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Covid-19, the disease caused by severe acute respiratory syndrome coronavirus 2 is recognised as one of the most challenging global events of the twenty-first Century. The detrimental impact of the pandemic resulted in high rates of infection, morbidity, and mortality, with health-care workers firmly positioned on the frontline of this unparalleled international crisis. An emerging literature detailing the impact of COVID-19 on health-care practitioners identifies high levels of depression, anxiety, and distress. Accordingly, there are calls for the implementation of effective interventions to tackle the impending spectre of psychological morbidities and staff burnout. While it is important to explore new approaches, it is also valuable to examine how existing strategies, such as reflective practice, can be repurposed to specifically address practitioner well-being. This requires a reimagining of reflective practice and a reimagining of the reflective practice contexts in which reflective activity occurs. This paper presents The Reflective Practice Integrative Framework, which illustrates how reflective practice can be used to address the complex aims of supporting effective patient care, while also facilitating practitioner well-being. The Reflective Organisational Learning Framework is also presented which can be used to develop effective reflective practice environments through single, double, and/or triple loop learning. [ABSTRACT FROM AUTHOR]

The authors call for papers for a 2023 special issue of the journal on topics like entrepreneurship, organizational processes, and the organizational conditions for work.

The article presents the discussion on Human Relations hosting a dialogue between entrepreneurship, work, and organization scholars. Topics include vast majority of studies of entrepreneurship, work and organization keeping a polite distance by emphasizing domain differences and treating them as externalities; and putting emphasis on the processes of organization-creation as collective work taking place in new ventures in existing organizations.

This paper examines the role of temporality in the negotiation of unplanned adaptive tasks that were part of the health system response to the Covid-19 pandemic in Colombia. While research has been carried out on the temporal aspects of emergency preparedness, we argue that there is an empirical gap concerning how health care organizations responded with temporal urgency to Covid-19. The dataset (118 interviews) from which a subset of interviews were analysed for this paper was collected during the first wave of the pandemic in Colombia in 2020. Interviewees included representatives of national and regional governments, public hospitals and private clinic managers, clinicians, including physicians and nurses, laboratory directors, and academics. Narratives of two tasks are presented: reconfiguring clinical laboratories to expand the testing capacity for Covid-19 and increasing intensive care unit capacity for patients hospitalized with Covid-19. Through thematic analysis of the navigation of these tasks, the concept of "temporal shifts", which signifies how organizations use time as a resource (analogous experiences, future projections) to negotiate unplanned service changes, is developed. This study highlights how powerful stakeholders deploy past and future projections to influence others´ perceptions in the negotiation of temporal shifts: a type of change that differs from the incremental and planned types described in previous organizational literature on temporality. This shift was initiated by rapid task delegation via organizational hierarchy, but accomplished through pressured, improvised actions at the operational level. The policy and practice implications we suggest relate to addressing social and organizational effects, including consequences for stakeholder engagement and staff wellbeing, generated by organizational leaders making decisions under "time stress". [ABSTRACT FROM AUTHOR]

In part 1 of this Perspective, I discussed general principles of scientific peer review in the biomedical sciences aimed at earlystage investigators (i.e., graduate students, postdoctoral fellows, and junior faculty). Here in part 2, I share my thoughts specifically on the topic of peer review of manuscripts. I begin by defining manuscript peer review and discussing the goals and importance of the concept. I then describe the organizational structure of the process, including the two distinct stages involved. Next, I emphasize several important considerations for manuscript reviewers, both general points and key considerations when evaluating specific types of papers, including original research manuscripts, reviews, methods articles, and opinion pieces. I then advance some practical suggestions for developing the written critique document, offer advice for making an overall recommendation to the editor (i.e., accept, revise, reject), and describe the unique issues involved when assessing a revised manuscript. Finally, I comment on how best to gain experience in the essential academic research skill of manuscript peer review. In part 3 of the series, I will discuss the topic of reviewing grant applications submitted to research funding agencies. [ABSTRACT FROM AUTHOR]

This paper connects two (seemingly) parallel discourses in the field of educational leadership: the discourse on adaptive leadership or 'adaptivity', which has been appropriated into the field of education, and social justice educational leadership. Without overlooking the real differences between them, the paper identifies four principles central to both discourses. Both leadership types are claimed to be disruptive, dilemmatic, collaborative, and contextual-emergent. A model for connecting the two discourses around these four shared principles is presented. Some key concerns regarding the likelihood of connecting the two discourses will be addressed, particularly by discussing the compatibility of 'effectiveness' to 'social justice'. The paper concludes with a discussion of 'communities of practice', as an example of an adaptive-social justice organizational structure that realizes the above four shared principles. [ABSTRACT FROM AUTHOR]

That collaboration has always been the foundation of human development as well as the coping strategy of some animal species is a view widely shared by scholars. In fact, no individual, organization or nation can produce everything it needs without collaboration. Therefore, nations and organizations use the concept of the triple helix as a collaborative tool to find solutions for commercial and social challenges. However, the main challenge of the model when applied has always been how to ensure its sustainability and its outcomes. Central to this challenge is the rationalist paradigm adopted in its conception and implementation, especially in an African context where communal and collectivist values are features of the society. Therefore, this paper advances a different model of collaboration. The African philosophy of Ubuntu is used as the framework for the conception and application of the triple helix. Our approach is grounded on the assumption that "culture" is one of the key determining success factors in sustainable collaboration. The approach requires a change in mindset and organizational structure and culture. Our practical approach to addressing the needed change is supported by renowned scholars in management. [ABSTRACT FROM AUTHOR]

Copyright of Tourism Tribune / Lvyou Xuekan is the property of Tourism Institute of Beijing Union University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In times of political turnover, incoming governments frequently reorganize parts of the central bureaucracy. They not only do so by reshuffling ministerial portfolios, but also by altering the internal design of ministerial departments. This paper problematizes these departmental restructurings from an organizational design perspective, linking them to several unintended consequences or administrative errors. In particular, the theoretical argument notes how some departmental changes increase the likelihood that "errors of omission" will occur (i.e., failing to act on problematic information signals), while other changes lead to "errors of commission" (i.e., acting on the wrong information signals). Theoretically, this paper thus illustrates the importance of changing the formal design for bureaucratic information processing and administrative decision-making. Practically, it demonstrates the implications of too carelessly pressing the buttons of structural design within public organizations. [ABSTRACT FROM AUTHOR]

This paper first theoretically analyzes the impact mechanism of digital finance on industrial structure upgrading, and then empirically analyzes the relationship between digital finance and industrial structure upgrading. The results show that the development of digital finance can promote the upgrading of industrial structure. Further analysis shows that the proper allocation of government attention is also key to achieving digital finance development and industrial structure upgrading. The above conclusions provide policy implications between the development of digital finance and the upgrading of industrial structure in China. [ABSTRACT FROM AUTHOR]

Test-driven development (TDD) is an agile practice of writing test code before production code, following three stages: red, green, and refactor. In the red stage, the test code is written; in the green stage, the minimum code necessary to make the test pass is implemented, and in the refactor stage, improvements are made to the code. This practice is widespread across the industry, and various studies have been conducted to understand its benefits and impacts on the software development process. Despite its popularity, TDD studies often focus on the technical aspects of the practice, such as the external/internal quality of the code, productivity, test smells, and code comprehension, rather than the context in which it is practiced. In this paper, we present a systematic literature review using Scopus, Web of Science, and Google Scholar that focuses on the TDD practice and the influences that lead to the introduction of test smells/anti-patterns in the test code. The findings suggest that organizational structure influences the testing strategy. Additionally, there is a tendency to use test smells and TDD anti-patterns interchangeably, and test smells negatively impact code comprehension. Furthermore, TDD styles and the relationship between TDD practice and the generation of test smells are frequently overlooked in the literature. [ABSTRACT FROM AUTHOR]

Despite the claim in Miroslav Imbrišević's paper about differences between the positions of Jon Pike and myself, there are also significant overlaps. I endorsed the WR consultative process that Jon was part of, agreed that Jon had produced a compelling argument, and agreed with the lexical framework of the argument. Miroslav's major contentions with my argument appears to be that it dresses up patriarchal outcomes in feminist clothes, and that it ignores the voices of women [athletes] in coming to its conclusions. In this paper, I address the charges by suggesting that both emanate from Miroslav's attempts to see gender critical feminism as the gauge against which all positions need to be judged. My position is that this school of feminism will lead to largely conservative outcomes in the discursive and organizational hierarchies in sport, so that any individual benefits that accrue to female athletes will be less substantial than the loss of transformational potential in women's sport. [ABSTRACT FROM AUTHOR]

In this paper, we contribute to research on enterprise artificial intelligence (AI), specifically to organizations improving the customer experiences and their internal processes through using the type of AI called machine learning (ML). Many organizations are struggling to get enough value from their AI efforts, and part of this is related to the area of explainability. The need for explainability is especially high in what is called black-box ML models, where decisions are made without anyone understanding how an AI reached a particular decision. This opaqueness creates a user need for explanations. Therefore, researchers and designers create different versions of so-called eXplainable AI (XAI). However, the demands for XAI can reduce the accuracy of the predictions the AI makes, which can reduce the perceived usefulness of the AI solution, which, in turn, reduces the interest in designing the organizational task structure to benefit from the AI solution. Therefore, it is important to ensure that the need for XAI is as low as possible. In this paper, we demonstrate how to achieve this by optimizing the task structure according to sociotechnical systems design principles. Our theoretical contribution is to the underexplored field of the intersection of AI design and organizational design. We find that explainability goals can be divided into two groups, pattern goals and experience goals, and that this division is helpful when defining the design process and the task structure that the AI solution will be used in. Our practical contribution is for AI designers who include organizational designers in their teams, and for organizational designers who answer that challenge. [ABSTRACT FROM AUTHOR]

Purpose: The paper starts from an observation of a discrepancy between the ambitions for sustainable change in the agro-industry and the actual changes being implemented. We offer one possible explanation by investigating the organizational structures conditioning change in this industry. Design/methodology/approach: We apply a case study methodology, focusing on the Danish pig industry and its organizational conditions for change. Based on interviews and document analysis, and building on systems theory, we develop the concept of change structures, understood as decision premises that guide the change of further decision premises. Findings: The analysis suggests that the pig industry's change structures predominantly enable changes that cut costs and optimize the production, which may conflict with and possibly foreclose the changes needed to realize the industry's sustainable ambitions. This conflict and its implications are not acknowledged by the industry. Practical implications: The analysis indicates that the industry may be locked in its current form of organizational change. We suggest a way to overcome the lock-in by fostering organizational mechanisms that enable alternative interpretations to emerge internally. Without this, achieving the required sustainable change in the industry may hinge on stronger external regulation and support. Originality/value: Conceptually, the notion of change structures supplements actor-oriented analytical approaches that focus on change agents and sense-making. Empirically, we contribute with an analysis of the conditions of possibility for sustainable change in an important yet understudied industry in organization studies; namely, the conventional agro-industry. [ABSTRACT FROM AUTHOR]

Copyright of Corporate Governance & Research & Development Studies is the property of FrancoAngeli srl and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The paper is based on the activities of the Maritime Search and Rescue Service units in Poland. The information and data contained in the article were obtained through an interview with the rescuers of the Maritime Rescue Coordination Centre in Gdynia. The analysis aims to illustrate the impact of the activities of SAR units in the structures of maritime transport security systems in the Polish SAR zone of responsibility. In addition, the organizational structures and equipment of the rescue units were neatly described. The results of the analysed accidents at sea in terms of presenting similar events in the future are also included in this paper. [ABSTRACT FROM AUTHOR]

This paper proposes the strategic integration of positive psychology research and interventions into the work of organizational ombuds. The purpose of that integration is to advance the wellbeing of ombuds, our visitors and organizations, and our field. The paper will review the what, why, and how of positive psychology, emphasizing that when to integrate positive psychology into ombuds work is now. [ABSTRACT FROM AUTHOR]

Gender can be seen not only as a binary category but also as a performance or doing that is shaped by, and shapes organizational processes and structures that are deeply embedded in (sport) organizations in multiple and complex ways. The purpose of this paper is to explore strategies for addressing the undoing of gender in sport organizations with the use of an overarching or meta-approach. Strategies that aim to undo gender require a recognition of the complexity of regimes of inequality and the need to use incremental steps in the form of small wins while acknowledging change is not linear. The complexity and multiplicity of the gendering of sport organizations should, therefore, be considered a wicked problem. The naming of heterotopias can provide directions or goals for small wins and for addressing the wicked problem of the doing of gender in sport organizations. [ABSTRACT FROM AUTHOR]

This article provides an overview of the papers accepted in the Special Interest Forum of Journal of Management Accounting Research focused on sustainability. The discussion outlines topics and contributions from the selected papers and positions them in relation to prior research and ongoing discussions in the field. Drawing on the "three-legged stool" model that captures the relationships between performance measurement system, incentives, and organizational structure/corporate governance, we suggest potential research avenues on sustainability in management accounting and related fields. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to quantitatively consolidate the research conducted over the past four decades on how internal branding activities drive employee commitment. It summarizes several operationalizations of internal branding and tests the moderating effect of employee's personal characteristics and job characteristics on the relationship between internal branding and employee commitment. Design/methodology/approach: This paper uses meta-analysis as the research methodology. The analysis includes a sample of 65 studies (from 62 published works), yielding 226 effect sizes (coded into 82 composite effect sizes) over an aggregated sample of 21,706 respondents. Findings: This study finds that brand communication, brand-centered human resource management (HRM), training and development, organizational support and culture, brand-centered leadership and an excellent reward system are the key operationalizations of internal branding. Furthermore, employee's personal (education, age and gender) and job (tenure, work status and level of customer orientation) characteristics significantly moderate the internal branding–employee commitment relationship. Research limitations/implications: Limited empirical literature on some of the internal branding operationalizations such as brand-centered HRM and rewards has curbed the scope of moderator analysis. Practical implications: This paper proposes some effective ways of implementing internal branding strategies and provides support for boundary conditions that brand managers should consider to strengthen the impact of internal branding activities on employee commitment. Originality/value: As per the authors' knowledge, this paper is among the few quantitative consolidations of four decades of research on the internal branding–employee commitment relationship. [ABSTRACT FROM AUTHOR]

Becoming reliable and safe appears straightforward: identify effective traits from high-reliability organizations (HROs) in hazardous environments and adopt them in other contexts. However, adopting HRO principles in less hazardous environments has been limited and often misunderstood. Decades of research and attempts to incorporate HRO practices have not consistently achieved their intended outcomes. This paper, drawing on the extensive experience of its authors, explores the counterintuitive nature of HROs, mainly focusing on the concept of organizational infrastructure. Typically seen as physical structures, organizational infrastructure can be better understood as relational and context dependent. Infrastructure in HROs supports agency and individual action, fostering an environment where reliability and safety are continuously enhanced through practical engagement and adaptability. Key elements making HRO infrastructure counterintuitive include relational hierarchies, standards, adherence to objective frameworks, information flow, enactment, and improvisation. Effective HRO infrastructure is not merely about rigid hierarchies and objective standards but involves adaptive, subjective frameworks that facilitate continuous learning and responsive actions. This infrastructure enables organizations to operate reliably in dynamic and uncertain environments by emphasizing vigilance, communication, and the ability to interpret and respond to emerging threats. The paper elaborates on how these elements contribute to the unique operational dynamics of HROs and the challenges of translating these principles to other organizational contexts. [ABSTRACT FROM AUTHOR]

Copyright of Scientific Journal of the Military University of Land Forces is the property of Gen. Tadeusz Kosciuszko Military Academy of Land Forces and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Grain is extremely vulnerable to external loads during production and processing, resulting in the deterioration of grain quality. Deteriorated grain not only affects the economic value of grain but also affects the safety of storage. This has a very important relationship with the biomechanical properties of grains. It is of great significance to explore the mechanical properties of grain under different conditions and analyze the relationship between its physical and chemical properties and mechanical properties for improving its processing and eating quality. In this paper, the research methods of the mechanical properties of grains are reviewed. Various factors influencing the mechanical properties of cereals were analyzed. The relationship between the internal organizational structure of grain and its mechanical properties was discussed. This paper puts forward the shortcomings in the current research on the mechanical properties of grains and puts forward the prospect and analysis of its importance in future development in order to provide a reference for reducing crushing in the grain processing process. [ABSTRACT FROM AUTHOR]

This paper aims to determine the legal position of laws that use the omnibus method in the system of laws and regulations in Indonesia. The focus of the research focused on the legal position of laws using the omnibus method in terms of the provisions of Article 97A of the Law on the Establishment of Laws and Regulations. Using the normative juridical method through literature study, this paper concludes that with the characteristics of laws that use the omnibus method based on the regulations in Article 97A of the Law on the Establishment of Laws and Regulations, these provisions result in inconsistencies in norms with the provisions of the hierarchy of laws and regulations regulated by Article 7 paragraph (1) and paragraph (2), provision number 223 Annex II Law on the Establishment of Laws and Regulations, as well as deviating the principle of legal preverence, namely the principle of lex posterior derogate legi priori. The vagueness and inconsistency in the formulation of Article 97A norms results in legal uncertainty, thus contradicting the guarantee of legal certainty as mandated by Article 28D paragraph (1) of the NRI Constitution of 1945. [ABSTRACT FROM AUTHOR]

Paper aims: This study identified the main aspects related to deservitization in manufacturing firms, a process involving the dilution of services after their integration into companies' business models. Originality: The deservitization process has been identified as a movement among manufacturing companies, but so far, there is limited understanding of its characteristics. The paper contributes to the existing literature by identifying the main aspects related to the dilution of once-added services by manufacturing firms. Research method: A literature review was conducted. A content analysis of the selected papers (89 publications) was carried out to identify the main challenges discussed in the servitization literature as issues leading to deservitization. Main findings: The explanations for manufacturing firms failing in the transition to servitization and consequently taking the deservitization path discussed in the literature are related to changes in the organizational structure, new capabilities, modification of the business model and strategy, and difficulties in the interaction between supplier and customer. Implications for theory and practice: Deservitization is a complex phenomenon, and little is known about it, especially when compared to the existing body of knowledge on servitization. The paper thus extends the knowledge on the conditions leading to deservitization in manufacturing firms. [ABSTRACT FROM AUTHOR]

"Mega-threats"--negative, identity-relevant societal events that receive significant media attention--are frequent occurrences in society, yet the influence of these events on employees remains unclear. We draw on the theory of racialized organizations to explain the process whereby exposure to mega-threats leads to heightened avoidant work behaviors for racialminority employees. We theorize and find--across two studies centered upon various mega-threats, including a mass shooting targeting Asian Americans and police killings of Black civilians--that event observers who share identities with mega-threat victims become vicarious victims, which triggers an experience of "embodied threat," an appraisal of the increased likelihood of personally encountering identity-based harm. The experience of embodied threat coupled with the racialized nature of organizational structures, which limits the agency of racial minorities, then compels employees to engage in threat suppression. Furthermore, we find that threat suppression consumes psychological resources, leading to heightened avoidant work behaviors, or higher work withdrawal and lower social engagement, but, when the psychological safety of identity-based discussions is high, it attenuates this effect. Altogether, our paper advances research on mega-threats and race in organizations, and yields practical insights that can assist managers in reducing the detrimental effects of mega-threats on employees. [ABSTRACT FROM AUTHOR]

Purpose: Post-stroke patients constitute a large group suffering from disabilities that require rehabilitation long after discharge. Quality indicators (QIs) that specify the minimum expected standard of quality in outpatient rehabilitation could contribute to the valuation of the effectiveness of rehabilitation on decision-makers, health professionals, patients, and relatives. This review aims to identify QIs focusing on physiotherapists' outpatient rehabilitation of stroke patients. Materials and methods: The databases Cinahl, Cochrane, Embase, PubMed, and Scopus were searched for publications, and the grey literature was also searched. Through a pragmatic appraisal and assessment with the modified AGREE II-QI instrument, relevant QIs were selected. Results: A total of 1129 papers were retrieved, and five papers presenting 91 QIs were included. Thirty-six QIs were considered relevant to physiotherapy in outpatient rehabilitation. The QIs cover structure, process, and outcome and concern basic mobility, spasticity, organisation and content of the training, patient-reported outcome measures, education of patients and relatives, and follow-up and goal setting. Conclusions: The study appraised 36 QIs relevant for outpatient rehabilitation of stroke survivors conducted by physiotherapists. A Delphi panel is required to develop the final set of QIs for physiotherapists and, subsequently, the development of a core set of multidisciplinary QIs. [ABSTRACT FROM AUTHOR]

Objective: Hospital chief executive officers (CEOs) in Australia encounter various challenges such as financial constraints, changing regulations, and the necessity to uphold patient care standards. These challenges can contribute to rates of CEO turnover, which can disrupt healthcare organisations and affect the quality of services provided. This research aims to pinpoint the factors influencing hospital CEO turnover and explore effective strategies for retaining these vital leaders Methods: A survey was carried out among hospital CEOs throughout Australia. The survey, distributed through email and online platforms, gathered information on reasons behind turnover and methods for retaining CEOs. Data from 51 CEOs were analysed using statistical regression techniques and thematic analysis. Results: The findings from the survey indicated that 82.35% of CEOs identified stress and work-related pressure as the causes of turnover. Other significant factors included managing under-resourced organisations (68.62%), lack of support from the board (66.66%), and facing internal/external criticisms (58.82%). On average, respondents reported 5.16 reasons for leaving their positions with no significant differences found based on sociodemographic characteristics. It was pointed out that key ways to retain CEOs include building respect and trust between CEOs and board chairs, meeting the training and development needs of CEOs, and defining roles within the organisation. The importance of succession planning was also emphasised, with 94.12% of respondents acknowledging its significance for maintaining stability. Conclusion: The study underscores the multifaceted nature of CEO turnover in Australian hospitals influenced by organisational dynamics, performance factors, and personal elements. Effective retention strategies necessitate a culture within the organisation, defined roles, sufficient resources, and robust succession planning. Addressing these aspects can bolster leadership continuity and enhance the performance of healthcare organisations. What is known about the topic? High turnover rates among hospital chief executive officers (CEOs) negatively impact organisational stability and healthcare quality, causing disruptions in strategic decision-making, decreased employee morale, and potential declines in patient care standards. What does this paper add? This study identifies stress, lack of board support, and resource constraints as key factors driving CEO turnover in Australian hospitals. It also offers effective retention strategies, including fostering mutual respect between CEOs and boards, fulfilling training needs, and ensuring clear role definitions. What are the implications for practitioners? Implementing supportive organisational cultures, clear role definitions, and robust succession planning can enhance CEO retention. These measures will improve stability, strategic planning, and healthcare management, ultimately benefiting staff and patient care. [ABSTRACT FROM AUTHOR]

Background: Health system responsiveness to public priorities and needs is a broad, multi-faceted and complex health system goal thought to be important in promoting inclusivity and reducing system inequity in participation. Power dynamics underlie the complexity of responsiveness but are rarely considered. This paper presents an analysis of various manifestations of power within the responsiveness practices of Health Facility Committees (HFCs) and Sub-county Health Management Teams (SCHMTs) operating at the subnational level in Kenya. Kenyan policy documents identify responsiveness as an important policy goal. Methods: Our analysis draws on qualitative data (35 interviews with health managers and local politicians, four focus group discussions with HFC members, observations of SCHMT meetings, and document review) from a study conducted at the Kenyan Coast. We applied a combination of two power frameworks to interpret our findings: Gaventa's power cube and Long's actor interface analysis. Results: We observed a weakly responsive health system in which system-wide and equity in responsiveness were frequently undermined by varied forms and practices of power. The public were commonly dominated in their interactions with other health system actors: invisible and hidden power interacted to limit their sharing of feedback; while the visible power of organisational hierarchy constrained HFCs' and SCHMTs' capacity both to support public feedback mechanisms and to respond to concerns raised. These power practices were underpinned by positional power relationships, personal characteristics, and world views. Nonetheless, HFCs, SCHMTs and the public creatively exercised some power to influence responsiveness, for example through collaborations with political actors. However, most resulting responses were unsustainable, and sometimes undermined equity as politicians sought unfair advantage for their constituents. Conclusion: Our findings illuminate the structures and mechanisms that contribute to weak health system responsiveness even in contexts where it is prioritised in policy documents. Supporting inclusion and participation of the public in feedback mechanisms can strengthen receipt of public feedback; however, measures to enhance public agency to participate are also needed. In addition, an organisational environment and culture that empowers health managers to respond to public inputs is required. [ABSTRACT FROM AUTHOR]

The main aim of the following paper is to unpack the construction processes behind global architecture that have remained conceptually under-theorized and empirically unexplored. This is achieved by shifting the focus away from the brand-name global architects to the invisible, less prominent project architects employed in their celebrity offices. Based on the analysis of qualitative interviews, the paper conceptualizes project architects as key intermediaries and systematizes their embodied practices of intermediation enacted between design and execution. Project architects are revealed as key actors who negotiate between design ideas and the local contingencies, bridging between different sites of materialization. By introducing the conceptual lens of practices of intermediation, the paper explores how architecture takes its physical form, elucidating the micro-geographies behind construction processes. The construction of global architecture is hereby conceptualized as a 'building event', as a situated 'performance', during which professionals can transgress cognitive boundaries between design knowledge and execution expertise, and formal boundaries, defined by contracts, regulatory framework, and organizational hierarchies. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to address an important question of what makes companies succeed or not in their attempt to empower employees. As this study answers this question, the arguments suggest that coordination is essential to creation of employee empowerment climate in organizations. Design/methodology/approach: This is conceptual paper rooted in extensive research on both – empowerment (culture, climate and organizational structure) and coordination (formal and informal). Findings: To help managers to be effective in their roles, this study presents four insights to creating empowerment climate. The arguments conclude that coordination provides a vessel for successful realization of empowerment. Specifically, only informal coordination (vs formal) will fully realize empowerment's benefits. Given that the topic of empowerment is highly germane to managers in today's context of the increasing number of employees working remotely, this work presents an important and actionable advance for managers. Originality/value: This study represents original research that has not been published and is not currently under review at any other journal. [ABSTRACT FROM AUTHOR]

Through an integrative literature review and theory adaption approach, this research aims to shed light on the efficacy of research partnerships and their implications for academic scholarship and knowledge production. Adapting the concept of creative duos to research activities presents a promising avenue for interdisciplinary collaboration and enhanced productivity. This review explores the application of research partnerships, akin to creative duos, in academic contexts. Research duos involve pairs of scholars who collaborate closely to investigate specific topics, address complex problems, or advance knowledge within their respective fields. This paper delineates the characteristics and potential benefits of research duos, drawing parallels to creative partnerships in various artistic domains. Additionally, it examines the advantages and disadvantages of researching in duos, roles within partnerships, the possible role of artificial intelligence as a partner within a duo, and factors contributing to successful research collaborations and identifies best practices for forming and sustaining effective research duos. By recognizing duos as the fundamental unit of collaborative research, we can understand how their inherent strengths contribute to the effectiveness of larger groups, supporting efficient communication, strong interpersonal bonds, and clear organizational structures. [ABSTRACT FROM AUTHOR]