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This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Researchers studied the effect of job rotation on employee performance in the Iranian petrochemical organization. They found that job rotation had a negative effect on employee performance, while training effectiveness and HR strategy positively mediated the relationship between job rotation and employee performance.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Presents a case study of the plans to restructure a large corporation′s information systems. Stresses that the decision was tactical, rather than as a result of measuring possible return on investment. Concludes that the risk can be minimised by taking certain fundamental precautions.

Entrepreneurship is ubiquitous, but it is not unequivocally a human force for social and economic good. Critical perspectives of the entrepreneur, entrepreneurship, and entrepreneurial success (and failure) are evolving in the scholarly literature. Dark side theory has emerged as a language for critiquing the dominant narratives of entrepreneurship portrayed in scholarship, education, planning, policy, and other forms of practice. This chapter draws from dark side entrepreneurship theory, Baumolian entrepreneurship, and exemplars of counterculture to craft language for an emerging theory of misfit entrepreneurship, which consists of misfit entrepreneurs and alternative enterprises. Alternative enterprises and misfit entrepreneurs are conceptualized, and literary examples (i.e., Robin Hood and Song Jiang) and modern-day examples (i.e., Hacker groups) are supplied. The unique actions and impacts of misfit entrepreneurs and alternative enterprises are offered for discussion. This new theory of misfit entrepreneurship leaves readers with exploratory questions that enhance critical perspectives and modern understandings of entrepreneurship today.

Organizational behavior scholars have long recognized the importance of a variety of emotion-related phenomena in everyday work life. Indeed, after three decades, the span of research on emotions in the workplace encompasses a wide variety of affective variables such as emotional climate, emotional labor, emotion regulation, positive and negative affect, empathy, and more recently, specific emotions. Emotions operate in complex ways across multiple levels of analysis (i.e., within-person, between-person, interpersonal, group, and organizational) to exert influence on work behavior and outcomes, but their linkages to human resource management (HRM) policies and practices have not always been explicit or well understood. This chapter offers a review and integration of the bourgeoning research on discrete positive and negative emotions, offering insights about why these emotions are relevant to HRM policies and practices. We review some of the dominant theories that have emerged out of functionalist perspectives on emotions, connecting these to a strategic HRM framework. We then define and describe four discrete positive and negative emotions (fear, pride, guilt, and interest) highlighting how they relate to five HRM practices: (1) selection, (2) training/learning, (3) performance management, (4) incentives/rewards, and (5) employee voice. Following this, we discuss the emotion perception and regulation implications of these and other discrete emotions for leaders and HRM managers. We conclude with some challenges associated with understanding discrete emotions in organizations as well as some opportunities and future directions for improving our appreciation and understanding of the role of discrete emotional experiences in HRM.

Sustainable mobility will be the key to the survival of mankind in the 21st century. Cities with debt-ridden and poorly managed transport systems have to change to the ever-growing demands of the public transport system. The low cost of transport has been a key factor in sustainable development for any city. This study is trying to propose a framework for the selection of sustainable transport in context to an Indian case of NCR Delhi, India.

The present study has identified eight criteria for the selection of a sustainable transport system. Criteria for selection of sustainable transport are CO₂ emissions, cost of fuel, energy efficiency, cost of maintenance, number of accidents, congestion, number of injuries and road noise. Three alternatives of transport considered for this study are state-run bus, pooled car and Shuttl (App-based buses). The analytic hierarchy process (AHP) is used to prioritize the criteria. The study has further illustrated a framework for the selection of sustainable transport based on these criteria.

It is observed that CO₂ emissions are the most important criterion for a sustainable transport system. It is followed by a reduction in congestion and the number of injuries. Three alternatives of transport considered for this study are state-run bus, pooled car and Shuttl (a service provider). Shuttl has been found to be the most sustainable transport system.

AHP is not able to capture the vagueness in decision-making. Therefore, fuzzy AHP can be considered for further detailed analysis as future scope of study in a different context of a sustainable transportation system. Major implications for policymakers and stakeholders are that development of public transport in cities should be done after considering different dimensions of sustainable operations.

The study has proposed a unique framework for the selection of a sustainable transport system by the public based on sustainability criteria. Findings will help policymakers in formulating strategies for developing sustainable transport system.

‘IT MIGHT BE SUGGESTED’, wrote George Blake in 1956, introducing the BBC radio‐drama series Annals of Scotland, ‘that Robin Jenkins is potentially the most interesting of the younger Scottish novelists’. Nor has the potential gone unrealized: in October 1969 he received a Scottish Arts Council publication award of £300 for his most recent book, The Holy Tree. On that occasion the Scotsman critic remarked that Jenkins ‘should need less introduction than one feels he does’, and this summarizes the paradox which must for long enough now have been troubling his admirers. Jenkins, besides being a prolific and highly praised novelist, is a remarkably neglected one.

Gives introductory remarks about chapter 1 of this group of 31 papers, from ISEF 1999 Proceedings, in the methodologies for field analysis, in the electromagnetic community. Observes that computer package implementation theory contributes to clarification. Discusses the areas covered by some of the papers ‐ such as artificial intelligence using fuzzy logic. Includes applications such as permanent magnets and looks at eddy current problems. States the finite element method is currently the most popular method used for field computation. Closes by pointing out the amalgam of topics.

The purpose of this study is to investigate the relationship between organizational characteristics and presence in a board-of-directors (BoD)-network, in the context of the biotechnology industry. Accessing and integrating external knowledge is key to an organization’s success within innovative industries. This can occur through inter-organizational networks such as the BoD-network.

The authors apply a network analysis method (Robins and Alexander, 2004) and a logistic regression to a proprietary database of Belgian biotechnology organizations.

The authors conclude that some organizational characteristics influence the presence of a biotechnology organization in the regional BoD-network. Academic spin-offs, start-ups and small companies are more likely to be part of the regional biotechnology BoD-network. The authors also observe that organizations involved in innovative activities are prominently present in the BoD-network. Interestingly, key actors like universities or academic hospitals are less present in the network.

The authors show that studying full networks and heterogeneous groups of organization leads to a better understanding of the causal mechanisms and dynamics of inter-organizational networks. To better understand the network dynamics in a context as complex as the biotechnology industry, multiple networks need to be studied simultaneously.

The findings in this study allow for the development of policies addressing knowledge transfer, diffusion of management and governance practices, and the initiation and management of collaborative projects through the BoD-network. The authors observe a self-reinforcing dependency between innovative activities and BoD-network membership. This implies that policies aimed at stimulating innovation should also aim at increasing the target organizations’ presence in the BoD-network. Analyzing an organization’s innovative activities and position in the BoD-network allows for identifying those organizations that contribute most to the region’s knowledge transfer network and innovative capacity.

The authors combine two different research streams and are the first to study the complete BoD-network of a biotechnology industry agglomeration.