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Teenagers are typically described as impulsive and risk taking. Yet recent research shows that this observation does not hold in all contexts. Rather, adolescents show higher impulsivity and risk taking than children or adults in affective contexts. Motivational and affective processes are therefore of particular interest when trying to understand typical adolescent behavior. Additionally, pubertal hormones are hypothesized to play a special role in adolescents’ motivated decision making. However, evidence for the mechanisms underlying this relationship is sparse. In this chapter, we aim to integrate findings from human and animal studies in order to elucidate the specific impact of pubertal hormones on motivational processes in adolescence. Against this background, we critically discuss and reinterpret recent findings in psychology and neuroscience, speculate about underlying mechanisms, and suggest new approaches for future studies of adolescent behavior.

In this chapter, the authors review talent management in the research university sector, business schools in particular. The authors adopt an “exclusive” perspective on talent management, assuming that some scholars contribute disproportionately to organizational performance. The authors identify two particular groups of scholars likely to be the target of exclusive talent management practices in business schools: (i) faculty on a tenure track career path and (ii) “star” tenured faculty with exceptionally strong track records. Focusing on these current and potential future “stars,” the authors review and discuss talent management practices related to talent identification, recruitment and selection, performance management, talent development, benefits and rewards, and tenure, promotion, and retention. In the extant literature, these topics have been mostly examined in the general university environment and less so in the business school context. This is somewhat problematic given that business schools have their own special characteristics. Moreover, some of the reviewed topics – especially talent development – have received only marginal scholarly interest thus far. Based on this literature review, and by drawing on their own experience working in different roles in academia, the authors highlight some of the gaps in the current body of knowledge and propose an agenda for future research.

Organizations from the same industry or field often tend to become more similar over time, despite being different in terms of for example strategies, goals, or performance. However, recently scholars pointed out that organizational fields are dynamic entities with permeable boundaries, thus indicating that prior literature may have oversimplified the phenomenon. Indeed, in this paper we draw attention to an organizational field that centers on text, and revolves around shared (or debated) meaning stemming from that text. The guiding research question is, “To what extent do organizations converge or diverge from meaning embedded in interconnected text?” We investigate party manifestos and press releases of organizations from the field of politics, focusing on the topic of immigration. We extract meaning from these texts, using document scaling and similarity analysis. Our results show that while most parties become more similar in their framing of immigration, the anti-immigrant PVV actually radicalizes further and as a result takes an isolated position in the policy space. Thus, Dutch political organizations became similar (converge) as well as different (diverge) over time through interaction, in terms of their shared meaning systems. This paper substantiates findings of isomorphic tendencies of organizations within a shared organizational field. At the same time, we find that Dutch politics constitute an issue field, where parties compete about meanings and framings on controversial issues. Our analysis shows that meaning embedded in texts changes over time; this indicates that change mechanisms in organizational fields may be brought about through changes in meaning systems.

This article analyzes the decline of the Amsterdam squatters’ movement, examining not why the movement declined, but how. I argue decline is a critical moment for activists, one full of creative action. Decline is a defining moment through which the present, past, and future are interpreted. Narratives are key to understanding this process. As the movement emergence narrative declined, competing narratives of decline emerged. The widening chasm between the initial story and the movement's status compelled activists to choose between saving the movement or the narrative. I identify four critical moments during the movement's response to decline: they initially deny decline; after admitting decline, they debate tactics, followed by debating identities; and finally they demand decline as the only solution for the movement's problem. The movement moves through a process of increasing exclusion, working to resolve internal contradictions defined by the original narrative and identity.