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This chapter focuses on the impact of the COVID-19 pandemic on academic leadership. Interview data from 13 academic leaders (department chairs, deans, vice-rectors) at two Turkish universities are used to voice their experiences. Two main themes emerged from the analysis: the challenges encountered in an era or uncertainty, and the experience of being in between balance and resilience. While all of the leaders interviewed got through the uncertainty produced by the pandemic, and some thrived, it is clear that universities need to do more to prepare themselves and their leaders for future crises.

This study aims to examine two individual dispositions, propensity to trust and reciprocation wariness, as antecedents of team–member exchange (TMX) and how shared leadership moderates these relationships. It also investigates work engagement as a consequence of TMX.

Data were collected from 175 employees in 42 teams; a multilevel random slope model was used to test the moderating effect of shared leadership at the team level and across levels.

Shared leadership provides a boundary condition for the relationships from propensity to trust and reciprocation wariness to work engagement through TMX. At the individual level, the positive effects of propensity to trust and negative effects of reciprocation wariness on TMX, and their indirect effects on work engagement through TMX, were weaker at higher shared leadership. At the team level, the positive relationship between propensity to trust and TMX was unconditional on shared leadership, whereas the relationship between reciprocation wariness and TMX was moderated by shared leadership. At the team level, shared leadership had positive effects on TMX and work engagement.

Managers can adopt shared leadership to encourage social exchanges among team members to enhance TMX and work engagement.

The study extends the TMX research by investigating dispositions as antecedents and work engagement as a consequence at both individual and team levels. It also identifies the moderating role played by team-level shared leadership, which provides a strong situation supporting reciprocal interactions.

The purpose of this paper is to understand the prevailing conflict management styles in Sri Lankan commercial building industry from the main stakeholders’ perspective. The dual concern theory is applied to this study as a theory foundation.

The Sri Lankan commercial building industry is currently experiencing a construction boom after 30 years of civil war. Creating a dispute free environment through well conflict management is one of the main ways to keep the continuous demand and development of construction. However, the Sri Lankan construction sector is arranged in such a way that they directly approach the dispute resolution rather than avoiding the dispute initially through proper conflict management. Four cases are selected for this study with the intention of conducting meetings with three main stakeholders of each case who represented client, consultants and contractors, respectively.

The research findings reveal that compromising is the most common conflict management style used by the industry. Forcing style obtained the second place in the ranking whereas obliging and avoiding received third and fourth places.

This study is conducted to provide a full picture of conflicts faced by the Sri Lankan commercial building industry and their proper management so that the future projects will use this information to diminish the destructive effects of conflict situations and provide a real value for money.

In some settings, sharecropping is associated with large extended families, high fertility, and early age of marriage. These demographic practices are often considered to be labor strategies for working extensive share‐tenancies. Where agricultural production is primarily labor intensive, landlords can increase their income, within certain limits, by maximizing the number of adult workers. If landlords hold considerable power over their tenants, they may have a large influence on demographic practices. Although this relationship between sharecropping and some of these demographic practices is found throughout much of history in northern Italy, the evidence is less clear for fifteenth‐century Tuscany. Herlihy and Klapisch‐ Zuber's study of the Catasto of 1427, a set of tax declarations, found no relation between household structure and land tenure. Some of their work suggested that fertility was higher among sharecroppers, but this relationship was not specified in detail. They did not consider the relationship between land tenure and age of marriage. This paper reconsiders the relationship between land tenure, household structure, fertility, and age of marriage. To try to correct for problems with Herlihy and Klapisch‐Zuber's land tenure variable, their data were aggregated to the administrative unit of analysis. The aggregated data show that sharecropping in rural Tuscany in 1427 was associated with household extension, high fertility, and early age of marriage, although the magnitude of this relationship was not large. Possible reasons for this weak relationship are discussed.

Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.

Public private partnerships (PPPs) face challenges in implementation and operation, and need efforts to improve their performance. The purpose of this paper is to review the PPP literature quantitatively and qualitatively, in order to establish challenge themes and set research directions.

More than 4,000 papers published between 2008 and 2017 were retrieved. From this collection, papers from five major international journals were selected to explore extant PPP research findings under six main PPP challenges including: challenges related to financial management, concession period and price determination, operational phase, risk management, PPP project procurement and stakeholder management (SM). Initially, the papers were categorised quantitatively into the identified challenges and subsequently the articles were qualitatively analysed and discussed.

Poor SM, the complexity of risk management models, project delivery time and cost overruns, inadequate consideration of whole life-cycle aspects and over-reliance on a Public Sector Comparator for evaluating PPPs are found to be the most commonly encountered issues. These all warrant more extensive attention and innovative solutions.

PPP projects have faced many challenges in practice and also existing research findings have limited application in practice. Challenges highlighted in this research can be a focus area in practice to improve the performance of PPPs.

No previous reviews have explored the challenges relating to PPP projects and how they can then addressed by further studies in the field. This review is intended to address that gap, and should help to shed light on further research directions to address the emerging challenges in PPP procurement.

Changing immigration patterns in the USA have led to a growing number of “new immigrant destinations.” In these contexts, opportunities for teacher learning are crucial for developing the school capacity to serve the academic, linguistic and socio-cultural needs of immigrant students. In response, the purpose of this paper is to examine how schools in Wisconsin provided both formal and informal teacher learning opportunities to develop the instructional capacity to support recent immigrants, specifically Spanish-speaking English language learners (ELLs).

Using descriptive analyses of teacher and administrator survey and interview data, this study examined the focus and within-school distribution of formal professional development, as well as teacher collaboration as a mechanism for informal learning.

Most commonly, professional development focused on concrete strategies teachers might enact in their classrooms, rather than developing broader understandings of the needs of immigrant students. In addition, formal professional development commonly targeted particular groups of teachers, rather than faculty as a whole. Finally, general education-ELL teacher collaboration was most often deployed “as needed” and focused on particular student needs, rather than systematically.

Future work might address the limitations of this study by examining teacher learning opportunities in new immigrant destinations in other locales, the quality and effectiveness of such opportunities, and other mechanisms for the distribution of expertise.

Findings suggest the need for more systematic and integrated approaches to teacher learning in new immigrant destinations, with an emphasis on pushing beyond the short-term need for instructional strategies to develop more holistic, collaborative approaches to integrating ELLs into schools and classrooms.

Recent research has proposed a specific female phenotype within autism spectrum disorder (ASD). It suggests females exhibit differences in social communication styles with higher levels of camouflaging and compensatory strategies, as well as variance in restrictive repetitive behaviours (RRBs); however, many existing studies have been based on either small, disproportionate or child and adolescent samples, leaving questions about the specific phenotype. This study aims to explore the sex difference and phenotype in a clinic sample of individuals diagnosed with autism.

A service evaluation of sex/ gender differences on 150 historical ASD assessment reports (75 males, 75 females) using a 103-item questionnaire developed from a quantitative review of existing literature was undertaken.

Females camouflaged more significantly than males in five different areas (thinking how to act next, preparing conversation in advance, making lists of prompts/social responses, wearing a mask/acting, less monotone voice); however, these were not maintained in post-analysis correction.

This study points the evidence towards a different phenotype of Autism that is more common in women than men rather than a unique female phenotype.