Situated within the Work–Home Resources Model, the purpose of this study was to investigate (a) whether workplace flexibility, a contextual resource, predicts positive parenting behavior, a home outcome, and (b) whether work–family guilt mediates this relationship. A sample of working mothers with children between the ages of 1 and 18 (N = 302) completed an online survey. Linear regression analyses indicated perceived workplace flexibility predicted overall positive parenting, positive reinforcement, and warmth behaviors in working mothers, but not proactive parenting or supportiveness. Ordinary least squares (OLS) path analyses indicated work–family guilt did not mediate these relationships, but was significantly associated with workplace flexibility, indicating workplace flexibility had a significant negative effect on work–family guilt. The results of this study provide preliminary evidence that mothers’ workplace flexibility may influence positive parenting behaviors; thus, policies that promote flexible work arrangements could promote positive family outcomes and reduce feelings of guilt related to work and family life.

The purpose of this study is threefold: firstly, to compare Pakistani and French consumers’ perceptions of well-being; secondly, to investigate how consumers in both countries relate to food; and thirdly, to assess whether they associate food with well-being.

Thirty participants (15 French and 15 Pakistani) between the ages of 24 and 35 were interviewed, using convenience and snow bowling sampling. Data triangulation was performed by combining three qualitative techniques, word association, photo-elicitation-based interviewing and open-ended questions to explore consumer perceptions of well-being, food and food well-being.

The study’s findings suggest that well-being is a broad concept in which food is an ingredient. Food and well-being share common elements, and food well-being can be defined as an individual’s psychological, physical, social and societal relationship with food ascribed by affordability and food literacy.

Pleasure, sharing and respect emerged as dimensions of food well-being that can be applied to transfigure consumer behaviour and reduce over-consumption, food waste and hunger. The dimensions of well-being and food were explored for both countries to understand their cultural nuances and determine the influence of food on well-being. This comparative analysis will help researchers understand consumers’ preferences for food in various aspects from two regions. This study can potentially contribute to scale development in food and well-being, which can help researchers measure the effects of food and well-being in different sectors of the economy, particularly in health care. The most aspiring aspect of the current research is the insights unveiled during interactions with research participants, which will help develop consumer baseline feelings.

It has often been said that a great part of the strength of Aslib lies in the fact that it brings together those whose experience has been gained in many widely differing fields but who have a common interest in the means by which information may be collected and disseminated to the greatest advantage. Lists of its members have, therefore, a more than ordinary value since they present, in miniature, a cross‐section of institutions and individuals who share this special interest.

Having a shared vision is crucial for innovation. The purpose of this paper is to investigate the effect of individual propensity to collaborate and innovate on the development of a shared vision.

The authors build a network in which each node represents the vision of one individual and link the network structure to individual propensity of collaboration and innovativeness. During organizational workshops in four multinational organizations, the authors collected individual visions in the form of images as well as text describing the approach to innovation from 85 employees.

The study maps individual visions for innovation as a cognitive network. The authors find that individual propensity to innovate or collaborate is related to different network centrality. Innovators, individuals who see innovation as an opportunity to change and grow, are located at the center of the cognitive network. Collaborators, who see innovation as an opportunity to collaborate, have a higher closeness centrality inside a cluster.

This paper analyses visions as a network linking recent research in psychology with the managerial longing for a more thorough investigation of group cognition. The study contributes to literature on shared vision creation, suggesting the role which innovators and collaborators can occupy in the process.

This paper proposes how an approach based on a cognitive network can inform innovation management. The findings suggest that visions of innovators summarize the visions of a group, helping the development of an overall shared vision. Collaborators on the other hand are representative of specific clusters and can help developing radical visions.

The purpose of this paper is to analyze the networks that form around an organizational crisis and identify the most predominant frames communicated by the traditional media and other social media users.

Through the systematic analysis of 3,000 tweets, this study utilized the social analysis method to map and measure how crisis information spreads through social media as well as a content analysis to identify the type of frames being communicated online immediately following a crisis.

The results of this analysis show that the media were the most active and influential sharers of information following Chipotle’s E. coli crisis. This information shaped the frame of the story, which focused on the hazard components involved in the crisis and the outrage of the organization’s publics. Consequently, stakeholders framed the situation as an issue of policy due to poor food handling procedures.

This study also reaffirms the important presence of traditional media organizations as the originators of information in a crisis. Furthermore, the findings demonstrate how Twitter can serve as a framing tool for an organization’s stakeholders. Communication managers and professionals can use the methods in this study to gauge public sentiment and obtain information that can be used to shape their consequent crisis management efforts.

Findings from this study reveal that as awareness of an issue spreads, stakeholders will quickly turn to social media to obtain and share information, as well as communicate about the issue with other social media users. This study demonstrates how the SNA method can be used to develop theory, in the realm of social media and online communication and provide guidance for professionals crafting their communication.