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These unprecedented times of the COVID-19 pandemic have generated a variety of responses from national governments, local communities, and individuals. Using podcasting as a medium, this comparative educational project interviewed individuals living through and adapting to the unprecedented upheaval at the beginning of the COVID-19 pandemic in Mumbai, India and Houston, USA. Using a decolonial lens, the podcasting project unpacks how similarities and differences in structures of privilege, prevailing ideologies, and sociopolitical contexts have influenced the experiences of people navigating this global challenge in two very different cities.

This chapter reflects on findings from this project and builds on it further to explore the use of podcasting as methodology. The inclusion of diverse voices from contrasting contexts provides opportunities for polyvocality and democratic dialogue. Podcasting is a medium that allows for academic content to be presented in an accessible format for education practitioners and the general public, ultimately contributing to reducing gatekeeping in academia. With the goal of contributing to comparative research, this essay closes with a reflection on the dynamics of power in the production of new media from two highly different primarily English-speaking contexts, whilst striving to consistently retain the authenticity of each city.

Take the word “research,” combine it with the words “experiences around hair,” and you inevitably get a personal story. Whether it’s concerns about too much hair, complaints about one’s lack of hair, or the ability of hair to intimidate or convey authority, questions related to hair appear to provoke passionate responses in the form of narratives. The authors believed “hair” stories would provide a unique method for examining employment realities in nonprofit and public sector workplaces. The paper aims to discuss these issues.

Attendees at the 2009 Association for Research on Nonprofit Organizations and Voluntary Action (ARNOVA) conference were invited to a symposium discussing what “hair” might indicate about the lived experiences of individuals employed in nonprofit and public sector workplaces. A participatory action research methodology was used to engage 24 academics and practitioners in structured small group conversations about workplace hair-related image management issues. A storytelling framework was used to guide the content analysis of the 305 narratives generated by two focus groups.

The interview questions were literal ones, yet the responses that were elicited were figurative. As the process unfolded, it became clear the focus group participants had to tell their own individual stories, in their own way, before they could answer the research questions. Hence, the storytelling dimension became a critical component of this research as a vehicle for conveying the power behind what may have initially appeared to be a simple set of questions and answers.

Selection bias in this study was unavoidable, given the voluntary nature of participation and the transparency of the study’s purpose. Given the chosen research approach, the project findings may also lack generalizability. However, since the so-called “subjects” of the investigation are the same persons found in sector workplaces, there is no way to avoid this limitation in any related assessment.

This project allowed for a new understanding of how the direct and literal approach often used by social scientists to investigate the impact of attitudes and perceptions on social outcomes might best be replaced or augmented by methods that uncover the ways in which subjects frame the effects under examination within the context of their personal experiences.

One’s appearance takes on professional and, often, political ramifications whether the individuals involved desire this or not. Ironically, one’s ability to appear more casual may be one of the benefits of working in the nonprofit or public sectors as a means of connecting to constituents and stakeholders. However, given the need to serve multiple and competing audiences, this ability to identify and connect with others may have unintended consequences that may not be experienced in the private sector, where stakeholders may have a more unified set of goals.

This project focused on a relatively under-researched audience and subject: hair and image management. Each day, individuals make a choice about their appearance, which includes their hair. For those working in the nonprofit and public sectors, especially women and people of color, there appear to be implicit areas of concern that manifest themselves in the workplace, many of which were identified through this research.

This article focuses on the following questions: 1) How do secondary social studies teachers working in schools of color experience pedagogical negotiations when trying to teach students thoughtful, critically informed citizenship and government and school accountability mandates? and 2) How does teaching with lessons grounded in the principles of authentic intellectual work (AIW) affect this negotiation experience? We employed a phenomenological framework as the methodological basis for eliciting two classroom teachers’ experiences, both of whom have advanced degrees in social studies education and several years of teaching experience in schools of color and of poverty. The findings show that prior to the incorporation of lessons based on the principles of authentic intellectual work, these teachers’ negotiation experiences had strong negatively affective dimensions based on a zero-sum pedagogical conceptualization of curriculum. Following the introduction of lessons based on AIW, these negatively affective dimensions began to recede from their experiences and were replaced by more positive ones. Given that classroom teachers are the ultimate arbiters of curriculum in their classrooms, this research has implications for improving the experiences of secondary social studies teachers working in schools of color.

A range of one-to-one, group and online approaches to peer support are increasingly complementing formal mental health service delivery. Evidence is emerging of the potential benefits and challenges of peer support for individuals, communities and organisations. There is more limited evidence describing peer-led peer support networks. The paper aims to discuss these issues.

In an evaluation of Prosper, a peer-led, peer support network and social movement, members of the network played a participatory role in the design, conduct and interpretative work of the evaluation. An online survey, one-to-one interviews and group discussions were used.

The evaluation describes an evolving network with planning and development meetings constituting core activity for many members alongside a monthly training programme supporting people to set up their own activities. There were strong shared values, and consensus that Prosper could strengthen social networks, improve individual well-being and impact on the way people used mental health services. Challenges were identified around feelings of uncertainty and vulnerability in relation to involvement in the network.

The participatory nature of the evaluation adds value to the learning offered. This was a descriptive evaluation; potential is indicated for the more formal modelling and testing of peer-led network and social movement initiatives.

Clarity is needed on the relationship of the network to statutory mental health services – specifically around taking on a “service provider” role – and on the advantages and challenges of a “hybrid” organisational model that combines traditional, hierarchical and new distributed forms of leadership and structure.

Prosper demonstrated potential to create a sense of common culture based on sharing lived experience and mutual peer support, providing an alternative to the traditional culture of mental health services.

This paper offers wider learning derived from evaluation of a highly original initiative in peer leadership, network structure and interface with statutory mental health services.

The purpose of this paper is to describe learning gained from involving service users and carers as researchers in an action research study. The researchers aimed to introduce self‐directed support in mental health services – part of the government's personalisation agenda, which requires a move from current social care commissioning, where a person is matched to available services, to one where a person self‐assesses, has an agreed support plan and then with appropriate help, purchases his or her own services to lead as independent a life as possible. This development is allied closely with the mental health service recovery approach.

Three service users and two carers were recruited to work alongside the lead researcher. Service users were fully involved in the steering group – part of participatory action research project. Data were collected from: debriefing meetings with co‐researchers between April and December 2007; a group interview held by the lead researcher; and participants' journal comments and self‐reflections.

The main areas in which service users and carers found involvement difficult were: overcoming professional language barriers; emotional impact; and power imbalances between themselves and professionals. Findings suggest that considerable improvement is required by mental health professionals and managers if service users and carers are successfully involved in projects.

This is a small study within a larger action research project. Findings are not generalisable owing to the small sample; however, findings are supported by the service‐user involvement literature.

Few studies explore participation effects on service users and carers from their perspective. This research provides insights into what needs to be addressed to improve service user and carer involvement to improve mental health services.

The purpose of this article is to investigate collaboration in project management research. Although the literature shows an increase in collaboration between scientists and social scientists for various reasons, it is unclear how and why such collaboration takes place in project management research. The literature does show that co-authorship of articles published in project management journals is on the rise due to increased collaboration between researchers in developed countries and emerging economies as well as developing countries. However, no detailed study has been conducted to investigate how such collaboration occurs in practice in project management research. This article addresses this gap.

We use a multi-method approach (action research as a meta-methodology and surveys) using qualitative data to reflect on a successful collaborative externally funded research project. At the end of the study, a survey was used to investigate how collaboration occurred among the 26 researchers involved, who were spread over nine countries to collect data on a sponsored research project led by the authors who were the principal investigators. We also compare our findings from the original project with findings from a second survey of a purposeful sample of ten project management researchers who have conducted or are conducting collaborative research in order to validate our findings.

Through this study, we were able to compare the reasons for increased collaboration in scientific research reported in the literature with what we learnt from our own experience in collaborating on a large-scale project across geographical boundaries and cultures around the world. We were also able to get some insights on enablers and barriers to collaboration from peers who have collaborated on project management research from the second survey. We found that, although some of the reasons explained in the literature were confirmed in our study (e.g. the reputation of lead researchers), some other reasons (e.g. the prestige of institutions) were not that important. The conclusions section of this article provides a more detailed comparison. We also found that using a project management approach would deliver better outcomes. The literature on scientific collaboration was divided on the value of a project management approach and preferred a combination of firmness and flexibility. We found that using action research as a meta-methodology to reflect on our research gave us further insights into why we did what we did at certain critical points in our research that moved us forward.

Our study used two surveys with a limited number of researchers to compare what was found in the literature on reasons for collaboration in scientific research and how research outcomes were measured using citation rates. Conducting interviews or focused groups could have provided more nuanced findings. However, our findings did show that collaboration is beneficial to both experienced and early career researchers and helps them to publish in higher-ranked journals resulting in better visibility for the research. This is an interesting observation and merits further investigation. Theoretical implications: Findings from this research contribute to the broad literature on collaborative research in science and social science with a focus on practice-based fields such as project management where collaboration between academics and practitioners is becoming important.

The study provides some insights into the reasons for processes used and benefits from collaboration in project management research. Our findings have also been validated with our peers. Thus, this study will be useful for setting up and managing collaborative research in project management.

Effective collaboration in research can provide social value through mentoring of early career researchers.

This is the first detailed study of collaborative research in project management. It also proposes an action research model that can be used to retrospectively analyse long-term research projects to reflect upon and improve.

Hundreds of thousands of Shan people from Myanmar have crossed the Thai border seeking employment or refuge from war, with numbers increasing following the 2021 coup in Myanmar. Still, little is known about their post-migration experiences. This study explored the ways relocating to Thailand influenced the lives and mental wellbeing of Shan men, the factors affecting their engagement with Thai society and their responses to opportunities and challenges.

Given the lack of published research on this topic, this study used a qualitative approach. Semi-structured interviews were conducted with 14 purposively selected Shan men in Chiang Mai, Thailand. Data were examined using qualitative thematic analysis.

Five themes emerged: the strength of both push and pull factors; the importance of ethnicity, community and acting transnationally; experiencing discrimination and feeling “low”; coping by forgetting problems, hiding from trouble and studying; and wanting to return when conditions allow. The findings reveal how moving to Thailand can improve but also undermine the mental wellbeing of Shan men. Results also highlight the influence of ethnic identity, community and post-migration opportunities and stressors on how these men adapt to life in Thailand and on their attitudes towards return migration. Respondents used a mix of emotion- and problem-focused coping strategies.

To the best of the authors’ knowledge, this study is one of the first to explore post-migration experiences and mental wellbeing among the Shan in Thailand.

The purpose of this paper is to describe how a management development programme based on situated learning theory resulted in change for individuals, organisational culture and performance. The case study illustrates how new understandings about learning in the workplace and in higher education points towards the need to take account of the context in which learners utilise their knowledge and skills.

Quantitative and qualitative strategies were used to provide an evaluation of the impact of a management development programme in a group of companies. A questionnaire, focus groups and semi‐structured interviews were used to collect data on three cohorts of supervisors and middle managers at different stages of the programme. A triangulated approach was adopted towards data analysis that illuminated a broad and deep change process.

Positive cultural change was a significant benefit to the host organisation from the training programme. It was apparent that training can move beyond individual development to bring about organisational gains.

Future research might adopt a longitudinal design and facilitate a co‐researcher approach using students' learning logs of workplace experiences.

Situated approaches to learning in higher education and the workplace need to be developed further to enhance workplace performance. A proposal is made for “learning consultants” to move between the two environments and facilitate knowledge exchange and improve understanding of the variety of learning contexts in business and educational settings.

A data driven case study on the relationship between training, culture and organisational performance suggests that new approaches to learning require partnerships between the worlds of work and university that traverses theory, practice and personnel.