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Employability skills training programmes are an effective means for reducing unemployment rates. Such programmes also have the potential to improve the general well-being (e.g. self-efficacy) of disadvantaged individuals, however, reliable longitudinal evaluations of the psychological benefits of such programmes are limited. The present study evaluated the impact of an employability programme offered to disadvantaged adults in North-West England on self-efficacy. Additionally, the study aimed to identify risk factors for programme disengagement to identify at-risk groups that require further support.

Secondary longitudinal data pertaining to the background characteristics, programme engagement and self-efficacy scores (repeatedly measured on a monthly basis) of 308 programme users were analysed.

Results demonstrated that employability programme engagement significantly increased self-efficacy scores. Additionally, the findings suggested that individuals with mental health and learning difficulties were more likely to disengage from the programme. The findings demonstrate that employability programmes can have a positive impact on the well-being of individuals from disadvantaged backgrounds, however, prolonged engagement is needed for which some individuals require further support with.

The present study analysed longitudinal data from a diverse sample of disadvantaged individuals to reliably evaluate psychological outcomes from employability training programmes.

The purpose of this paper is to describe a model of team establishment that emerged from 64 teams comprised of mid‐career working professionals.

A total of 64 similarly configured 18 member teams assembled for work on the same day and, thereafter, worked on similar tasks. A single representative team was observed throughout its process of its formation‐establishment‐using participant observation and interviews. A case report describing the process was co‐constructed afterward. Individuals from remaining teams systematically compared/contrasted their experience with the case report. Qualitative analysis of 874 responses provides the basis for this paper.

Teams formed very differently than expected. A highly dynamic and rapid process was seen. The model suggests interplay between ongoing assessment of the context and organizing for work while norms emerge and work is performed.

Individual comparisons/contrasts with the case report, unlike the case report itself, were not the result of prolonged engagement, persistent observation, triangulation, and co‐construction processes. The research focus was on team development; implications for performance are not addressed.

Leaders can influence the speed of establishment through intentionality during the establishment phase. The rapid establishment process that emerged here may have application across a wider range of work settings—especially where members are experienced in working collaboratively.

The model of team establishment has likely application in other settings. The study also suggests the valuable insights that study informants can contribute to research.

The purpose of this paper is to explore engagement of flexpatriates on rotational and regular field assignments in the energy industry, theoretically grounded in the “Four Fundamental Pillars of Engagement”.

In an exploratory case study within a global organisation in the energy industry, in a post-merger/acquisition integration stage, the authors interviewed 24 rotational and regular field assignees of seven different nationalities, residing at nine different global locations.

The results of the case study show that the following newly identified drivers within the “Four Fundamental Pillars of Engagement” are crucial for engagement of flexpatriate rotational and regular field assignees in the energy industry: information, communication and technology; training, learning and growth; support from colleagues and line managers (“capacity to engage”); job ownership/control; respect, recognition and appreciation (“reason to engage”); freedom to be creative and innovative; pride and promises; client satisfaction (“freedom to engage”); alignment between the organisation and the individual (“alignment to engage”), especially in a post-merger and acquisition (M&A) organisational context during a downturn in the oil and gas industry.

The case study focused on rotational assignees from one particular organisation in the energy industry, which restricts the generalisability of the findings on engagement of rotational assignees to other organisations, industries and geographies.

Organisations in the energy industry that actively promote engagement of rotational assignees, especially during the post-M&A integration stage and economic turmoil, will strengthen their sustainable global competitive advantage.

The contribution of this paper is that it presents a refinement and expansion of the drivers of engagement within the “Four Fundamental Pillars of Engagement”, conceptualised in an international post-M&A organisational context during a downturn in the oil and gas industry.

We investigate the engagement benefits of high-performance work systems (HPWS) for long-tenured employees compared with short-tenured ones. Using a social exchange lens and building upon hedonic adaptation research, we propose that HPWS are less effective for engaging longer tenured employees, unless they are administered at high levels.

Multiple regression and post-estimation analyses of marginal effects on a sample of 30,375 employees, based on data from the 6th European Working Conditions Survey.

(1) Employee tenure negatively moderates the HPWS-engagement relationship; (2) this effect is contingent on the level of HPWS, with long-tenured employees responding comparatively better than short-tenured ones to exposure to high levels of HPWS; (3) HPWS have decreasing marginal effects on engagement—greater exposure to these systems does not linearly translate into higher employee engagement, with their decreasing returns being more noticeable for short- than long-tenured employees.

The study provides novel insights into the value of HPWS as motivational tools and advises managers to promote tenure-differentiated HPWS investments. It also illuminates critical issues related to the sustainability of HPWS.

Civic engagement means more than formal participation in the political process. Students can experience civic life across campus in ways that may not jump off the page as being relevant on first reading. Whether in the classroom through intentionally designed curricular experiences or through participating in a student organization focused on civic engagement, higher education should be helping develop students as active, participatory citizens. This chapter aims to provide the first look at how students across the United States are organizing on college campuses to participate in the political process.

The objective of this paper is to further the understanding of netnography as a research method for supply chain academics. Netnography is a method for gathering and gaining insight from industry-specific online communities. We prescribe that viewing netnography through the lens of the supply chain will permit researchers to explore, discover, understand, describe or report concepts or phenomena that have previously been studied via survey research or quantitative modeling.

To introduce netnography to supply chain research, we propose a framework to guide how netnography can be adopted and used. Definitions and directions are provided, highlighting some of the practices within netnographic research.

Netnography provides the researcher with another avenue to pursue answers to research questions, either alone or in conjunction with the dominant methods of survey research and quantitative modeling. It provides another tool in the researchers’ toolbox to engage practitioners in the field.

The development of netnography as a research method is associated with Robert Kozinets. He developed the method to study online communities in consumer behavior. We justify why this method can be applied to supply chain research, how to collect data and provide research examples of its use. This technique has room to grow as a supply chain research method.

This paper aims to explore the strategic and evolving role of human resource management (HRM) directors within the context of underdeveloped institutional arrangements. The study focuses on India and conducts a comparative analysis of the roles of HRM directors in both multinational enterprises (MNEs) and domestic firms.

Survey-based data from the HRM directors of 252 enterprises were gathered for the comparative analysis, including both multinational and domestic enterprises.

HRM directors in MNEs lack the proficiency required to effectively fulfil their strategic role. In addition, there has been a notable shift in the responsibilities of HRM directors in MNEs, with increased emphasis on labour movements and trade union negotiations, as opposed to traditional human resource (HR) activities. This shift suggests that the role of HRM in MNEs operating in India has been influenced by local isomorphic forces, rather than following a “pendulum swing” between home and host country institutional pressures. The prevalence of informality in the Indian institutional arrangements may act as a strong counterforce to integrating the strategic agency of MNEs' home country HRM directors into the organizational structure. Despite facing resistance from the local institutional context, HRM directors in MNEs are responding with a pushback, prioritizing labour movements and trade union negotiations over core HRM activities.

The study highlights the broader implications for theory and practice, shedding light on the challenges faced by HRM directors in navigating incoherent institutional arrangements. It emphasizes the need for a deeper understanding of local forces in shaping HRM practices within multinational settings.

We contribute to the comparative HRM literature by elaborating on power struggles that HRM directors face amid the dichotomies of formal power and authority that are encoded in the organizational structure versus culturally contingent power that can be accrued from engaging in informality. We also highlight their engagement in prolonged institutional mediation and change, which serves as a compensatory mechanism for the institutional shortfalls they encounter within the context of emerging markets.

Farmers’ markets have grown rapidly in recent years and at the same time consumers increasingly desire to eat healthfully and sustainably. This research aims to analyze the way consumers process information regarding local food claims such as sustainability and organics when shopping for local foods at farmers’ markets.

This research uses ethnographic methods that included interviews with 36 participants, more than 100 hours of participant observation and prolonged engagement over a two and half-year period.

The findings indicate that there are two dominant types of consumers at the farmers’ market, hedonistic and utilitarian consumers. Hedonistic consumers rely on heuristic cues such as aesthetics, their relationship with the farmer and other peripheral sources of information when making purchase decisions. Utilitarian consumers, by contrast, carefully analyze marketing messages using central route cues and tend to be more conscious of their purchase choices.

This study will help farmers more effectively position their marketing messages and help consumers be aware how they process information in this space.

Unlike previous studies of consumer behavior at farmers’ markets that primarily use survey methods, this study uses observational and ethnographic methods to capture in situ interactions in this complex buying context. Further, while much work has been done on broad concepts of local food and organic preferences, this study provides a more in-depth look at consumer information processing in the farmers’ market space that reflects a mixture of organic and non-organic food.

Diasporas represent a unique yet often overlooked stakeholder in tourism crisis management. Their strong bonds with their homeland often result in continued engagement with an extended community, which is valuable to their homeland during unsettling times. This study aims to examine the engagement of the Indonesian diaspora in the USA to revive tourism in Indonesia during the early stages of the COVID-19 pandemic and their motivation behind such efforts.

This study is rooted in a social constructivism paradigm and uses a qualitative approach. Four focus groups (n = 25) and ten individual interviews with the Indonesian diaspora in the USA were conducted. Thematic analysis was used to identify major themes.

The findings indicate that diaspora engagement stemmed from two broad categories: social activism, such as information liaison, skills and knowledge transfer, and economic activism, including philanthropic activities, investment and remittance and return-home travel. Both altruistic and social exchange motives drive their continuous engagement. The findings exemplify “diaspora diplomacy” that can be harnessed as social capital for homeland tourism recovery post-crisis.

This study provides an in-depth analysis of diaspora engagement in destination recovery. This study highlights the importance of diasporas as social capital for destinations and offers insights into tourism crisis management by incorporating this overlooked stakeholder group.

侨民是旅游管理中一个独特但经常被忽视的利益相关群体。他们与祖国的紧密联系往往让他们团结在一起成为一个扩展社区, 并对于旅游目的地的灾后复苏做出贡献。本文通过实证研究来探索印度尼西亚侨民在新冠初期对于印度尼西亚旅游业做出的贡献以及他们的动机。

本研究植根于社会建构主义范式并采用了定性方法。这个研究项目进行了四个焦点小组访谈和十个个人访谈。这个研究应用了主题分析方法来分析这些访谈数据。

调查结果表明, 侨民群体在经济和社会方面都参与了目的地恢复。他们参与的动机主要是来自于(1)社会行动主义, 例如信息、技能、和知识的分享, 以及（2）社会行动主义, 包括募捐, 投资, 汇款和回国旅行。除此以外, 利他主义和社会交换动机也推动了他们的持续参与活动。 这些研究结果也表明了“侨民外交”可以作为有效推动旅游目的地的灾后复苏。

本研究深入分析了侨民参与目的地恢复的情况。本研究强调了侨民作为目的地社会资本形式的重要性, 并通过整合这个被忽视的利益相关者群体为旅游危机管理提供了见解。

Este estudio se basó en el paradigma de constructivismo social y empleó un enfoque cualitativo. Se realizaron cuatro grupos focales (n = 25) y diez entrevistas individuales con emigrantes indonesios en Estados Unidos. Se utilizó el análisis temático para identificar los temas principales.

La dispersión de grupos humanos que abandonan su lugar de origen, también denominado, diáspora o emigrantes, representan un grupo único y, sin embargo, a menudo ignorado en la gestión del turismo. Sus fuertes lazos con su tierra natal a menudo dan como resultado una relación con una comunidad extendida, la cual es valiosa para su tierra natal durante tiempos difíciles. Este estudio examinó el rol de los emigrantes indonesios en Estados Unidos para revivir el turismo en Indonesia durante las primeras etapas de la pandemia de COVID-19 y su motivación detrás de esos esfuerzos.

Los hallazgos muestran que el rol de la diáspora provino de dos amplias categorías: 1) activismo social, como transferencia de información, transferencia de habilidades y conocimientos, y 2) activismo económico, incluidas actividades filantrópicas, inversión y remesas, y viajes de regreso a casa. Tanto los motivos altruistas como los de intercambio social son las causas de esta relación. Los hallazgos ejemplifican la “diplomacia de la diáspora” que puede ser aprovechada como capital social para la recuperación del turismo en tierra natal después de una crisis.

Este estudio ofrece un análisis profundo del rol de la diáspora en la recuperación del turismo. Este estudio destaca la importancia de los emigrantes como capital social para los destinos y ofrece información sobre el manejo de crisis turísticas mediante la incorporación de este interesante pero ignorado grupo.