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Citation data needs to be recognised as a part of the Commons – those works that are freely and legally available for sharing – and placed in an open repository. The paper aims to discuss this issue.

The Open Citation Corpus is a new open repository of scholarly citation data, made available under a Creative Commons CC0 1.0 public domain dedication and encoded as Open Linked Data using the SPAR Ontologies.

The Open Citation Corpus presently provides open access (OA) to reference lists from 204,637 articles from the OA Subset of PubMed Central, containing 6,325,178 individual references to 3,373,961 unique papers.

Scholars, publishers and institutions may freely build upon, enhance and reuse the open citation data for any purpose, without restriction under copyright or database law.

The authors aim to contribute to the understanding of the enduring underrepresentation of women in the IT industry by analysing media discourse triggered by a campaign intended to encourage women to join the IT industry.

Internet media coverage of the Little Miss Geek campaign in the UK was analysed as qualitative data to reveal systematic and coherent patterns contributing to the social construction of the role of women with respect to the IT industry and IT employment.

While ostensibly supporting women's empowerment, the discourse framed women's participation in the IT industry as difficult to achieve, focused on women's presumed “feminine” essential features (thus, effectively implying that they are less suitable for IT employment than men), and tasked women with overcoming the barrier via individual efforts (thus, implicitly blaming them for the imbalance). In these ways, the discourse worked against the broader aims of the campaign.

Campaigns and organisations that promote women's participation should work to establish new frames, rather than allowing the discourse to be shaped by the established frames.

The authors interpret the framing in the discourse using Bourdieu's perspective on symbolic power: the symbolic power behind the existing patriarchal order expressed itself via framing, thus contributing to the maintenance of that order. By demonstrating the relevance of Bourdieu's symbolic power, the authors offer a novel understanding of how underrepresentation of women in the IT sector is produced and maintained.

The purpose of this paper is to develop a concept of engaged research that promotes research on matters that matter. Engaged research comes to the fore at the margins of accounting where issues are often ill-structured and less well studied. This study empirically illustrates how the principles of engaged research are embodied in practice at the borders of accounting.

The authors first consider engaged research conceptually, by articulating the philosophical principles upon which such research is grounded. This study argues that engaged research comes to the fore in settings where accounting practices are emergent and uncertainty high. The authors illustrate the “doing” of engaged research by exploring accounting for the financial effects of climate change. The authors conclude by highlighting the integrated form and purpose of engagement and by making suggestions for engaged research of the future.

Engaged research is characterised by an ontology of becoming, an epistemology of cross-cultural travel and a methodology of co-production. It is enacted through multilingualism, a reflexive dialogue that enables self-others to travel into and experience alternative worlds, as well as through the mediation of knowledge and associated artefacts. Its intent is to promote dialogue and knowledge sharing. This study argues and shows how engaged research is an active entanglement of metatheory, theory, artefacts and the lives of self and others.

This paper reflects on engaged research at the margins of accounting, as well as on how such research is a “becoming”, sociomaterial, co-produced entanglement.

HR professionals have identified the power of information sharing for employer branding that could be obtained through the rapid growth of social media usage. The growing interest in and power of social media seem to be important for companies that want to make themselves known as interesting employers and to recruit prospective employees, using techniques that are more common to job seekers and recruiters. This study aims to explore the immediate future of employer branding through social media, as envisioned by academics and HR practitioners.

To look into the future of employer branding, we use the Delphi technique for forecasting, planning, issue identification, and framework development (Bobeva & Day, 2002). Two groups of respondents participated in this three-part study: 11 academics and 20 HR professionals. They were selected because of their research into the integration of HRM and IT from the e-HRM Global mailing list. The panelists participated in the research via electronic communication. The data were collected in three rounds from November 2010 to April 2011.

Research has revealed differences in the opinions of academics and HR professionals on the impact of social media on employer branding. The academics see its general effect as the targeting of audience for recruitment, marketing/company brand, and ways of communication/HR competencies. The practitioners see the image of the employer, visibility of the company, and organization responsiveness. The study presents other findings within the boundaries of employer branding value proposition, internal and external marketing, and the role of HR professionals. According to the academics, HR professionals in the future will need to possess knowledge about marketing and communication studies and web-based applications/develop new skills. They think that social media will impact the image of HR in organizations. On the other hand, HR professionals think that the future of their activities will depend on their awareness of recruitment trends, HR innovative thinking, and HR networking skills. Although the object of their activity will remain recruitment, HR professionals will have to be continuously updated on what is new in the social media in terms of recruitment.

This study presents the results of the Delphi technique, which is itself considered an original research method and not widely accepted in the tough “publish or perish” world. The value of the research is its forecast about the future developments of employer branding through social media, as envisioned by academics and HR practitioners.

There has been much research and many follow-up recommendations on how to introduce a new electronic human resource management (e-HRM) system to employees in order to avoid or minimize troubles during its implementation. However, implementation projects are known to be time consuming, indirect, and sometimes impulsive developments, leading to a mismatch between the initial ideas behind information technologies and the use in practice, the employees' perceptions and their experience. Paraphrasing Block, I put forward the following question: If I define successful e-HRM as one that is developed on-time and within budget, is reliable and easily maintained, and meets the specified requirements of HR professionals, line managers, and employees — how many organizations would acknowledge having successful e-HRM? (Block, R. (1983). The politics of project. New York: Yourdon Press). This chapter explores lessons from information technology (IT) studies that e-HRM researchers can learn and apply to better understand complex e-HRM implementation projects.

In this chapter, I take a symbolic interactionist look at the anthropomorphic projections of 38 people in four large Canadian cities who report having encountered ghosts. As part of a larger project on perceived encounters with ghosts, I interviewed these people using audiotape, transcribed the interviews, and identified themes within them. Together, they mentioned 195 ghosts and described their appearances and actions. I identified anthropomorphic projections in four areas: (1) Physicality – pertaining to the bodies of the ghosts, (2) Relational – pertaining to kinship ties, e.g., mothers, fathers, grandmothers, (3) Rational – the ghosts' motivations and justifications, and (4) Affective – pertaining to the ghosts' emotions. These anthropomorphic projections were the respondents' efforts at sense making after having encountered what they believed to be phantasmal.

In this chapter we have broadly sketched the educational history of Aotearoa New Zealand to show that this historical backdrop offers a fascinating insight into contemporary debates. In the following chapters we adopt a thematic approach to the history of teacher preparation in Aotearoa New Zealand. We do not offer an institutional or chronological historical narrative, but rather, the chapters are interconnected as they re-trace, recall and re-tell this educational history. Our core thesis is that across the long history of teacher preparation these themes permeate the shifts and changes in educational policy and practice and that ruptures at particular historical moments are not unique. We draw on a number of historical examples to underscore the oftentimes personal impact of the wider policy environment and the educational stories of aspiring teachers. Importantly, we have documented the methodological approaches employed and the archival research that has influenced our reading of the materials.

In 2003, Walmart issued a sensational RFId mandate for its top 100 suppliers, including a detailed deployment plan under compelling deadlines. After seven years, very little of that mandate has become a consolidated industry practice. This paper aims to try to offer a complete and thorough explanation of the reasons behind this fact, providing a sound strategic view of what is happening and could happen in the future.

The study is based on a twofold methodological approach: first, it relies on an in‐depth literature review covering the assessment of RFId applications in the fast moving consumer goods (FMCG) industry; second, it leverages on a five‐year research program carried out by the RFId Solution Center of Politecnico di Milano in cooperation with GS1 Italy, which provided both quantitative data (used to develop and feed an analytical profitability assessment model) and qualitative knowledge to understand the “soft” implications of RFId adoption in the industry.

Despite the great potential of RFId technology, there are still some significant barriers preventing its diffusion. Case‐level tagging is required to enable a substantial redesign of the supply chain, but profit‐sharing and reading reliability should be carefully considered to ensure economic and technological feasibility. The comparison with the fashion industry evidences some key success factors of RFId; while some of them are industry‐specific, others can be replicated in the FMCG as well, but further efforts are still needed.

This is one of the first attempts to provide a comprehensive analysis of RFId potential in the FMCG supply chain, taking into account all the major factors involved. Moreover, the quantitative results illustrated in the paper could be a valuable support to companies in defining their RFId strategies.

The purpose of this paper is to describe the unique collaborative process initiated at the University of Regina in Saskatchewan, Canada, to develop a Regional Centre of Expertise (RCE) on Education for Sustainable Development (ESD) through the United Nations University‐Institute of Advanced Studies (UNU‐IAS).

The innovative aspects of developing RCE Saskatchewan are elaborated as a function of regional characteristics and features. The founding members used a unique combination of facilitation methods and technology to establish a flexible governance model in support of ESD themes defined by participating members. The paper provides a critical analysis of the governance structure and educational approaches supported by RCE Saskatchewan.

The strength‐based model, in conjunction with open meetings and online discussion, has proven to be a highly effective method for establishing an organization in which members have diverse expertise and affiliation. The process used to develop the RCE was democratic, inclusive and transparent. Each member and member group contributes existing knowledge, with the common goal of advancing research on ESD as part of a regional and global network. The RCE was established in just over one year, a testament to the efficiency of the process. The web site provides a flexible host for the RCE virtual structure, facilitating communication within and between groups, documentation, announcements/postings, and the creation of searchable research databases with local and global public access. Flexibility of the governance model and partnerships with higher education institutions ensures long‐term sustainability. The use of non‐traditional educational modes (non‐formal and informal) has accelerated ESD awareness in the region, and their combination with formal education leads to programs that span different sectors.

This paper outlines the process developed by the founding members of RCE Saskatchewan to mobilise people, organizations and resources during the de novo establishment of an organization dedicated to promoting ESD. The virtual home and governance model, taken together, describe a completely unique structure that ensures long‐term sustainability for RCE Saskatchewan. Combining educational modes has so far proven successful in promoting ESD.