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The purpose of this paper is to explore in depth the mechanisms that organizations use to keep their innovations secret. This paper examines how, when and why secrecy appropriation mechanisms (SAMs) can enable innovators to appropriate value from their innovations.

Building from an extensive literature review of innovation and secrecy, the paper presents a number of implications for theory and research in the form of testable propositions.

This conceptualization proposes that SAMs can have both positive and negative effects on a number of organizational dynamics. SAMs involve tradeoffs, and the key to understanding whether they create value to organizations lies in understanding that these tradeoffs exist and the nature of these tradeoffs.

While most managers recognize the importance of secrecy in innovations, many struggle with the practical challenges of doing so. The paper presents guidance for managers to overcome these challenges.

This paper adds to previous research that has identified secrecy as an important appropriation mechanism for firms by digging deeper into the details of SAMs and exploring their sources, characteristics and effects.

This study aims to explore the experiences of peers working in a range of roles within a single NHS mental health service. This study also aims to provide evidence of the impact of existing support, organisational structure and culture around peer working and provide recommendations for a Good Practice Guide for Peer Working. Peer roles require lived experience of mental health conditions and/or services. While the impact on them of using their own lived experience is not fully understood, anecdotal evidence suggests that peer workers may experience a greater emotional impact than other mental health workers. Burnout and retention are particular concerns.

This was a two-stage study using focus groups and reflexive thematic analysis in Stage 1. The key themes formed the basis of the Stage 2 workshop, which provided recommendations for a Good Practice Guide. The study team consisted of peer researchers with lived experience, supported by a Lived Experience Advisory Panel.

There is a perceived lack of support and an increased peer burden for peer workers. Recommendations included relevant ongoing training and development; support and supervision; and organisational cultural change.

Working within a peer-led co-production framework, this study contributes to the development of the evidence base for peer emotional labour. Based on the findings, a Good Practice Guide for Peer Working is being developed to promote good practice for the development of future peer worker roles.

This paper seeks to explore the recruiting and organising methods used by Irish full‐time union officials to recruit new members in the private sector of the economy.

The analysis is based on a survey of full‐time union officials in eight Irish trade unions.

Results indicate that the use of organising techniques by officials had no significant impact on changes in membership numbers but did have a significant and positive impact on reported changes in new members. However, the variance explained was extremely modest.

A potential limitation is that the organising model is assessed solely from the perspective of full‐time union officials. An area for future research would be to capture the attitudes and experiences of local activists involved in organising.

The demands of the organising approach require great commitment in terms of time and financial resources for unions. Yet the returns from this investment may be slight as only a relatively weak relationship was found between the number of organising methods used and changes in membership numbers and the recruitment of new members.

To date there has been little systematic study of either the recruitment methods used by Irish trade unions or the relative success of different approaches. Based on a survey of Irish full‐time union officials, this paper attempts to address this lacuna.

Little consideration has been given to the question of stress among trade union officers. Some explanations for this are offered and, on the basis of pilot research carried out in the north east of England, class and gender are revealed as crucial variables is shown both in terms of stressors and coping strategies for male officers. This yields a new viewpoint for considering traditional theories of union democracy. In a follow‐up article the question of stress management in trade unions will be considered.

In July 1985 the government decided in favour of major reform of wages councils. It restricted their scope to setting minimum hourly and overtime rates of pay and removed people under 21 completely from their coverage. This raises questions about the functions of wages councils within the British industrial relations system. There is a need to adopt an industrial relations perspective on wages councils. Contemporary debate on the continued usefulness of wages councils is biased against them by virtue of failing to recognise that they exist not only to protect workers from low pay, but also represent state attempts to create collective bargaining and industrial democracy in situations where the capacity of workers for collective organisation has been too low to support voluntary developments. All these different identities of wages councils need to be understood and combined to achieve a comprehensive conception of their actual significance. There is a need for more research based on appropriate methodologies, studying the wages council sector itself and for studies to measure the effects of wages councils on efficiency and productivity.

Recovery Colleges are an innovative approach which adopt an educational paradigm and use clinician and lived experience to support students with their personal recovery. They demonstrate recovery-orientated practice and their transformative role has been evidenced within mental health services. The purpose of this study is to explore how past students understand the influence of the Recovery College on their on-going recovery journey.

An exploratory, qualitative design was used and semi-structured interviews took place with 15 participants. Data was analysed using the “framework method” and inductive processes.

All participants discussed gains made following Recovery College attendance that were sustained at one year follow-up. Three themes emerged from the data: Ethos of recovery and equality; Springboard to opportunities; and Intrapersonal changes.

This research explores students’ experiences a year after attendance. This contrasts to most research which is completed immediately post course. This study contributes to the emergent evidence base highlighting the longitudinal positive impact of Recovery Colleges. This study is of value to those interested in recovery-oriented models within mental health. Recovery Colleges are gaining traction nationally and internationally and this research highlights processes underlying this intervention which is of importance to those developing new Recovery Colleges.

This study aims to provide an integrated review of the literature on the diffusion, adoption and implementation of multicapital accounting (MCA) innovations.

The paper analyzes a sample of 68 articles collected from 21 peer-reviewed journals. An integrated model of the diffusion, adoption and implementation of MCA innovations is developed and used to frame data collection, content analysis and the critical synthesis of findings.

The involvement of various key actors, including academics, regulatory agencies, non-governmental organizations (NGOs) and businesses, is crucial in the diffusion of MCA innovations as they provide resources, promote legitimacy and drive the adoption process through regulation, advocacy, tool design and capacity building. The adoption of MCA innovations is significantly influenced by their perceived relative advantage, compatibility, complexity, observability and trialability. Organizations may adopt MCA innovations due to rational motives, regulatory requirements or to gain legitimacy by imitating peers. Larger firms with better financial performance and strong corporate sustainability responsibility (CSR) practices are more likely to adopt MCA innovations due to greater resources and exposure to stakeholder pressures. The implementation of MCA innovations often proceeds incrementally, requiring alignment with organizational routines, top management support and consistent use. Successful integration into organizational practices necessitates a culture that values sustainability alongside financial metrics.

This study provides several practical and societal implications. For practitioners, understanding the key drivers of adoption, such as perceived advantages and compatibility with existing organizational processes, can help in designing and implementing more effective MCA strategies. For instance, companies can benefit from training programs and workshops to reduce perceived complexity and enhance trialability. Additionally, regulatory bodies can create supportive policies and incentives to encourage voluntary adoption and improve compliance rates. On a societal level, the broader adoption of MCA innovations can lead to more comprehensive and transparent reporting of both financial and non-financial performance, which in turn enhances stakeholder trust and engagement. This transparency can drive societal benefits by promoting greater accountability and encouraging sustainable business practices.

On a societal level, the broader adoption of MCA innovations can lead to more comprehensive and transparent reporting of both financial and nonfinancial performance, which in turn enhances stakeholder trust and engagement. This transparency can drive societal benefits by promoting greater accountability and encouraging sustainable business practices.

This paper contributes to the emerging research on MCA by offering a systematic review that integrates various perspectives on the diffusion, adoption and implementation of MCA innovations. It provides a nuanced understanding of the dynamics influencing MCA practices and suggests avenues for future research.

Explores the recruitment and organizing experience of trade unions. Draws on in‐depth interviews with union full‐time officials and on the Workplace Industrial Relations Surveys (WIRS). Describes the experience of union recruitment, and evaluates the advantages and disadvantages of various forms of recruitment campaigns, in which unions had little success in extending organization.

Accounting’s definition of accountability should include attributes of socioenvironmental degradation manufactured by unsustainable technologies. Beck argues that emergent accounts should reflect the following primary characteristics of technological degradation: complexity, uncertainty, and diffused responsibility. Financial stewardship accounts and probabilistic assessments of risk, which are traditionally employed to allay the public’s fear of uncontrollable technological hazards, cannot reflect these characteristics because they are constructed to perpetuate the status quo by fabricating certainty and security. The process through which safety thresholds are constructed and contested represents the ultimate form of socialized accountability because these thresholds shape how much risk people consent to be exposed to. Beck’s socialized total accountability is suggested as a way forward: It has two dimensions, extended spatiotemporal responsibility and the psychology of decision-making. These dimensions are teased out from the following constructs of Beck’s Risk Society thesis: manufactured risks and hazards, organized irresponsibility, politics of risk, radical individualization and social learning. These dimensions are then used to critically evaluate the capacity of full cost accounting (FCA), and two emergent socialized risk accounts, to integrate the multiple attributes of sustainability. This critique should inform the journey of constructing more representative accounts of technological degradation.

Recent initiatives in business curricula have included emphases on global business communication and ethics. Combines these issues by comparing the ethical predisposition of business students in New Zealand and Singapore with their US counterparts. A sample of 373 students indicated that the students in the three countries generally hold high expectations for the behaviour of business. Of the 14 scenarios evaluated, only four exhibited significant differences between the two groups, i.e. USA compared with Singapore and New Zealand. In each of these four, students from New Zealand and Singapore expressed greater tolerance for the questionable business practice. However, there are several instances where Singapore is significantly different from the USA, but New Zealand is not. The relationship between ethics and business communication is well established, for instance ethical issues in advertising including Federal Trade Commission of the USA's concerns with advertising (and similar concerns elsewhere). Although this research was not designed to show this interconnection in an express manner, this relationship was borne in mind during the questionnaire design. The focus of this research is elsewhere but assumes that the interconnection is well understood.