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Small- and medium-sized enterprises (SMEs) are a central backbone of (most) national economies. Research shows, that due to their smaller size, SMEs not only have comparatively less formalized, less complex, and less specialized organizational structures, but a somewhat different social character as well. It is in particular the interplay of these structural and cultural peculiarities of SMEs that is difficult to impart perceptibly in regular university courses on Small Business Management.

From a managerial science perspective, the structural as well as social characteristics of small non-profit organizations are quite similar to the above-mentioned features of SMEs. Both types of organizations usually function in a less bureaucratic and more personal way, while also being a bit more chaotic sometimes. In addition, both are often facing the challenges of severe resource scarcity as well as a lack of management competencies.

In view of these fundamental similarities between SMEs and small non-profit organizations, the practical seminar Service Learning Project was designed to provide management students at Europa-Universität Flensburg with the opportunity of experiencing typical small business work realities. Here, student teams support local non-profit organizations in meeting typical management challenges ranging from the conception and implementation of fundraising or image campaigns to internal consultancy projects. In this way, the seminar offers the possibility to deal with real-world practical management issues while concurrently strengthening students’ civic societal awareness, fostering empathy, and overcoming the oftentimes overly pronounced distance between science and life-world practice.

The field of service-learning (SL) remains obscure as it has been variously defined and often misunderstood by many. There is a confusion in the academic literature and in practice as to what exactly service-learning means, and this confusion has been exacerbated by the way it has been misunderstood and implemented in various institutions. The aim of this volume dedicated to international case studies on service learning is to gain deeper insight into the multifaceted nature of this subject and the perplexities associated with it. The authors of this volume have adopted a holistic approach and have captured various interventions and approaches to find out the most accurate path toward gaining a complete picture of how service-learning impacts students with its emphasis on problem-solving, experiential learning, and community engagement. The volume will shed light on how successfully service-learning has been adopted to the existing curriculum with the emergence of a new breed of students who are aligned with the needs of the community and undertakes collaborative work to solve real-world issues.

This paper presents a brief review of research evidence dealing with the individual's perceptions of inflation and incomes policy which was collected by means of national sample surveys and which may be of interest to social economists. The implications of the findings for discussions of inflation and incomes policies are also examined. The evidence has been fully documented elsewhere. The research explored some of the social/psychological factors involved in attitudes to inflation which might account for their apparently intractable nature. This territory in the no‐man's area between economics and psychology seemed to have been neglected because the study of inflation was looked upon as primarily the domain of economists while the study of attitudes, learning and thought processes was considered to be that of psychologists.

In class action antitrust litigation, the standards for acceptable economic analysis at class certification have continued to evolve. The most recent event in this evolution is the United States Supreme Court’s decision in Comcast Corp. v. Behrend, 133 S. Ct. 1435 (2013). The evolution of pre-Comcast law on this topic is presented, the Comcast decision is thoroughly assessed, as are the standards for developing reliable economic analysis. This article explains how economic evidence of both antitrust liability and damages ought to be developed in light of the teachings of Comcast, and how liability evidence can be used by economists to support a finding of common impact for certification purposes. In addition, the article addresses how statistical techniques such as averaging, price-dispersion analysis, and multiple regressions have and should be employed to establish common proof of damages.

A striking feature of Jaques' work is his “no nonsense” attitude to the “manager‐subordinate” relationship. His blunt account of the origins of this relationship seems at first sight to place him in the legalistic “principles of management” camp rather than in the ranks of the subtler “people centred” schools. We shall see before long how misleading such first impressions can be, for Jaques is not making simplistic assumptions about the human psyche. But he certainly sees no point in agonising over the mechanism of association which brings organisations and work‐groups into being when the facts of life are perfectly straightforward and there is no need to be squeamish about them.

The purpose of this paper is to examine organizational attractiveness as a mechanism through which adoption of green human resource management (GHRM) practices affects potential employees’ intent to pursue career in an organization. Specifically, an integrative moderated mediation model with employees’ personal environmental orientation as moderator of the above-stated relationship was proposed.

The sample comprised 172 final-year engineering students registered in a four-year undergraduate program in one of the top higher education institutes in India. SPSS 24 was used to test the moderated mediation model with the help of hierarchical regression procedures.

Results provided support for the moderated mediation model in which the indirect effect of GHRM on job pursuit intention through organizational attractiveness was moderated by environmental orientation of prospective applicants.

Results highlight the potential of GHRM in turning the organizations into talent magnets. This knowledge will motivate practitioners to effectively integrate GHRM with human resource policies, practices and employee initiatives for attracting quality applicants.

This research by presenting the positive outcomes of GHRM for the organizations contributes to scant academic literature on sustainable human resource management which is deficient with regard to knowledge around its consequences.

Every employee embodies manifestations of every demographic that attach to him or her different minority and majority statuses at the same time. As these statuses are often related to organizational hierarchies, employees frequently hold positions of dominance and subordination at the same time. Thus, a given individual’s coping strategies (or coping behavior) in terms of minority stress due to organizational processes of hierarchization, marginalization, and discrimination, are very often a simultaneous coping in terms of more than one demographic. Research on minority stress mostly focuses on single demographics representing only single facets of workforce diversity. By integrating the demographics of age, disability status, nationality, ethnicity, race, sexual orientation, and religion into one framework, the intersectional model proposed in this chapter broadens the perspective on minorities and related minority stress in the workplace. It is shown that coping with minority stress because of one demographic must always be interpreted in relation to the other demographics. The manifestation of one demographic can limit or broaden one’s coping resources for coping with minority stress because of another dimension. Thus, the manifestation of one demographic can determine the coping opportunities and coping behavior one applies to situations because of the minority status of another demographic. This coping behavior can include disclosure decisions about invisible demographics. Therefore, organizational interventions aiming to create a supportive workplace environment and equal opportunities for every employee (e.g., diversity management approaches) should include more demographics instead of focusing only on few.

This study aims to examine the role of market orientation as a relationship property. This property, labeled “alliance market orientation”, is at the inter‐firm level and is related to the new product development (NPD) activities of alliances. The main objectives of this article are: to define the alliance market orientation; to argue that it is a major factor in NPD alliance success; and to argue that the resource‐advantage (R‐A) theory of competition can provide a theoretical foundation for this concept and explain its contribution to alliances' NPD success.

The paper is conceptual in approach.

In their efforts to strengthen relationships, alliances may tend to focus so much time on the relationship factors that they miss market opportunities. As a spanning process, NPD should be informed by both external and internal activities. alliance market orientation assists alliances in guiding NPD activities from outside to inside and vice versa. As a dynamic and disequilibrium provoking process, the R‐A theory of competition can theoretically ground the concept of alliance market orientation and explain its role in NPD alliance success.

This study contributes to business marketing theory in three ways: it extends the concept of intra‐organizational market orientation to an inter‐organizational context; the alliance market orientation concept contributes to understanding the role of idiosyncratic resources in alliances; and the R‐A theory of competition can theoretically ground the concept of alliance market orientation and provide insights to develop it further.

This study is the first to extend the concept of market orientation into inter‐organizational NPD framework and to examine the role of alliance market orientation in NPD alliance success.