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Existing research has established that women drop out of engineering careers in part because of a dissatisfaction with their career development, but women's understanding of career development in engineering has been as yet largely unexplored. This paper aims to explore female engineers' experiences of navigating their careers and their perceptions of barriers to career development, through the lens of the intelligent career framework (ICF).

The in-depth interviews of this study were conducted with female engineers in the UK and analysed using template analysis.

The authors identified three structural barriers that participants felt hinder women's career development in engineering: (1) promotions are more likely to be given to people who are widely known – more often men; (2) promotions are more likely to be given to people on whom high status is conferred in this context – more often men and (3) promotions are more likely to be given to people who conform to the ideal worker ideology – more often men. The women also offered a series of counter-narratives in which they reframed the behaviour they witnessed as something other than sexism.

The findings highlight the significant and systemic bias against women's career development through gender stereotypes in workplaces and an implicitly gendered organisation that hinders the development of the three competencies needed for career advancement. The authors describe a range of counter-narratives that the participants use to help them to make sense of their experiences. Finally, the authors illustrate the application of the intelligent career framework (ICF) as a lens to view the career development culture of an organisation.

In this chapter, the authors investigate the experiences of air passengers in the airside setting of commercial airports. Whilst the concept of liminality has found increased interest in tourism studies, only few studies have contextualized the airside experience as a liminal one. We investigate the role of food and beverage (F&B) consumption in this context as well as factors influencing F&B outlet patronage intentions. Using a European non-hub commercial airport as practical unit, we applied a mixed methods single case-study methodology to investigate F&B outlet choice in the airside setting. It becomes evident that perceptions of liminality play an important role in this context. Findings support the claim that the airport environment constitutes a special context, an encapsuled or protected space; not only for passengers, but also for employees alike. Whilst airports have a certain uniformity to regular travelers, infrequent travelers perceive air travel as an extraordinary activity, often paired with a certain uncertainty about related procedures. Evidence suggests that passengers’ emotional states play a key role in consumption decisions. Depending on travel purpose and direction, passengers showed differing consumption behaviors.

Understanding the airport airside area as a liminoid space and using the concept of boundary work for the transition between home and work realms (and back again) thus serves as a suitable frame of reference to help understand the phenomena that were observed and analyzed in this study. F&B consumption can then be understood to support the mental transition between home and work realms. Our findings thus allow linking the passenger clusters’ different consumption behavior to prevailing emotional states in their transgressions between work and home realm in the liminoid airside context.

The purpose of this paper is to establish staff and patient opinions on the acceptability, feasibility, and utility of using the Clinical Outcomes in Routine Evaluations – Outcome Measure (CORE‐OM) in secure hospitals.

Patients and nurses (male patients and their key workers) from high, medium and low secure hospitals participated in semi‐structured interviews after completing CORE‐OM or CORE‐OM (SV).

Template themes were acceptability, feasibility, relevance, suitability, changes to treatment, and understanding. Findings suggest that the CORE‐OM is acceptable and potentially useful in secure settings.

This paper suggests that the CORE‐OM is acceptable to patients and staff in secure settings and appears to be a feasible measure for such settings. Further research and accumulation of a referential database of item scores is needed for PROMS, including the CORE‐OM, to be fully useful in secure settings.

This paper will be of use to clinicians working with forensic mental health settings. It is one of only two papers which investigate the use of the CORE‐OM in forensic settings.

The study aims to analyzes how companies present their actions to give the impression that they are sustainable actors. It identifies the organizational impression management tactics that companies use in sustainability reporting.

A qualitative template analysis of two sustainability reports was conducted to inductively identify the organizational impression management tactics that companies use in sustainability reporting.

The study identified eight organizational impression management tactics used in sustainability reporting, four of which relate to how companies present their actions while the remaining four are characteristic of the writing styles that companies use.

The study is exploratory in nature and does not claim to identify all existing impression management tactics. Therefore, future research is needed to confirm the results and identify possible additional tactics.

Companies can use impression management tactics that more strongly aim to shape the impressions that stakeholders hold or tactics that more neutrally inform stakeholders of their actions. Companies need to make a choice between the two, considering that stakeholders’ expectations of sustainability reporting would be useful.

The study shows the different ways that companies use impression management in sustainability reporting, thus lending insight into a perspective on sustainability reporting that has rarely been explored in previous research.

Digital Service innovation (DSI) plays a fundamental role in the successful transition from product manufacturer or traditional service provider to a provider of digitally-enabled service solutions. Multiple impediments make managing this transformation using digital technologies difficult for firms, their customers and wider ecosystems. Extant knowledge of these digital technology impediments requires synthesizing and mapping.

A systematic literature review (SLR) was conducted. DSI tools and terminology are synthesized via thematic analysis. Subsequently, impediments to DSI for servitization (covering barriers, challenges and tensions) faced by actors across three key innovation phases: strategic planning, design planning and implementation, and four interaction levels (Micro, Meso, Macro-environment, Macro-ecosystem) are mapped via template analysis.

Six impediment categories (external environmental factors, internal firm factors, capabilities, business models and processes, value creation and interaction) encompassing 28 unique impediment types to DSI during servitization are identified. A framework enabling impediment comparison across innovation phases and ecosystem/network interaction levels, revealing that the majority of barriers can be framed as “challenges” was developed.

Whilst literature is emerging relating to digital servitization, there is a lack of research on the role DSI plays in facilitating digital servitization and no comprehensive study of DSI impediments exists. Additionally, consensus around the cross-disciplinary terminologies used is lacking. This study is a structured attempt to map the domain, summarizing the terms, identifying and clarifying impediment categories and providing recommendations for researchers and managers in tackling the latter.

This study aims to explore the implementation of artificial intelligence (AI) in archival practice by presenting the thoughts and opinions of working archival practitioners. It contributes to the extant literature with a fresh perspective, expanding the discussion on AI adoption by investigating how it influences the perceptions of digital archival expertise.

In this study a two-phase data collection consisting of four online focus groups was held to gather the opinions of international archives and digital preservation professionals (n = 16), that participated on a volunteer basis. The qualitative analysis of the transcripts was performed using template analysis, a style of thematic analysis.

Four main themes were identified: fitting AI into day to day practice; the responsible use of (AI) technology; managing expectations (about AI adoption) and bias associated with the use of AI. The analysis suggests that AI adoption combined with hindsight about digitisation as a disruptive technology might provide archival practitioners with a framework for re-defining, advocating and outlining digital archival expertise.

The volunteer basis of this study meant that the sample was not representative or generalisable.

Although the results of this research are not generalisable, they shed light on the challenges prospected by the implementation of AI in the archives and for the digital curation professionals dealing with this change. The evolution of the characterisation of digital archival expertise is a topic reserved for future research.

The paper seeks to develop a list of operational knowledge assets as antecedents to a validated common taxonomy of intangible strategic value drivers.

Qualitative data from focus groups was collected to validate a theory‐based list. The list contains the value generation activities (i.e. performance focus areas) and their respective critical success factors emerging from the interaction of eight validated intangible value drivers. Two primary questions were addressed at the focus groups: What performance focus areas does the organization need to focus on?; and What knowledge do employees need to leverage within each focus area? Data were analyzed using template analysis. Structural equation modeling using PLS was performed to develop a theory about the impact of the list of operational knowledge assets on intellectual capital and business performance measures.

A validated list of knowledge assets called the list of operational knowledge assets (LOKA) was developed comprising 31 categories (i.e. critical success factors) grouped into seven value generating activities (i.e. performance focus areas). The thematic dimensions of each category surface internal views of a business that define the strategic and operational value drivers that are aligned with organizational performance.

The list is not an exhaustive one but rather a template that can be adapted based on the industry investigated. The scope of the study was focused on the high‐tech federal contractors in the USA. Therefore the results and related models of this study are generic in nature. Future research could focus applying the study on different environments (i.e. organizational, cultural, type of knowledge workers) and compare results.

The paper could improve managers' understanding of the human capital drivers on performance and thus facilitate better resource allocation on human capital management practices, technology investments, process improvements and business intelligence functions.

The list of operational knowledge assets presents a first attempt in addressing the lack of understanding of the knowledge assets that managers need to leverage at the lowest level of operational granularity.

The purpose of this study is to investigate whether self-awareness, which is associated with general well-being and positive life outcomes, is also of specific benefit in the workplace. The authors tested the relationship between self-awareness and job-related well-being, and evaluated two different interventions designed to improve dispositional self-awareness at work.

Full-time employees took part in these training interventions and completed questionnaires using a switching-replications design. Questionnaires measured dispositional self-attentiveness (reflection and rumination) and job well-being (satisfaction, enthusiasm and contentment) at three time points over a period of six weeks. Statistical analyses were complemented with qualitative analysis of reported impacts.

Self-awareness was positively associated with job-related well-being and was improved by training. Employees reported gaining a greater appreciation of diversity, improved communication with colleagues and increased confidence.

Sample size limited the extent to which the relatively weak relationships between the concepts could be identified.

Self-awareness is demonstrated to be of value at work, associated with higher well-being and improvements in several positive occupational outcomes. The self-awareness training is more likely to result in active work-based improvements than in reflective changes.

Dispositional self-awareness is shown to be subject to change through training. The study demonstrates the value of self-awareness at work and identifies a range of related work outcomes.

The purpose of this paper is to challenge existing models of career ambition, extending understanding of how women define and experience ambition at early career stages in a professional services organisation.

Semi-structured interviews were conducted with 20 women from a professional services organisation, who were aged 24-33 and had not yet reached managerial positions. The interviews were recorded, transcribed and template analysis was conducted.

The analysis revealed four main themes in the women’s experiences: subjective, dynamic ambition; frustrated lack of sight; self-efficacy enables ambition; and a need for resilience vs a need to adapt. The findings support that women do identify as ambitious, but they vary in the extent to which they view ambition as intrinsic and stable, or affected by external, contextual factors, such as identity-fit, barriers, support and work-life conflict.

These results demonstrated insufficiency of current models of ambition and a new model was proposed. The model explains how women’s workplace experiences affect their ambition and therefore how organisations and individuals can better support women to maintain and fulfil their ambitions.

This study extends and contributes to the redefinition of women’s career ambition, proposing a model incorporating women’s affective responses to both internal (psychological) and external (organisational) factors. It provides further evidence against previous individual-level claims that women “opt-out” of their careers due to an inherent lack of ambition, focussing on the interplay of contextual-level explanations.

Comprehensive primary health care (PHC) models are seldom implemented in high income countries, in part due to their contested legitimacy in neoliberal policy environments. This article explores how merging affected the perceived legitimacy of independent community health organisations in Victoria, Australia, in providing comprehensive PHC services.

A longitudinal follow-up study (2–3 years post-merger) of two amalgamations among independent community health organisations from the state of Victoria, Australia, was conducted. This article explores the perceived effects of merging on (1) the pragmatic, normative and cognitive legitimacy of studied organisations and (2) the collective legitimacy of these organisations in Victoria's health care system. Data were collected through 19 semi-structured interviews with key informants and subjected to template and thematic analyses.

Merging enabled individual organisations to gain greater overall legitimacy as regional providers of comprehensive PHC services and thus retain some capacity to operationalise a social model of health. Normative legitimacy was most enhanced by merging, through acquisition of a large organisational size and adoption of business practices favoured by neoliberal norms. However, mergers may have destabilised the already contested cognitive legitimacy of community health services as a group of organisations and as a comprehensible state-wide platform of service delivery.

Over-reliance on individual organisational behaviour to maintain the legitimacy of comprehensive PHC as a model of organising health and social care could lead to inequities in access to such models across communities.

This study shows that organisations can manage their perceived legitimacy in order to ensure the survival of their preferred model of service delivery.