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One non‐traditional area of banking is workplace banking – the provision of banking services to company employees at their place of work. Describes a part of the research work carried out by a Canadian trust company, Montreal Trust, to assess the feasibility of offering such a service to a major corporation, Bell Canada. Reports the results of a series of focus group interviews among employees and members of the Bell Canada management team. The research sought to ascertain whether workplace banking would be attractive to employers and employees, what features of the service would be most attractive to them, and to what extent employees would be likely to utilize the service. The results were in general positive. Outlines a preliminary marketing strategy developed to address factors based on key success factors suggested by the service.

Most college students are required to take at least one mathematics course. Many of these students view mathematics as a dry and tedious subject, where the main task is to “plug and chug” using formulas. In contrast, mathematicians see mathematics as a creative process in which real joy comes from grappling with difficult problems and (hopefully) solving them. In this way, mathematics is like a fun puzzle. The challenge is to get students to view mathematics the same way that their teachers do. Inquiry-based learning (IBL) can help solve this problem. The Academy of Inquiry-Based Learning describes IBL as a pedagogical method that encourages students to conjecture, discover, solve, explore, collaborate, and communicate (What is IBL? (n.d.). Retrieved from http://www.inquirybasedlearning.org/?page=What_is_IBL). With IBL, teachers do not lay out all of the formulas and theorems as previous knowledge. Nor do they provide perfect, easily worked through examples and proofs for every new topic. Instead, IBL courses demonstrate the creative process that is mathematics. IBL makes class more enjoyable for both teachers and students, and can bring students closer to the real experiences of mathematicians.

Firms tend to transfer more knowledge in technology joint ventures compared to contractual technology agreements. Using insights from new institutional economics, this chapter explores to what extent the alliance governance association with interfirm knowledge transfer is sensitive to an evolving industry norm of collaboration connected to the logic of open innovation. The chapter examines 1,888 dyad-year observations on firms engaged in technology alliances in the U.S. information technology industry during 1980–1999. Using fixed effects linear models, it analyzes longitudinal changes in the alliance governance association with interfirm knowledge transfer, and how such changes vary in magnitude across bilateral versus multipartner alliances, and across computers, telecommunications equipment, software, and microelectronics subsectors. Increases in industry-level alliance activity during 1980–1999 improved the knowledge transfer performance of contractual technology agreements relative to more hierarchical equity joint ventures. This effect was concentrated in bilateral rather than multipartner alliances, and in the software and microelectronics rather than computers and telecommunications equipment subsectors. Therefore, an evolving industry norm of collaboration may sometimes make more arms-length governance of a technology alliance a credible substitute for equity ownership, which can reduce the costs of interfirm R&D. Overall, the chapter shows that the performance of material practices that constitute innovation ecosystems, such as interfirm technology alliances, may differ over time subject to prevailing institutional norms of open innovation. This finding generates novel implications for the literatures on alliances, open innovation, and innovation ecosystems.

This paper explores the outcomes of the external revealing of knowledge. More specifically, we aim to understand how external revealing of knowledge can be seen as value creation in the craft beer industry.

A single-case study methodology is used to answer the research question “What are the outcomes of the external revealing of knowledge?”

The research highlights several dynamics and outcomes regarding the external revealing of knowledge, mainly connected to creating value for the industry, strengthening a firm's network, enhancing the culture of the territory, gaining access to knowledge, and guaranteeing market competitiveness.

A few studies have addressed a specific aspect of outbound open innovation, which involves free revealing of knowledge to external stakeholders. Previous works are mostly conceptual; thus, there is a lack of empirical studies about revealing strategies. This research empirically analyzes the outcomes of the external revealing of knowledge and, more generally, of an open innovation approach.

The aim of this paper is to empirically explore the relationship between human resource rewards management and innovative behaviours, particularly between the utilitarianism and romanticism reward approaches and employee creativity in the workplace.

The paper adopts a quantitative approach. After analysing construct validity and reliability, the study empirically tests its hypotheses by performing a multi‐regression analysis with a sample of 216 individuals.

The study reaches three main conclusions. First, tangible extrinsic rewards affect the innovative behaviour of employees in an “inverse‐U” shape. Second, intrinsic motivations have a substantially positive impact on the innovative behaviour of employees. And third, extrinsic rewards and intrinsic motivations have positive interaction effects on individual creativity at the workplace.

The paper focuses on the theoretical battle between the utilitarianism and the romanticism perspective of human resource reward approaches toward employees' creativity. Based on examination of the main effects of monetary incentives and intrinsic reward practices respectively, the study highlights a complementary view to explore a positive interaction between the two reward configurations, and to exploit a total reward system for facilitating individual innovative behaviours.

In this review paper, the authors are particularly interested in the growth in the scholarly investigation of the efficacy of developmental interventions for doctoral and early career researchers. This paper aims to provide a “State of the Art” overview of the emerging fields of research and suggest areas that command more research.

A foundation of key disseminations relating to the new discipline has become established, and it is the outputs of these that the authors look to first in their review. However, much of the work is reported in the proceedings of two specific conferences, known to the authors and does not appear in database searches, which results in a concentration of research in two specific countries, namely, the UK and Australia. Relatively little is found from database searches, however approached, but the authors also report on this work.

There is a general gap in the depth of the body of work in all areas of literature relating to research on the practice of developing researchers. We have identified specific areas as the most limited in terms of the body of published research including research governance; work life balance; engagement influence and impact training and creativity and innovation training.

There is much work as yet unpublished and the practice of rigorous study and publication is not yet generally embedded in this research discipline.

Without the depth of rigorous and robust findings of research to provide us with evidence of good practice, the emergent discipline will struggle to have integrity in its practice. Continued growth in research in this emergent discipline is essential.

To the best of the authors’ knowledge, this is the first review of its kind looking at the published research in respect of the development of researchers.

Networking practices are considered to be an important career advancement strategy. However, little empirical research exists which provides understanding of this phenomenon as it relates to the differences in practices and experiences between genders. The purpose of this paper is to explore how the role and nature of networking and career relationships in nonprofit sport organizations is perceived to impact career development.

In total, 34 semi-structured interviews were conducted with male and female executives in a range of nonprofit organizations to elicit views, attitudes, and information regarding formal and informal networking strategies and practices employed in this context.

Findings highlight differences in perceptions of how networking is defined, the central role of mentors, the nature of networking relationships, and networking strategies. The authors found that there are various perceived barriers with regard to gender and organizational culture in sport national governing bodies (NGBs).

Networking practice and policy implications are discussed for sport NGBs and other organizations. The authors offer recommendations for future research.

The project adds value to the understanding of the career advancement of women as it directly compares perceptions of men and women.