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This article discusses best practices learned from a corporate partnership between Bayer, 4-H county programs in Missouri, New Jersey, and Pennsylvania; and National 4-H Council. This corporate partnership has blossomed into a multi-level engagement that is offering unique opportunities for both Bayer and 4-H programs at the local and state level. Authors share lessons learned that can be utilized for colleagues to leverage mutually beneficial corporate partnership to expand their work in the community.

Media coverage of recent high-profile sexual harassment scandals and subsequent #MeToo publicity confirms that sexual harassment continues to plague corporate cultures. Organizations have previously relied on professional training and policy creations to address workplace misconduct. These initiatives are primarily predicated on legal and compliance efforts to reduce misconduct and maintain more harassment free environments. Even with calls from regulatory agencies and media coverage, corporate cultures do not appear to have changed. This exploratory investigation suggests that organizations continue to rely on established methods of addressing sexual harassment and should utilize behavioral modeling to improve corporate cultures. Ideas forwarded within this paper will begin discussions regarding the use of behavioral modeling by leaders to solidify improved anti-harassment cultures.

Traditionally, threats to academic freedom are associated with repressive government actions, and sometimes also with compliant university managers. In democracies, academic freedom can be undermined in more subtle ways. Where public funding for university research and teaching has diminished, universities have increasingly pursued relationships with, and money from, the private sector. Private funding can come with expectations that have the potential to limit academic freedom. There is a body of literature that documents ways in which some pharmaceutical companies, in particular, have sought to exercise undue influence on research and publications by academics. So-called 'philanthropic' funding can also function as a Trojan Horse for corporate influence and the business or ideological objectives of donors. This paper examines the problem of corporate power on campus and considers possible remedies, including binding codes of conduct for universities' relations with external partners.

The need for self-directed learning for professional development drives an increase in the delivery of easy to use 'just-in-time' resources that respond to the often-dynamic workplace and work culture. This is especially important in the era of globalisation, when the number of employees, who are culturally diverse, increases each year. Most medium and large companies operate in an international environment, and this is due to the expansion of international enterprises with branches in various countries that requires cooperation with foreign clients, and the employment of foreign nationals in their companies. In order to guarantee the effectiveness of workings in companies, there is a need for continuous education in the aspect of the cultural diversity. This paper explores micro-learning, which focuses on delivering brevity through bite-sized learning units or short-term learning activities. Learning content in this case can take many forms, from text to interactive multimedia. These contents are often created on demand, which can sometimes be less contextualised and pedagogically informed. Based on a case study of the need for training on cultural risks in multi-cultural organisations, this paper focuses on the design of mini-games as playful learning resources for supporting an online learning platform that has been developed as a response to this training need. Fifteen mini-games have been developed to complement eight main topics related to cultural risks and to promote reflection, practice and the self-assessment of knowledge acquired through the platform. The main eight topics represent the risk areas identified that include cultural awareness, understanding different cultures, communication, learning styles, hierarchy, team-working, qualities in the working place, and stereotypes through a survey carried out with personnel (n=154) from multi-cultural organisations across five countries - Cyprus, Italy, Latvia, Poland, and the UK. The discussions include unpacking the mapping of pedagogical and gameful design considerations based on Arnab et al.'s (2015) Learning Mechanics-Game Mechanics Mapping (LMGM) model. The paper also discusses the findings from the testing of the online platform across 5 countries including 166 participants (two-step testing). The insights provided will be valuable to researchers, practitioners, designers, and developers of micro-learning resources.

This study explores the impacts of the Corporate Social Responsibility educational programme from the schools' perspectives towards their pupils and school. A qualitative approach was chosen from a case study of these programmes conducted in Malaysia. The method used for data collection was semi-structured interviews. Purposive sampling was adopted to collect data from headmasters/mistresses from 10 primary schools and was analysed using narrative analysis. Findings shows that these programmes have impacted pupils through educational exposure, a holistic approach, academic improvement, feeling motivated, encouraging creativity and assisting in pupils' future career development. One of the impacts that were related to the educational programmes was the teaching and learning knowledge that was gained by the teachers. Other than that, the educational programmes also eased the financial burden of the school as well as providing benefits to the surrounding community. Schools suggested that the programmes should be improved by creating better and more programme type content, being more academically focused, allocating more funding, being conducted over a longer period for sustainability, and conducting the programme more regularly. Corporate Social Responsibility educational programmes in future are suggested to be academic related which should include an English language programme, information technology, 21st century learning, a green programme, basic skills (read, write, count), a motivational programme, and a study visit. In conclusion, CSR educational programmes initiatives must be sustainable because it had great impact on pupils, teachers, schools, and the community surrounding the school.

We address the issue of consumer privacy against the backdrop of the national priority of maintaining global leadership in artificial intelligence, the ongoing research in Artificial Cognitive Assistants, and the explosive growth in the development and application of Voice Activated Personal Assistants (VAPAs) such as Alexa and Siri, spurred on by the needs and opportunities arising out of the COVID-19 global pandemic. We first review the growth and associated legal issues of the of VAPAs in private homes, banks, healthcare, and education. We then summarize the policy guidelines for the development of VAPAs. Then, we classify these into five major categories with associated traits. We follow by developing a relative importance weight for each of the traits and categories; and suggest the establishment of a rating system related to the legal, ethical, functional, and social content policy guidelines established by these organizations. We suggest the establishment of an agency that will use the proposed rating system to inform customers of the implications of adopting a particular VAPA in their sphere.

To remain sustainably viable in today's business environment, employers require appropriate skills to support their commitment to social responsibility. When recruiting skills, employers recognize that graduate attributes are essential indicators of the capability to render constructive workplace outcomes. Graduates need to develop these attributes to demonstrate their employability potential to prospective employers. However, existing employability capital frameworks do not include the graduate attributes needed to measure capability in corporate social responsibility (CSR) skills. The objective of this study was to determine which graduate attributes would support employability capability in CSR skills. Following a theoretical investigation, a mixed-method exploratory study was undertaken in South Africa's state-owned electricity provider to determine the employability attributes required by the organization in CSR management. The first phase involved a data collection survey, 302 managers and supervisors in South Africa's primary electricity provider rated a proposed 44 personal attributes linked to nine theoretical determined CSR skills and their importance in CSR management. In the second phase, the survey results were validated through a separate Delphi technique with three Human Resource Development experts. Confirmatory factor analysis found significant relationships between the tested attributes and the nine CSR skills. The findings could assist graduates in understanding the attributes they need to develop to be deemed employable for CSR performance. Furthermore, higher education institutions can include the results in curriculums to contribute to the development of CSR skills. Finally, the attributes and skills could be used to conceptualize a focused CSR employability capital, which employers can use to test employability potential.

This article aims to identify the challenges and opportunities in cross-program problem-based learning (PBL) in higher education, based on an Industry 4.0 case with undergraduate and graduate students studying for engineering degrees. The method for this research comprised a cross-program course structured to bring together undergraduate and graduate students using a PBL approach. Five Industry 4.0-related projects were developed in collaboration with four multinational companies. The authors present the results of the projects and feedback from students, professors and industry partners. The results and feedback led to empirical findings on the challenges and opportunities of cross-program PBL in higher education. The findings contribute to the design and implementation of teaching and learning practices and educational policies at undergraduate and graduate levels. In the approach adopted, the undergraduate students acquired hands-on experience while the graduate students had the opportunity to supervise applied research and practice. The study highlights practices that can help to better prepare future industry professionals.

Much of the literature on leadership within education has centred on the heroic leader. Despite recent approaches moving away from trait and behavioural theories, the centrality of the individual leader persists. Recent practice perspectives have shifted the focus from leadership as an individual activity of a leader to leading as practices. This paper discusses how a practice perspective informed by the theory of practice architectures (TPA), has been used in the teaching of 'leadership' in an Australian Masters subject to challenge conceptions of the heroic leader. It explores the use of the TPA to engage students in examining leading learning practices in workplaces and as a way of challenging their often deeply held beliefs and practices around leadership. In so doing, the approach decentres the leader and provides a lens for viewing leading learning as webs of interactions of practices rather than the traits and behaviours of an individual leader.

The transition to a financialized economy has had a devastating impact on workers and consumers and exacerbated wealth and income inequality in the United States and around the world. In this article, the authors explain financialization, a two-fold economic strategy whereby individual corporations invest in the financial market- rather than make capital improvements- to earn a profit and global and domestic economies heavily invest in and depend upon financial, insurance, and real estate (FIRE) ventures. If the social work profession is to meet its obligation to promote social and economic justice, practitioners and students must understand this economic strategy and its consequences. The social work education, practice, and policy literature elaborates upon the role that practitioners can play in helping clients achieve financial literacy. This reflects a largely micro approach to the problems created and maintained by financialization. Macro interventions are required, however, since financialization is indicative of and exacerbates systemic economic inequality. Therefore, the authors identify suggested content for the generalist and foundation practice, policy, field, and continuing education curricula that identifies the knowledge and skills needed to help clients with their financial difficulties and challenges the underlying economic forces that contributed to them.

A great deal of hope is pinned on experiential learning initiatives for young people. This hope is in line with policy approaches adopted by global organisations such as UNESCO and the World Bank in which learning is characterised as the vehicle through which transformation, self-actualisation and social development can occur. In order to provide young people the opportunity to experience such self-discovery, there has been a growth in internships which serve to facilitate young people's transition from education to work. This paper explores the more sinister sides of such experiential learning. We map the ways in which youth learn about racial inequalities and class privilege through internships. Drawing on focus groups conducted with youth in Singapore, a global city with a multiracial population and a strong orientation towards meritocracy, we explore young people's discussions of their 'disparity learning'. During internships, youth learn about workplace exclusion on the basis of race and gender, social structures of privilege and the hegemony of corporate power. We suggest that the recognition of disparity learning opens up the potential for the design of internships which provide opportunities for challenging race and class based inequalities embedded in workplace cultures.

The authors examined the ethical perceptions of 262 college students. The present study follows prior studies using 10 scenarios that cover four categories: societal responsibilities, personal gains, corporate gains, and ethical principles. The findings indicate that social issues and ethical principles are more important to students, while personal gains have more significance than corporate gains. Gender plays a significant role in moral perceptions, with women being less tolerant of unethical behavior. Women who encountered ethical concepts in classes and participated in religious practices were less accepting of unethical behaviors. Ramifications for ethics education are shown, with gender being an intermediate (control) factor.

This paper addresses families' perceptions of corporate influence in career and technical education (CTE) through market-driven policies that enable data extraction for student profiling and seek to align K-12 education with business-driven needs. Aligning education with business needs can offer early employment, however, accelerating technological developments risk subjecting hyper-specialised individuals to highly unpredictable labour markets and ultimately job insecurity. Using grounded theory, we conducted in-depth interviews with families across the United States, to obtain their views on the hyper-specialisation in CTE. The emerging discourse is that powerful corporations offer makeshift hyper-specialisation curricula that fit their business needs and do not necessarily reflect, or indeed, consider children's best interests. This research contributes to scholarship by elucidating the views of families affected by the corporate influence in CTE. The collected stakeholder accounts suggest the need for more in-depth research on individuals who rely on CTE for future employment.

Purpose: In the literature there is limited knowledge about how to prepare students for a corporate entrepreneurial career. The purpose is therefore to develop a framework for understanding the role corporate development projects play in corporate entrepreneurship education, and to examine the potential role of the design of the project. The study defines a corporate development project as a project being part of an academic education to provide students with working experiences situated in an experiential learning process. Design/methodology/approach: Based on work-integrated learning literature, the authors first develop a conceptual framework. Thereafter, they undertake a multiple case study using data from a Master's Program in Corporate Entrepreneurship. Starting from the conceptual framework, the authors employ deductive thematic analysis in order to analyze data and finally to develop an elaborated framework. Findings: In the framework, the authors identify and label five categories of learning outcomes from the corporate development project. The framework helps understand the interplay between the different learning outcomes in students' learning process and shows how the design of the project shapes the learning process. Practical implications: The framework can assist educators in designing and integrating the corporate development project as a key module within a corporate entrepreneurship academic program. Originality/value: Based on the framework, the study develops the knowledge about the design of corporate entrepreneurship education. Future research should test the framework using data from other academic programs in corporate entrepreneurship.

Purpose: This study aims to examine the effect of strategic human resource management (SHRM) practices on two learning outcomes, learning orientation and learning competence, which past research has seldom examined in the UAE context. SHRM practices consisted of four factors, namely, talent acquisition, learning and development, performance appraisal and developmental pay. Design/methodology/approach; Primary data was collected from 285 employees from retail outlets operating in Dubai. Partial least squares regression analysis using the tool, SmartPLS, was used to empirically validate the measurement model and test the structural model. Findings: Findings reveal that SHRM practices talent acquisition, learning and development and developmental pay have a positive association with learning orientation, and learning and development and performance appraisal have a positive association with learning competence of employees. The path coefficient and total effects signify that learning orientation acts as a conduit to pass on the effect of the SHRM practices to learning competence. Research limitations/implications: The sample considered for the study was from the retail industry. Furthermore, to generalize the findings of this research, cross-national studies should be conducted across various sectors and organizations. Originality/value: To the best of the authors' knowledge, this research study is the first of its kind in retail firms in Dubai (UAE) to empirically test the association of SHRM practices with learning outcomes. Retail outlets can implement SHRM practices to improve learning orientation and learning competence in a highly dynamic operating environment such as retail industry.

This critical review and perspective of the literature features the current landscape of online learning in higher education institutions (HEIs). The review starts by exploring the changing nature of student needs and staff and institutional roles in the face of online learning, and how digital transformation is shaping the culture and ways of learning. The aim is to better understand the challenges faced by higher education leaders to adopt online offerings and the factors affecting their decision-making. Emergence and fast evolution of third-party online programme management providers (OPMs) and forces which encourage or oppose their partnership with HEIs are critically discussed. The review also highlights the impact of COVID-19 emergency online learning on institutional practices and future adoption of online offerings.

Prior literature suggests that teaching corporate social responsibility (CSR) and sustainability has led to little development of students' reflexive engagement with the challenges of sustainable development. To shed light on this criticism, we apply sensemaking--as entailing the three stages of scanning for information, interpreting it and identifying alternatives of action--to CSR/sustainability education. Analysing cognitive maps of CSR, drawn by undergraduate finalists from a UK business school, we find that students are able to produce complex cognitive maps in terms of scanning for information; however, cognitive bottlenecks occur at the second and third stages of sensemaking. A key pedagogical challenge is, therefore, to support students in moving beyond scanning towards developing meaning and acting on that basis. By introducing a sensemaking lens, we add to a deeper understanding of the complexities associated with CSR education as it aids (or impedes) critical engagement and action.

Environmental and sustainability initiatives seek to respond to the challenges of ecological crises and ongoing environmental degradation by supporting students to develop knowledge and dispositions to respond to the challenges of and live in a climate changed world. However, these initiatives are often marginalised in curriculum and hamstrung by inherent tensions such as which worldviews should be prioritised, the incommensurability of some global and local values, and the pursuit of environmental needs in the age of neoliberalism. These challenges become more complex when considering contextual stakeholders. In this paper we focus on the ethical dilemmas associated with environmental and sustainability education in a coal town where mining company sponsorship heralds mixed community response. In doing so, we unpack the contextual and philosophical complexities which create the crucial conditions for a viable normative case study--genuine uncertainty about issues not yet at tipping point, differences of reasonable perspectives and recognisable local concerns. We argue that teacher educators, particularly those with interdisciplinary philosophical insight should look to their local contexts for pressing ethical issues and engage in the development and field testing of their own normative case studies. We make the case that the process behind developing a normative case study involves insight into the relationships between educational ethics, policy, context, and divergent community perspectives. We argue that pedagogy using normative case study to navigate these elements has the potential to develop world-reading teacher deliberation which surpasses proceduralist approaches in teacher education.

Purpose: The purpose of this qualitative study is to compare the perceptions of employed people in Mexico and Colombia about managerial and leadership behavioural effectiveness. Design/methodology/approach: A qualitative multiple cross-case and cross-nation comparative analysis of findings obtained from the two past emic replication (Mexico and Colombia) studies was conducted. Findings: The study suggests that people within Mexican and Colombian organizations perceive "managerial and leadership behavioural effectiveness" in very similar ways. The findings support those researchers whose studies indicate that culture may not, as previously thought, play a significant role in the way managers should manage and lead their subordinates. Research limitations/implications: The authors acknowledge two main limitations related to the sample size and scope of the two compared sets of empirical source data. The number of critical incidents about perceived managerial behavioural effectiveness obtained from the two compared studies was unbalanced (318 from the Mexican study and 267 from the Colombian study). Thus, the authors suggest more indigenous replication managerial behaviour studies be carried out in both Mexico and Colombia with the objective of identifying (if possible) the existence of critical incidents that could lead to different findings. Furthermore, the authors suggest conducting replica studies focused on specific industries rather than a diverse range of organizations to test the generalizability of the findings. Practical implications: The findings of the comparative study are relevant to those human resource development professionals in international companies with operations in Mexico and/or Colombia when preparing their executives for international assignments in these Latin American countries. Originality/value: The comparative study attempts to generate new insights and better understanding within the context of "managerial and leadership behavioural effectiveness" research, which the authors hope will make a useful contribution to the existing small body of knowledge regarding similarities and differences in managerial practices across culturally diverse Latin American countries.

Purpose: The purpose of this study is to get the perspectives of human resource development (HRD) scholars about connections among HRD, corporate social responsibility and ethics. The authors also sought to discover if HRD academic programs need to have ethics-related courses for their graduate students. Design/methodology/approach: In this paper, the authors reviewed the literature and interviewed ten HRD scholars who substantially contributed to the field of HRD and have influential publications related to ethics or corporate social responsibility to find out the relationship between HRD, ethics and corporate social responsibility. A semi-structured interview method was adopted to collect data and purposeful sampling technique was used for analyzing data into identified themes. Findings: The results from the interviews were categorized into seven different themes. While some scholars argued that ethics-related discussion needs to be integrated within every course, most scholars stated that ethics can be a required standalone course for HRD graduate programs. Originality/value: Despite ongoing consideration of the ethical nature of HRD, little research has been conducted on how ethics and corporate social responsibility are represented in the field of study and practice. To the best of the authors' knowledge, this study is the first empirical paper in HRD that collected and analyzed experts' perspectives in this topic.

Purpose: Many studies have developed the corporate sustainability topic. The United Nations has implemented the 2030 Agenda and has brought "quality education" and "industry, innovation, and infrastructure" as two of the 17 Sustainable Development Goals. The educational processes in higher education can be focused on adding brand value and social value, and they can be promoting the social inclusion. In this sense, the purpose of this study is to answer some questions related to the corporate sustainability practices under the 2030 Agenda lenses in the Latin American higher educational scenario. After the literature review analysis, a conceptual framework was developed. Design/methodology/approach: This exploratory research study proposes an educational conceptual framework, improving the corporate sustainability under the 2030 Agenda lenses. A literature review was developed, involving the seven variables: "Latin America," "higher education," corporate social responsibility," "personal social responsibility," "corporate sustainability," "governance" and "sustainability." A matrix was developed with 25 variable combinations, connecting the seven variables. Three questions have been proposed and answered: "How much research has been developed in the Latin American higher education?" "How can the corporate social sustainability be applied in higher education?" and "Which perspectives can be considered?" Findings: The results of the literature review are presented through the number of papers found with the analysis of the year of publication and the conceptual background. A total of 524 papers were found. Of these studies, 49 addressed the Latin American panorama, 33 had a general approach and 16 promoted interactions between Latin American and European countries, as well as between regions and continents. Six topics emerged from the literature analysis: digital inclusion, internationalization, innovation, research, servitization and social inclusion. These topics are connected in the "discussion" section, and the educational conceptual framework shows the corporative perspectives on sustainability in higher education. Originality/value: This research study presents "A conceptual framework for the corporate sustainability higher education in Latin America" and it brings some discussion topics: digital inclusion, internationalization, innovation, research, servitization and social inclusion. These topics were identified through the literature analysis, and they were applied in the conceptual framework to improve the quality of education. The implications of this study are connected with the conceptual framework to promote the discussion topics. The implications involved the public and private governance spheres, third sector, as well as the professors, students and other stakeholders of higher educational institutions. These implications can represent an agent of positive change in the Latin American scenario.

Purpose: The aim of this research is to develop a scale that determines the views of teachers on the efforts of educational administrators to build corporate reputation within the scope of modern education paradigms. Design/methodology/approach: The research is based on a scale development method whose validity and reliability analyzes have been completed. Findings: As a result of the research, a 1-dimensional and 15-item scale was obtained, which aims to evaluate the corporate reputation building efforts of school administrators from the perspective of teachers. When the literature is examined, there are many scales on corporate reputation; however, the literature determined that there is no scale that aims to determine the opinions of teachers about the reputation building efforts of education administrators. Originality/value: Educational administrators engage in efforts to build corporate reputation through stakeholder analysis, needs analysis, strategic plan development, organizational design and change management (Lawler "et al.," 2006). Specializing in this field is very important for training managers by taking training on human resources in order to carry out effective work in the process of corporate reputation formation, and the human resources of the institution are the groups that will best evaluate the reputation building efforts of the managers (Lockwood, 2007).

The paper explores the "in situ" negotiation of in/exclusion in and through language in a multilingual professional setting, paying special attention to the relationship between language and space. We argue that multilingual practices and material space are co-constitutive; individuals enact group membership and professional roles spatiolinguistically and re/produce in/visible social and material boundaries. Despite the well-established literature on in/exclusion, the ways in which it is negotiated in asymmetrical, emplaced, workplace encounters is still underexplored. We introduce a "topographies of practice" framework and show how professional asymmetries are enacted in and through language choice and language use in the multilingual workplace. We take an Interactional Sociolinguistic approach and report on the analysis of 23 h of interactional data and 42 h of ethnographic observations from a professional, multilingual kitchen in Finland. We show patterns that are un/marked in the data and constitute the norms in this particular workplace. We argue that topographies of practice are topographies of in/exclusion enacted in and through situated encounters; we pay special attention to the role of employees who are legitimised to cross visible and invisible boundaries and we close the paper with recommendations for future research.

The corporate migration activity is designed to help students connect practical concepts of how language creates power within organizational structures. By engaging in this activity, students will demonstrate and observe how unclear language, (in)effective communication, and disorganization (re)create and sustain power within an organization. This activity further discusses modifications that can be made to engage students in concepts of power within organizations. Courses: Organizational Communication, small group, and business professional courses. Objective: Students will demonstrate how language creates power structures within organizations.

In the past few centuries, an accelerating process of legalization and classification have moulded the diverse range of earlier institutions into a limited number of isomorphic organizational forms. Today, institutions of higher education, with their roots in the corporate forms of medieval universities, can also have the legal status of, for example, government agencies, associations under public law, foundations, and joint stock companies. This article investigates the types of legal entities Swedish and Finnish institutions of higher education have been organized into in the period from the 1990s until 2020, and why these particular types have been chosen. It also explores how the special characteristics, aims, and demands of the university have caused adaptations to organizational forms such as joint stock companies and foundations. Comparative studies benefit from investigating societies that are as similar to each other as possible, making it easier to identify and isolate the effects of the factors that actually differ. In this respect, Finland and Sweden are ideal for comparative studies. Both Swedish and Finnish institutions of higher education have experienced coercive, mimetic, normative, and managerial-professional isomorphic pressure. However, there are important pre-existing national differences, such as the greater reliance on public agencies in Sweden and the multiplicity of semi-private legal entities in Finland, most significantly the associations under public law. These differences made the transition of universities into independent legal entities seem natural in Finland in 2009, while it was too radical in the Swedish context.

Purpose: The firms use training evaluation practices (TEPs) to determine the return of billions of dollars spent on employee training and development activities. The firms need to modernize the set of TEPs for evidence-based workforce management decisions. This study aims to examine a mediation mechanism to explain how human resource (HR) professionals' design thinking (DT) mindset strengthens the set of TEPs using predictive workforce analytics (PWAs). Design/methodology/approach: The authors used SPSS computational named MLMED to test the proposed relationships by collecting data from 180 management professionals serving in subsidiaries of multinational corporations in Pakistan. Findings: The statistical results demonstrated that DT is not directly related to firms' TEPs. However, the statistical results supported the mediating role of firms' use of PWAs between DT and TEPs. Originality/value: The findings offer a new perspective for firms to use HR professionals' DT mindset for modernizing the set of existing HR practices.

Purpose: The coronavirus crisis has a huge impact on how we work, learn and even live; the purpose of the study is to bring insights on different approaches to deal with challenging situation like COVID-19. For this reason, the study will facilitate to develop understanding on how to conquer the hurdle of business continuity during challenging times, along with dealing of other challenges like ensuring health and well-being of employees, abiding by the regulation and guidelines, prioritizing the need and handling of different resources (most importantly human). Design/methodology/approach: The data was collected from case study organization during May 2020. For data collection, various internal documents from the case study organization were referred, including various report, circulars, guidelines, office information note. Further, press release and information from website of the case company were also explored. The interview of different group of decision makers (i.e. top management, human resource managers and head at plant sites) was also performed during data collection. Findings: The study has initiated to identify with the approach of the case company to deal with the COVID-19 pandemic and to overcome the challenges posed by unprecedented crisis. Originality/value: The COVID-19 crisis has underlined the significance of the power utilities, as electricity is critical to ensure the smooth functioning of various sectors of the economy. Considering the importance of power sector for economy, this article has taken to investigate the crisis management model of one of India's major power producer companies.

Research on Artificial Intelligence, especially in the field of machine learning, has exploded in the twenty-first century. AI research in universities has long been funded by a combination of government and corporate sources. The funding of AI research in the contemporary university includes technology companies as both funders and generators of research areas. This paper looks at the links between technology companies and AI research in three areas: first, the ways in which technology companies influence both the content and practices of AI research in universities; second, how university research policies enable conditions that blur traditional boundaries between corporate and academic AI research; and third, how an ethos of 'open science', that is increasingly corporatised, moves ideas about AI from universities to companies. We conclude that technology companies influence AI research within established feedback loops in the transformed relationships between economy, society, research, and the contemporary university.

This study analyses the relationship between a firms' growth and the educational diversity of their workforce. It differentiates itself from other studies by using two measures of human capital diversity--one for education levels and one for fields--instead of one. The results show that workers with more diverse specializations than the workforce of competitors benefit the firm's growth and extensive margin of trade. Contrastingly, above-average workforce heterogeneity in education levels does not seem to affect firms' performance. Furthermore, it is shown that the association between human capital diversity and firms' performance differs among sectors. Compared to previous studies, which concentrated on one particular industry or one measure of educational diversity, this more comprehensive approach allows reconciling some of the contradicting results. The study shows that the mixed results in existing papers can result from dissimilar impacts of various measures of human capital diversity on firm performance or its differences among sectors.

In this research, we explore how coworker ideation levels or, more specifically, the average ideation levels of coworkers within a workgroup affect a focal employee's ideation. We examine an underlying mechanism and a boundary condition of this influence process. Drawing on social cognitive theory, we argue that high coworker ideation levels are likely to stimulate a focal employee's ideation by enhancing their creative self-efficacy. Furthermore, we suggest that this positive influence is likely to be strengthened when the focal employee has a higher than lower quality of exchange with their coworkers. The results of two field studies provide support for all of the hypotheses. Contributions to theory and insights into practice and future research are discussed.

Given the influential role of organizational context for creativity, this study examines the cross-level effects of 2 prevalent contextual elements -- HR systems and relational climates -- on individual and team creativity. We have conducted a multilevel multi-source study through hierarchical linear modeling on a sample of 282 employees nested in 69 teams and 38 firms. The results show that the interplay hypotheses regarding potentially creativity-facilitating contexts were not supported. However, findings suggest that relational climates represent more effective positive predictors of creativity at both levels, above and beyond the effects of HR systems. Therefore, given their very prominent role in enacting the HR context and co-creating the climate in place, line managers should strive to consider individual and team creativity in relational settings and promote an appropriate work context categorized by relational climates. Treating creativity at 2 different levels (individual and team), and accounting for a cross-level interplay focused on the context of those important performance outcomes, have important theoretical implications for creativity and HRM research.

Purpose: This study aims to explore the impact of knowledge management (KM) on the development of an innovative culture in learning organizations from emerging economies. Design/methodology/approach: A quantitative study using a survey was carried out, achieving a pooled cross-sectional sample of 10,567 workers, made up of 69 larger Chilean companies. Findings: Results were analyzed using the exploratory factor analysis and multilevel regression analysis techniques. The findings provide insights into the positive and significant effect of KM--as acquisition, dissemination and responsiveness to knowledge--on innovative culture. Practical implications: The findings suggest that managers become more successful in their overall innovative efforts when implementing routines of knowledge or know-how practices that generate a learning culture characterized through discovery skills, creativity, empowerment and cooperation. Originality/value: This is an original study that introduces valuable information on learning organizations in emerging markets, contrasting to traditional literature and frequently focusing on developed countries. This study explains the cultural change in learning organizations through KM's role, which offers routinization of learning practices to facilitate an innovative culture.

Purpose: Although grounded theory (GT) was introduced in 1967, GT remains widely misunderstood as scholars incorporate a limited spectrum of the GT techniques and fail to integrate GT's full potential into academic research. The purpose of this article is, therefore, to discuss divergences between four GT strategies and by doing so to provide criteria for making an informed choice between one GT approach or another. Design/methodology/approach: The study offers a comparative analysis of four GT approaches by relying on a recently completed empirical work focused on the practice and perception of corporate social responsibility (CSR) in non-Western context conducted by the author. Findings: As a result, the study outlines the main points of divergence between the four GT strategies and discusses how their differences impact the research outcomes, theoretical products and application of the proposed theories in organisational and management research. Research limitations/implications: As a result of the comparative analysis, the study will help researchers make an informed choice when selecting one GT approach or another. Originality/value: The study demonstrates the potential of GT in organisational and management research by utilising a practical example of GT's implementation from a recently completed empirical study.

This paper focuses on the Organisation for Economic Cooperation and Development's (OECD) "PISA for Schools" assessment. Our first substantive focus is a descriptive and analytical account of changes and developments in the functioning of this ground-breaking assessment since its creation in 2012. These changes include an expansion of the number and diversity of participating schools and countries, the introduction of a 'user-pays' model, the enhanced role of edtech firms and an explicit capacity-building focus, which we argue helps to strengthen an instrument constituency for the broader OECD testing regime. The second focus of the paper is the impact of PISA for Schools on changing modes of educational governance, situated against emerging spatialities of globalisation. Here, we provide an analysis using the concept of 'by-passes', which we elaborate as "spatial," "governance" and "systemic," to understand the new topological spatialities of globalisation and the global governance effects of these specific by-passes.

English is the most widely acknowledged global language communicated across the nations for formal and social use. This paper attempts to highlight how Corporate and New Englishes are used for employability and survival purposes worldwide. As Computerization and the Internet has accustomed the twenty first century world order, English language has been instrumental for gaining knowledge and success of any individuals and further it encompasses the development of elite society. This study reviews how corporate communication has positioned English language as a leading mainstream to root from education to the industry and in turn surging the role of English as a global language. This paper examines how the emergence of global English has accelerated and promoted the professional, societal, and cultural exchanges today. Further, this study implies that the perennial role and use of English in education, research, industry, communication, and the media has made it an indispensable language for global communication.

Although research on European education policy has aptly focused on the role of supranational and intergovernmental actors, less attention has been devoted to its analysis as a policy arena in which legitimacy can be created and power can be exerted in sophisticated ways. Specifically, the role of non-state actors as agenda-setters for European education and employment policies is still unexplored. By combining a neo-Gramscian approach of political economy with Jochim and May's boundary spanning policy regimes' perspective, which captures activity across policy subsystems that seek to manage 'wicked' policy problems, this paper looks at the role of private and business actors, and specifically the European Round Table of Industrialists (ERT), in European education during the 1980s and 1990s. The findings show how this period can be considered a foundational period for the emergence of a BSPR in education and employment, and in which specific goals and directions were set out in the European education agenda more fine-tuned with employment goals and industry's needs. Moreover, the paper illustrates why private and non-state actors shape boundary policy spanning regimes at the nexus of education and employment, which in this case reflected the economic interests and preferences of European transnational companies.

Traditionally, the History of Education has come close to the reality of private and religious schools from eminently educational and pedagogical interpretative models. Despite the fact that these institutions perform educational functions, they must not hide their status as companies, which operate in an educational market that requires, for the achievement of business survival and growth, the implementation of different commercial strategies. This research aims to approach one of these strategies. Specifically, it focuses on the analysis of commercial benefits derived from the creation and dissemination of the corporate history of these educational centres. To do so, the historical method has been applied in a case study framed geographically in the Sant Francesc de Sales school (Ciutadella de Menorca, Spain) and temporarily in the years immediately following the Spanish Civil War, known as the Post-War period (1939-1945). The triangulation of written, oral and iconographic sources has allowed a wide and rigorous analysis of an untreated phenomenon in educational historiography, exposing explanatory models that could be reproduced in other cases of a similar nature.

The prerequisite of developing countries' economic growth is to move along the technological development trajectory through technological learning, and large firms as hubs of technological knowledge, play an important role in this transition. In this paper, we tried to bridge two main taxonomies in the field of technological development, one of them referring to taxonomies of firms, and the other one referring to technological learning processes. We have identified technological learning processes in several post catch-up large firms through content analysis and then by employing a survey approach, we explore technological learning processes of Iranian large firms. The results indicate that as per scale-intensive firms in Iran, learning by doing, learning by using, learning by interacting and learning from spillovers are respectively the most important technological learning processes. Regarding large science-based firms, learning by searching, learning by interacting and learning from spillovers are the key learning processes. Finally, these results have been compared with those of post catch-up large firms.

Purpose: Corporate governance and its training in universities have become an essential addition to the educational curriculum. Despite its expansion, students still need help to grasp some concepts, affecting their academic performance. This paper examines the expected influence of gender and school libraries on comprehending corporate governance concepts in Ghanaian universities. Design/methodology/approach: With the culturo-techno-contextual approach (CTCA) as the underlying theory, the study sampled 1050 undergraduate students from the selected Ghanaian public universities. The study adopted a quantitative approach, and the data were analysed using descriptive statistics and ANOVA. Findings: The results show a statistically significant difference between male and female Ghanaian students in their understanding of corporate governance concepts, with the mean figures suggesting that males slightly understand corporate governance concepts more than females. The results also show a statistically significant difference among Ghanaian students studying using school libraries of varying quality in their understanding of corporate governance. Originality/value: This study's novelty stems from examining the corporate governance curriculum in a developing country from the perspectives of gender and school library. Adopting the CTCA components in analysing school libraries and gender further evidences the study's novelty.

The OECD is a key player in global education policy advice and part of the edu-business network. This network comprises of companies, philanthropies, consulting agencies and think tanks profiting from educational governance reforms and large-scale testing. This article investigates the structure of the OECD global policy network and its capability to bring together different types of expertise. To map the global policy advisors network, we introduce the concepts of boundary-spanning actors and field-crossing social capital. Using network analysis, we apply these concepts to investigate the embeddedness of the OECD in different social fields and the global field of power. Our findings indicate that the global network of policy advisors coordinates different forms of expertise by installing a system of patronage, consisting of a small number of key players and large numbers of actors that set education reforms in motion. We exemplify this result with McKinsey & Company.

Educational landscape reports have historically contributed to advocating for changes that would benefit learners, including recommendations for digital technologies and their use. The COVID-19 pandemic has considerably affected education, pushing institutions to quickly adapt to the emergency through the use of technology. This scenario has impacted the discourse on educational technologies and their implementation. Seeking to better understand this discourse and its potential impact on education, drawing from a range of scholarly literature--including discourse analysis, critical discourse studies, and studies on educational technology and change--this study focuses on how technology has been presented in a major yearly publication in 2020, 2021, and 2022. This study adds to the literature by presenting findings that show that technology corporations can play a crucial role in shaping educational technology discourses in landscape reports, including how technology should be adopted and the very future of higher education. Additionally, it reinforces the need for critical awareness of how different publications may push corporate agendas disguised as impartial expert guidance.