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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]

There is a plethora of recent examples from the sport industry that situate sport organizations as contributing to sexual violence against women (e.g., Phoenix Suns, Nike). Though research has shown that these issues exist in sport, little work has focused on the impacts of gender-based violence and sexual harassment. Therefore, utilizing gender regimes as our conceptual framework, we explored how experiences of gender-based violence and sexual harassment within sport organizations work to perpetuate the gender inequality in sport workplaces. Findings illustrate the influence of a multilevel relationship to the gender-based violence and sexual harassment experienced by women is impacted by the presence of gender regimes and use of containment strategies to conceal this abuse. Thus, we argue that institutional-level failures to protect women represent organizational success, which reinforces gender regimes and the purposeful containment of these incidents maintains the gender/power hierarchy. [ABSTRACT FROM AUTHOR]

Previous approaches to design archetypes in sport management have taken a single-country, multisport approach with a focus on National Sporting Organizations. While this line of research has provided significant breakthroughs for understanding sport organizations, there is a need to extend the boundaries of these investigations to explore variations within professional leagues in one sport and across multiple countries. Accordingly, the current study takes a single-sport, multicountry approach to explore how design archetypes vary and the factors influencing the variation. We analyzed the design archetypes of 104 professional football leagues using 44 organizational variables and identified four different design archetypes that can be used to categorize professional football leagues globally. Autonomy and openness were identified as the key factors determining design archetype structure in this environment. Our analysis of professional football league archetypes provides a foundation for understanding design archetype variation, and the insights can be used for comparison and analysis of meaningful change. [ABSTRACT FROM AUTHOR]

Research interest in thriving at work has burgeoned over the past decades, but little is known about how human resource (HR) practices affect employees' thriving at work. Drawing upon self‐determination theory and person‐organization fit theory, we developed and tested a moderated mediation model to explain how fun HR practices influence employees' thriving at work. The results of two studies, a scenario experiment (N = 164) and a time‐lagged survey (N = 253), supported our hypotheses. Specifically, the findings revealed that fun HR practices relates positively to employees' thriving at work. Autonomous motivation partially mediates the abovementioned relationship. Furthermore, fun HR practices translate into higher autonomous motivation and subsequent thriving at work for employees with higher preference for workplace fun. Our research contributes to the existing literature by identifying fun HR practices as an antecedent of thriving at work and revealing the psychological mechanisms through which fun HR practices affect employees' thriving at work. The practical implications, limitations, and future research avenues are also discussed. [ABSTRACT FROM AUTHOR]

Decentralization as an organizing principle has drawn growing interest from scholars and practitioners because of its perceived suitability for contemporary market conditions and alignment with employees' evolving work expectations. However, efforts to decentralize authority face significant obstacles and often end in failure. I propose that existing research on decentralization has struggled to generate insight into how such barriers can be overcome because it has treated decentralization as a static outcome imposed by organizational designers. In contrast, this article treats decentralization as a dynamic and situated achievement that must be continually enacted, and it leverages ethnographic data from a decentralization effort in order to build theory on the organizational practices that support enactments of decentralized authority. I find that successful enactments of decentralized authority were supported by practices that established clear boundaries of authority and focused collective attention on these boundaries, as well as by practices that depersonalized collective attributions of the source of authority. At the same time, the practices were difficult to sustain because they were cognitively, emotionally, and temporally demanding. Through this study, I show that decentralization is not merely a one-time structural change but an ongoing collective process that requires navigating and neutralizing the structural and psychological forces pulling organizations back toward hierarchy. [ABSTRACT FROM AUTHOR]

To operationalize the extent to which firms place a strategic emphasis on human capital and human resource management (HRM), we draw on the strategy field's dominant logic theory and on the emerging literature on executive compensation for the heads of major firm functions, such as HRM. Specifically, we investigate whether the pay of human resource executives (HREs) relative to other members of top management teams (TMTs) is related to firm performance. After controlling for the endogeneity of HRE status as one of the highest paid executives on the TMT, we find in a comprehensive sample of the largest US firms that HRE relative pay is positively related to firm financial performance, specifically Tobin's Q. We also find that the relationship of HRE relative pay with Tobin's Q is stronger in relatively smaller and younger firms in our sample. The findings suggest that a strategic emphasis on human capital and HRM leads to higher firm value. [ABSTRACT FROM AUTHOR]

Humble leaders are traditionally thought to create a great deal of human and social capital, yet be overshadowed by self‐promoting rivals for promotions. We propose that through informal career mentoring, humble leaders can improve their organizational status and promotability. We tested our model among a multisource sample of 610 leaders across 18 industries and 21 job functions who participated in a leader development program. Leader humility was reported by the focal leaders' peers, leader mentoring behavior was reported by the focal leaders' direct reports, leader status was reported by the focal leaders' immediate bosses, and leader promotability was reported by the focal leaders' superiors. Results generally confirmed that leader humility predicted leader mentoring behavior, which in turn predicted leader status, and ultimately higher leader promotability ratings. We discuss how our findings extend and enrich the literatures on leader humility and mentoring, showing how humble leaders can ascend organizational hierarchies. [ABSTRACT FROM AUTHOR]

As organizations strive for more flexibility, decentralized decision‐making has been at the core of many modern HR approaches. Yet, on a company‐wide scale, it remains unclear whether decentralized decision‐making structures improve organizational performance. Our study aims to illuminate prior ambiguous evidence by examining an employee‐level mechanism underlying the organizational‐level relationship between decentralization and performance, and scrutinizing the critical role of formal leaders for empowering employees in decentralized structures. Integrating the perspective of organizational structure as opportunities and constraints with social information processing theory, we argue that transferring decision‐making authority to lower organizational levels positively affects employees' emergent leadership, but only to the extent that direct supervisors engage in empowering leadership and guide employees' behaviors in decentralized structures. Our predictions are supported by a multilevel, multisource field study of 5807 individuals across 144 companies. We further find that emergent leadership yields a positive effect on organizational performance. By developing a multilevel model that explicates both an employee‐level mechanism and a contingency of the decentralization–organizational performance link, our study enriches understanding of the key role that formal leaders play for achieving the strategic goals of decentralized decision‐making in organizations. [ABSTRACT FROM AUTHOR]

We propose a new work design model, SMART work design, that identifies five higher order categories of work characteristics, including stimulating work characteristics (task variety, skill variety, information processing requirements, and problem‐solving requirements), mastery work characteristics (job feedback, feedback from others, and role clarity), autonomous work characteristics (decision‐making autonomy, timing autonomy, and method autonomy), relational work characteristics (social support, task significance, and beneficiary contact), and tolerable work characteristics (low levels of: role overload, work–home conflict, and role conflict). Higher order confirmatory factor analysis of working participants provided initial evidence of this structure (Study 1, N = 1107), which was replicated in an additional dataset (Study 2, time 1, N = 709). To provide further evidence, we examined Study 2 data across three waves (N = 573) to show that each higher order factor at time 1 predicted time 3 job satisfaction either directly or via the theorized time 2 mediators (challenge appraisals, work meaningfulness, fulfillment of relatedness needs, and activated negative affect). In Study 3 (N = 108), employees' scores on specific higher order variables correlated with leader ratings of performance in the expected ways. The SMART work design model provides a unique integrating and multidimensional theory of work design that extends beyond existing models. The model can be used to facilitate the synthesis of research knowledge and guide scholars and practitioners to diagnose and address contemporary work design challenges. [ABSTRACT FROM AUTHOR]

Interorganizational partnerships can spur innovation, but their value may be diminished by friction in knowledge flows between firms. We consider how a partner's organizational structure may influence the knowledge that is accessible via partnerships. We focus on how a partner's structure trades off localized autonomy for its managers, which facilitates timelier decision making, and unified control, which facilitates integration. By shaping this balance, centralization of decision rights within the partner organization shapes access to its knowledge. Centralized structures generate wide-ranging internal knowledge pathways that enable access to a broader array of a partner's knowledge. However, the reduced managerial autonomy afforded by centralization makes decision making more cumbersome, which constricts the rate of access to a partner's knowledge. We find evidence of this tradeoff in the context of corporate venture capital relationships between incumbents and startups in the pharmaceutical industry. An increase in the incumbent's diversity of knowledge or in the knowledge required by the startup enhances the value of a greater breadth of access, whereas the degree to which the startup can leverage social ties (affinity) or hierarchical fiat (authority) alleviates the costs of a reduced access rate. Each of these features makes an incumbent organization's centralization more valuable to the startup. By highlighting this tension related to centralization, our findings suggest that new firms striving to maximize their partnership benefits may need to carefully consider their partners' internal structures. [ABSTRACT FROM AUTHOR]

The success of diversity initiatives depends on the support of those in positions of structural power—that is, managers. However, managers often resist such initiatives. Existing academic and practitioner conversations point to managers' demographics or ideology as the source of resistance to diversity initiatives. We propose that such resistance may originate from the managerial position itself. We argue that positions of structural power induce organizational identification, which motivates a view that one's workplace is equitable. Seven archival studies of government employees (Studies 1a–1 g) and three surveys of working adults (Studies 2a, 2b, and 3) suggest those higher in structural power perceive less inequity in their workplace due to higher organizational identification, resulting in lower support for diversity initiatives. Asking managers to deliberate on inequities within their own organization, thus challenging their default positive view, helps managers overcome their identification barrier (Study 4). This research helps shift the foci of resistance toward diversity initiatives from demographics or ideology to one's managerial position and provides practical implications for organizations seeking to support their diversity initiatives. [ABSTRACT FROM AUTHOR]

Exploiting demand shocks from changes in federal government spending, we examine how the organizational structure of a firm affects its investment behavior. Government spending shocks affect the investment of government-dependent conglomerate segments less than matched stand-alone firms. Investment also increases in lower government-dependent segments when other segments within the same firm experience positive demand shocks, indicating cross-subsidization between segments. We further show that this cross-subsidization leads to worse operating performance and increases the diversification discount. Our findings are robust after addressing the endogeneity of government spending. [ABSTRACT FROM AUTHOR]

Despite two decades of evolution as an area of research and practice, talent management faces ongoing criticism for being overly static in its approach, offering little in terms of enabling strategic agility. This is problematic as organizations increasingly rely on strategic agility to manage their dynamic business operations. Drawing on matching theory and adopting an agility lens, we explore the link between talent management and strategic agility. Through a qualitative research design, encompassing 34 interviews in 15 organizations, we explicate a skills‐matching perspective on talent management, including initial and dynamic skills‐matching in external and internal labor markets. Through this process, organizations can build a set of dynamic capabilities, underlying two meta‐capabilities, strategic sensitivity and resource fluidity, which enable strategic agility. In doing so, we portray skills‐matching as an illustration of a processual view on talent management and create a model of developing strategic agility through skills‐matching, responsive to external and internal demands. [ABSTRACT FROM AUTHOR]

A fundamental organization design principle is to group interdependent roles into the same subunits to minimize coordination costs. However, observations in organizations, as well as theorizing in other subfields, such as corporate governance, indicate that interdependent roles sometimes perform conflicting functions, suggesting that they should be separated rather than integrated. Building on work in systems theory and axiomatic design theory, we discuss how to reconcile these two perspectives. Our key proposal is to distinguish between ends and means, or functions (e.g., goals or mandates) and structures (e.g., roles). This conceptualization makes it possible for two roles to be simultaneously interdependent in work processes yet conflicted in goals. Our framework leads to a modification of the traditional organization design principle of grouping based on interdependencies. It also suggests an alternative explanation for the division of labor within organizations: Organizations divide labor not only to capture gains from specialization but also to avoid functional conflict. [ABSTRACT FROM AUTHOR]

Although teams of negotiators are widely assumed to be better at unlocking integrative solutions compared to individual negotiators, the interteam negotiation context is characterized by unique challenges that can make effective collaboration between teams difficult. We extend our theoretical understanding of interteam negotiations by offering novel insights about when and why teams realize their potential in integrative negotiations. Specifically, we propose a theoretical model that explains how hierarchical team structures reduce information elaboration within teams, which reinforces "fixed-pie" assumptions that prompt the reliance on value-claiming behaviors between teams and lower high-quality outcomes such as the joint gain achieved. Across four studies, each involving interactive team-on-team negotiations, we provide support for the hypothesized effects of formal intrateam hierarchies on joint gain, and test a useful intervention to mitigate the harmful effects of hierarchically structured teams at the negotiation table. Contributions to the literatures on team negotiations, interteam collaboration, and hierarchical differences within teams are discussed. [ABSTRACT FROM AUTHOR]

Collegiate sport club programs are increasingly expected to demonstrate effectiveness and impact, as such the evaluation of program success is critical. Current evaluation methods are often subjective and lack standardization across programs. Unlike other recreational programs, sport clubs have unique organizational structures, with student officers responsible for various tasks related to club operations with unclear measurable outcomes. This study aimed to address this gap by investigating how collegiate recreation departments evaluate sport club program success and identifying critical success indicators. A Delphi design was used to gather expert opinions, and qualitative and quantitative data analysis was employed. The findings highlight various evaluation methods employed by administrators, including annual assessments, participant interviews, and point systems. Furthermore, indicators of success encompassed club activities, operations, and status, as well as participants' experiences and development. These findings provide valuable insights for program administrators to tailor support and enhance the effectiveness of collegiate sport club programs. [ABSTRACT FROM AUTHOR]

Prior research suggests that the organizational context supports the emergence of employee ambidexterity; however, the interplay between formal and informal context has been largely unexplored. We analyze this interplay with a multilevel, multisource data set of 2446 individual employees nested in 77 organizations. We find that a promotion climate—unlike a prevention climate—contributes to employee ambidexterity. In addition, formalization positively moderates the effects of both promotion and prevention climate on employee ambidexterity, while centralization weakens the positive effect of promotion climate. Our results advance a contingency perspective that brings together formal and informal contextual drivers of employee ambidexterity and shows that even though an informal climate signals the preferred manner of goal pursuit, a formal structure affects the impact of such signals by delineating opportunity corridors of admissible behaviors. [ABSTRACT FROM AUTHOR]

This study aims to provide a comprehensive understanding of the organizational structures, financial capacities, citizen engagement mechanisms, technology utilization, and common challenges faced by Local Government Units (LGUs) across Southeast Asian nations. Drawing insights from a diverse range of scholarly works, including books, theses, published dissertations, and electronic journals, the research investigates key dimensions that shape local governance dynamics in the region. The investigation into organizational structures delves into the nuances of centralization vs. decentralization, federal structures, hierarchical frameworks, policy harmonization, and community engagement practices. The study uncovers how these structural variances impact the efficiency and effectiveness of local governance. Examining financial capacities and resource management practices, the research reveals substantial differences among LGUs in terms of the system of government and the subdivision of state. This prompts a call for tailored fiscal policies and collaborative initiatives to optimize resource utilization and financial autonomy. Citizen engagement mechanisms emerge as a focal point, with a notable emphasis placed on fostering inclusive decisionmaking processes. The study finds a high commitment to citizen involvement within Southeast Asian LGUs, urging continued support for transparent and responsive local governance. Technological adoption and digital strategies come under scrutiny, highlighting disparities, diverse adoption rates, and an increasing embrace of digital communication strategies. Recommendations include addressing digital divides and promoting comprehensive digital strategies for efficient public service delivery and citizen engagement. Finally, the study explores common challenges faced by LGUs in Southeast Asian nations, such as corruption, political dynamics, and capacity constraints. It underscores the interconnected nature of these challenges, emphasizing the need for holistic solutions and comprehensive reforms to strengthen governance structures. This research contributes to the existing literature by synthesizing insights from various sources, providing a nuanced understanding of local governance in Southeast Asia. Policymakers, researchers, and practitioners can leverage these findings to inform strategic interventions, foster collaboration, and promote effective governance practices across the region. [ABSTRACT FROM AUTHOR]

The article analyzes various approaches to the interpretation of the concept of an international human rights institution. The author’s definition of the concept of an international human rights institution is proposed, which should be understood as an international association endowed by the relevant states and (or) other entities with its own international legal personality, based on an international treaty or other document provided for by the norms of international law, the purpose of which is achieving goals related to the protection of the rights and freedoms of a person, and which, as a rule, has its own system of bodies acting on a permanent basis. It was noted that in the process of forming the institute of international organizations, the main attention of the states was focused on the creation of international intergovernmental organizations, which have executed and continue to execute a significant influence on the course of world events. International interstate organizations are one of the three important institutions through which interstate cooperation is carried out. Created in accordance with special international treaties, they have international legal personality and a clearly defined organizational structure, reflect the main goals, tasks and competence and act in accordance with the norms of international law. Despite the fact that international human rights institutions have a subsidiary character to national protection bodies, they provide considerable influence by making appropriate decisions based on the results of consideration of individual appeals from victims whose rights and freedoms are violated. The process of applying for the protection of rights and freedoms to international human rights institutions is a kind of one of the forms of activity of the relevant legal entity. The article highlights the main characteristics of international human rights institutions, which include: 1) contractual basis, 2) existence of defined goals, 3) appropriate organizational structure, 4) existence of independent rights and obligations, 5) possibility of considering applications from victims of rights violations and freedoms and the adoption of relevant decisions (conclusions, recommendations), 6) the possibility of influencing the defendant state, which violates the rights and freedoms of a person, 7) the permanent nature of the activity. [ABSTRACT FROM AUTHOR]

The current work examined whether being forgotten or remembered by a boss or a coworker affects employee's interpersonal closeness to that person and, in turn, affective organizational commitment (AOC). A first correlational study examined these possibilities in an employed student (1a) and general employed (1b) samples. Perceived memory by both bosses and coworkers was a significant predictor of closeness to the boss or coworker and, in turn, of AOC. The indirect effect of perceived memory on AOC was stronger for boss memory than coworker memory, but only when memory ratings were supported by specific examples of memory. Study 2 provided additional support for the direction of effects posited in Study 1 using vignettes depicting memory and forgetting in the workplace. Overall, these findings suggest that perceptions of boss and coworker memory have an effect on employee's AOC through interpersonal closeness, and that this indirect effect is stronger for boss memory. [ABSTRACT FROM AUTHOR]

Community-based organizations (CBOs) serving older ethnic minority adults, especially older immigrants, are vital to satisfy their complex social, health, and behavioral health needs. This study uses organizational theories and a case study approach to examine how the organizational responses to the multifaceted impact of the COVID-19 pandemic and progress beyond the pandemic-related responses. Four CBOs serving older Chinese immigrants in New York City were examined. Results indicate that driven by unmet psychosocial needs of older Chinese immigrants and public health measures, CBOs modified practice protocols and established (or strengthened) collaborative relationships with medical providers and other CBOs. COVID-19 responses include CBOs' transformations in organizational structures (e.g. collaboration) and operational activities (e.g. telehealth). Successful transformations of CBOs were primarily due to prior adaptiveness to integrated care reform and assured needed resources before the pandemic; the transformation reflected orderly organizational progress rather than a temporary management strategy. PRACTICE POINT: CBOs modified practice protocols, established (or strengthened) collaborative relationships, and increased service coordination to address the unmet psychosocial needs of older Chinese immigrants and public health measures. Amidst evolving pandemic-related challenges, community-based organizations (CBOs) fostered collaborative partnerships and provided integrated care services, playing a crucial role in addressing the mental health needs of older immigrants during the COVID-19 pandemic. Organizational theories explain CBOs' adaptive behaviors during the pandemic, as they provided essential services to vulnerable older immigrants while navigating normative and coercive pressures to meet evolving needs and secure funding. [ABSTRACT FROM AUTHOR]

This study investigates the influence of Bureaucratic, Supportive, and Innovative organizational structures on Consideration and Initiating Structure leadership behaviors. The study comprised survey of 261 purposively sampled social workers employed in Kuwaiti governmental social organizations. The Organizational Culture Index (OCI) and the Leader Behavior Description Questionnaire (LBDQ) were used for data collection, and Structural Equation Modeling was used to examine these relationships. The results of this study demonstrate that Bureaucratic cultures significantly affect both the Consideration and Initiating Structure behaviors. Moreover, Supportive organizational culture predicts Consideration, whereas little evidence is found to support if Innovative Culture has any impact on Consideration or Initiating Structure. PRACTICE POINTS: The predominant organizational culture of governmental social work organizations in Kuwait is Bureaucratic. Unfortunately, a smaller number of organizations exhibit a Supportive culture. Above all, the empirical evidence concerning these issues in the context of Kuwait is thin. Most organizations with bureaucratic cultures have leaders whose behavior have either Consideration or Initiating Structure. Those within Supportive cultures demonstrate behaviors associated with Consideration. Administrators in social work settings should promote Innovative and Supportive cultures instead of the predominant Bureaucratic cultures, thus enhancing the workplace environment with team-focused, people-oriented, encouraging, and trustworthy leadership behaviors. [ABSTRACT FROM AUTHOR]

Sexual Assault Response Teams (SARTs) are community-based, multidisciplinary interventions that strive to coordinate the response to sexual assault. SARTs consist of sexual assault responders (e.g., rape crisis advocates, police, forensic examiners/Sexual Assault Nurse Examiners, and prosecutors) and seek to increase responder collaboration to improve survivors' help-seeking experiences. There is a lack of empirical research examining factors underlying SARTs' goals and what leads communities to form SARTs. Therefore, this study sought to examine the goals and motivations present in SART development using a multiple-methods approach with a national random sample of n = 172 SARTs. Exploratory factor analysis (EFA) was used to examine factors underlying SART goals, and qualitative thematic analysis was used to explore what motivators drove SART formation. Both qualitative and quantitative analyses underscored the importance of improving the accessibility and quality of services, improving the treatment of survivors, and increasing responder collaboration. The qualitative findings offered additional insight into the importance of community education and various community contextual factors (e.g., funding and policy requirements) that influence SARTs. Findings inform future research and practice on SART goals and functioning, such as how SART goals may relate to team structure, effectiveness, and capacity-building opportunities. [ABSTRACT FROM AUTHOR]

This article explores whether the statutory key person policy can mediate children's experience of fragmentation due to a variety of transitions in the English Early Childhood Education and Care (ECEC) sector. I explore the policy enactment in the context of another statutory requirement, the staff:child ratio, and against the backdrop of a fragmented and neoliberal ECEC system. Data are from interviews with staff in three ECEC settings and publicly available Ofsted reports. I conclude that the contemporary understanding and practice of the key person policy is less likely to address all challenges of fragmentation experienced by children. The interplay of various patterns of attendance, complex staff rotas, and the requirement to stay in ratio impacts on the ability to offer continuity of care. I suggest ways to reduce the fragmentation experienced within the existing policy framework. [ABSTRACT FROM AUTHOR]

Centre‐periphery relations have constituted a paradox for the English National Health Service (NHS) since its creation in 1948. Is it a top‐down national service organised locally, or a bottom‐up arrangement of local health systems managed nationally? North West England provides a regional case study which traces the changing organisational, relational and spatial dimensions of the intermediate tier. These reposition centre‐periphery tensions. In foregrounding, situating and conceptualising region in these terms, I offer new insight into existing narratives and centre‐periphery relations in the NHS. [ABSTRACT FROM AUTHOR]

Prominent judges and scholars have long challenged the use of legislative history in statutory interpretation. Critics point to the privileged role that supposedly unrepresentative committee chairs play in the production of legislative history and a perceived inability to aggregate individual lawmakers’ intentions. These features, the argument goes, cast doubt on the reliability of committee reports, floor speeches, and the like as windows into congressional intent. This critique even comes with a pithy framing: using legislative history to interpret statutes is misguided because “Congress is a ‘they,’ not an ‘it.’” This widely adopted expression, although appropriate in previous congressional epochs, no longer reflects reality. Drawing on analysis of nine decades of congressional data, a detailed accounting of organizational changes on Capitol Hill, and case studies of bills passed in different eras, this Article synthesizes a set of developments that, taken together, greatly improve the signal quality of legislative documents. In brief, producers of legislative history in the contemporary Congress operate as agents of cohesive coalitions; the majority party selects them for these roles based on their orthodoxy, then decides to engage them to draft some bills and sideline them for others. In light of these developments, it is time for courts to inter the widespread view that legislative history cannot shed light on an enacting coalition’s collective will. In its place, this Article presents a new paradigm: when determining whether to consult legislative history, judges must consider Congress’s structure and procedures at the time of the relevant statute’s enactment. For laws enacted in recent decades, the conditions are such that legislative history evinces legislative intent. [ABSTRACT FROM AUTHOR]

The growing literature on meeting science has begun to offer numerous best practices for designing and facilitating team meetings. However, similar considerations are limited for meetings that take place within multiteam systems (MTSs). These MTSs require meetings to occur both within and between teams to achieve both proximal and distal goals. Accordingly, the unique attributes of and challenges faced by MTSs may impact meeting inputs, processes, outcomes, and performance in these complex systems. In this review, we integrate core theoretical and empirical evidence from the meeting science, teaming, and MTS literature to inform the development of key propositions. Specifically, these propositions address how the design, facilitation, and effectiveness of MTS meetings may be influenced and impacted by core linkage attributes of MTSs. We conclude with a discussion of theoretical and practical implications as well as of future avenues for research that further explores and refines our understanding of meetings in MTS contexts. Plain Language Summary Title: Towards an Understanding of Multiteam System Meeting Design, Facilitation, & Effectiveness Plain Language Summary: Multiteam systems are unique organizational structures where at least two teams must cooperate to achieve interdependent goals. MTSs face unique challenges that come along with the need for between- team and within-team collaboration in complex, dynamic environments. Meeting science has contributed theoretically-informed research to provide best practices in meeting design and facilitation. However, there is a lack of research considering meetings that occur within the MTS context, and involve members from multiple teams. The current effort draws conclusions based on existing research from the meeting, teaming, and MTS sciences to generate theoretical propositions regarding MTS meeting issues that are in need of further exploration in future research. Overall, this review provides a foundation to begin understanding how MTS attributes may uniquely impact meeting facilitation, design, and effectiveness in such systems. [ABSTRACT FROM AUTHOR]

BACKGROUND: A well-defined and clear procedure is a key factor supporting return-to-work and enhancing collaboration and understanding between employers and employees. The adaptation of the Tool for Support-Gradual Return to Work, TS-GRTW, addresses relevant cultural aspects valuable for wider adoption. OBJECTIVE: develop a Swedish version, the GRTWswe, for implementation and integration into the Swedish labor market's RTW process. This involved translating, culturally adapting, and assessing the appropriateness and utility. METHODS: In the initial step, a double back translation was performed to create an initial translated version. This version was then utilized in individual consultations, accompanied by an agreement questionnaire. For the subsequent step, group consultations were held to refine and customize the tool to suit the Swedish context. Ten occupational therapists completed the questionnaires, with mean agreement scores surpassing three on a four-point scale. Out of these, nine participated in group consultations. RESULTS: The findings suggest the requirement for specific modifications to the GRTWswe. These adaptations are essential because of cultural differences in organizational structures and reference frameworks. Moreover, participants unanimously agreed to broaden the scope of target groups, encompassing employees without regard for diagnosis and expanding the range of professions that can utilize this tool. This step aims to enhance the tool's applicability and usefulness. CONCLUSIONS: The study found strong alignment between questionnaire responses and group consultations outcomes, affirming the adapted tool's suitability for use in a Swedish context. The tool benefits employers and employees by enhancing communication, encouraging collaboration, and structuring processes, promising lasting improvements to work conditions. [ABSTRACT FROM AUTHOR]

Although research on open collaboration for innovation has generally focused on the voluntary participation of individuals who are not strictly governed by formal authority concentrated at higher levels of organizational hierarchy, more recent studies highlight the importance of exploring how their tasks should be organized to enhance performance outcomes. This study extends this line of work by conceptualizing polyarchy as a decentralized decision-making structure that directs how core members of a project team screen a large collection of novel ideas generated by team members, and empirically examining whether and how polyarchy affects task completion time. In the context of online projects for open-source software development at GitHub, we find that a polyarchical decision-making structure reduces task completion time. Closer examination also shows that this positive effect on decision-making speed becomes stronger when tasks are explorative rather than exploitative in nature. Implications for open, distributed models of innovation and nontraditional forms of decision-making structures are discussed. [ABSTRACT FROM AUTHOR]

In this study, we investigate how production Cooperatives with a Sharing Economy Business Model (CSE‐BMs) foster innovations in structurally weak rural places. Taking a place‐based social capital perspective, we argue that the strength of CSE‐BMs in developing process, service, product, and social innovation lies in their ability to reconfigure shared resources across communities and actors located on different levels of power and with different access to resources. Empirically, we reconstruct the mobilization and reconfiguration of shared resources across the network in an in‐depth case study of a CSE‐BM in rural Greece. We find that CSE‐BMs can mobilize resources across the network by offering value propositions that stakeholders regard as credible because decision‐makers show attachment to the place. To realize sufficient value for members to sustain their contributions to the CSE‐BM, product, service, and process innovations are complemented by social innovations. Mobilizing and reconfiguring shared resources across different interest groups unleashes the innovative potential of CSE‐BMs but causes tensions between different mindsets at the same time. Cooperatives offer an organizational structure to turn these tensions from a threat into an opportunity for innovation. Our findings contribute to the Sharing Economy Business Model (SE‐BM) literature on typology building and the construction of ideal types. We also advance the SE‐BM debate by shedding light on the potential of cooperative forms of organizing collaborative production in the sharing economy. Practically, we contribute to the discussion about the importance of physical vs. digital platforms as intermediaries in SE‐BMs. [ABSTRACT FROM AUTHOR]

The literature on open innovation (OI) has mainly been focused on the 'bright side' of OI, thus neglecting the limits of OI implementation influencing innovation processes during organizational change. It requires to develop a better understanding about the limits of OI. Therefore, this study explores the limits of OI during organizational change and provides approaches that drive firms to offset these limits. The empirical analysis is based on an in‐depth single case study and data was collected through semi‐structured interviews with the representatives engaged with Partner Campus – an OI initiative developed by a multinational manufacturing company. We have found that during the change process of adapting collaborative and absorptive capabilities, and developing organizational readiness, several internal and external challenges limit the company's drive to open up. Internal challenges arise when organizations start the change process in unfreezing stage. The traditional organizational culture and structure challenge incumbent firms to break the existing silos and utilize knowledge and resources effectively for OI implementation, hindering intra‐organizational collaboration. While external challenges arise when organizations transform their endeavors across organizational boundaries and collaborate with external stakeholders. When firms lack knowledge integration and technological capabilities, OI creates collaborative complexity given the magnitude of involved diverse actors and activities at different levels, which challenges the organizations to maintain the longevity of OI practices, resulting in several risks that limit firms to open up. However, we have identified the capabilities and actions that firms can take to strengthen a collaborative environment by counterbalancing these challenges. We contribute to the literature on OI by identifying and assessing the limits of OI, embedded in the organizational change process, that hinder organizational drive for OI. We also contribute to organizational change literature by identifying specific changes related to organizational processes, structure, and culture, and outlining approaches that can support a smooth transition. [ABSTRACT FROM AUTHOR]

Background: This study investigated the perceived barriers and potential facilitators for culturally sensitive care among general practitioners in Flanders. Understanding these dynamics is crucial for improving healthcare quality and equity. Methodology: Twenty-one in-depth interviews were conducted with Flemish GPs. Braun and Clarke's reflexive thematic analysis was employed to develop and interpret themes that elucidate shared underlying meanings and capture the nuanced challenges and strategies related to cultural sensitivity in healthcare. Results: Two core themes were generated: GPs' uncertainty and opposition. These themes manifest in emotional responses such as frustration, miscomprehension, and feelings of helplessness, influencing relational outcomes marked by patient disconnect and reduced motivation for cultural sensitivity. The barriers identified are exacerbated by resource scarcity and limited intercultural contact. Conversely, facilitators include structural elements like interpreters and individual strategies such as engagement, aimed at enhancing GPs' confidence in culturally diverse encounters. A meta-theme of perceived lack of control underscores the challenges, particularly regarding language barriers and resource constraints, highlighting the critical role of GPs' empowerment through enhanced intercultural communication skills. Conclusion: Addressing GPs' uncertainties and oppositions can mitigate related issues, thereby promoting comprehensive culturally sensitive care. Essential strategies include continuous education and policy reforms to dismantle structural barriers. Moreover, incentivizing culturally sensitive care through quality care financial incentives could bolster GP motivation. These insights are pivotal for stakeholders—practitioners, policymakers, and educators—committed to advancing culturally sensitive healthcare practices and, ultimately, for fostering more equitable care provision. [ABSTRACT FROM AUTHOR]

\nPRACTICE POINTSThis study examined the impact of organizational structure on worker well-being in victim services in Canada. With data collected from 915 survey respondents, 24 semi-structured interviews, and 19 focus group participants, we found that although there are many aspects that negatively affect worker well-being (e.g. lack of funding, inadequate compensation, understaffing, large caseloads), positive aspects helped ameliorate the negative (e.g. a positive team environment, support from supervisors, flexibility and autonomy within the position, and witnessing client resilience). Given the increases in workload and stress stemming from the COVID-19 pandemic, it is essential to understand the current landscape of worker well-being. Aspects of the job that are associated with increased satisfaction include workers’ relationships to direct colleagues, working conditions, and relationship to direct supervisor.Aspects of the job that are associated with decreased satisfaction include limited chances of moving up in career, compensation, and how demanding the job is.Some factors are beyond the organization’s control, but there are some that employers could easily implement: provide adequate support and guidance to staff; allow flexibility in scheduling, tasks, and work location; transparency about how decisions are made; include workers in decisions that affect them; provide opportunities for professional development; remind workers that they are valued and appreciated; and avoid neoliberal approaches to self-care.Aspects of the job that are associated with increased satisfaction include workers’ relationships to direct colleagues, working conditions, and relationship to direct supervisor.Aspects of the job that are associated with decreased satisfaction include limited chances of moving up in career, compensation, and how demanding the job is.Some factors are beyond the organization’s control, but there are some that employers could easily implement: provide adequate support and guidance to staff; allow flexibility in scheduling, tasks, and work location; transparency about how decisions are made; include workers in decisions that affect them; provide opportunities for professional development; remind workers that they are valued and appreciated; and avoid neoliberal approaches to self-care. [ABSTRACT FROM AUTHOR]

AbstractBackgroundAims/objectivesMaterials and methodsResultsConclusions and significance\nIMPLICATIONS FOR REHABILITATIONOccupational therapists have long been recognized for their expertise in welfare technology use, particularly in the context of dementia care. Despite this advanced training, however, there is often a gap between their knowledge of available technologies and the frequency with which they recommend these tools to individuals with dementia.This study explores the perspectives of occupational therapists on the recommendations of welfare technologies for individuals with dementia.A survey was created with the assistance of an expert group in a Swedish municipality. The survey consisted of 26 questions (demographics, background/workload, perceptions of welfare technologies, accessibility/information and knowledge on how and when to use, and initiation of contact and recommendation frequency) and was distributed to 60 occupational therapists within the selected municipality. We received a total of 29 responses. The responses were then analyzed qualitatively for meaningful insights across various themes. Using an encoding scheme, a statistical analysis of the responses was performed to uncover potential trends in the distribution of the responses.Results indicate positive perceptions of welfare technologies by occupational therapists, but a low frequency of recommendations for individuals with dementia.Based on the results, we find it important to advocate for more educational opportunities for occupational therapists regarding welfare technologies and improved organizational structures that promote their understanding and ultimately benefits of recommending welfare technologies to individuals with dementia.Occupational therapists generally hold positive perceptions of welfare technologies. However, this positivity does not correlate with the frequency of recommending these technologies to people with dementia and their relatives.Time seems to be a factor potentially hindering occupational therapists’ engagement in further educational opportunities.Contact with occupational therapists typically begins at a moderate level of dementia, which may impede the utilization of welfare technologies by people with dementia and their relatives.Despite their positive perceptions of welfare technologies for people with dementia, occupational therapists maintain a conservative approach, resulting in a low frequency of recommending these technologies.Occupational therapists generally hold positive perceptions of welfare technologies. However, this positivity does not correlate with the frequency of recommending these technologies to people with dementia and their relatives.Time seems to be a factor potentially hindering occupational therapists’ engagement in further educational opportunities.Contact with occupational therapists typically begins at a moderate level of dementia, which may impede the utilization of welfare technologies by people with dementia and their relatives.Despite their positive perceptions of welfare technologies for people with dementia, occupational therapists maintain a conservative approach, resulting in a low frequency of recommending these technologies. [ABSTRACT FROM AUTHOR]

Background: Nurses form the frontline of the healthcare system's response to both epidemics and pandemics, and this was especially the case during the novel coronavirus disease (COVID-19) pandemic. Although the influence of COVID-19 on nursing roles has attracted interest, there is no integrated knowledge of nurses' roles and experiences in primary health care settings during the COVID-19 pandemic. Thus, this study identifies the roles and experiences of nurses in primary health care during the COVID-19 pandemic. Methods: A scoping review study design and the Joanna Briggs Institute methodology were used. The study searched five electronic databases (PubMed, CINAHL, EMBASE, Scopus, and PsychINFO) and included studies published in English from March 2020 to June 2023 that focused on the roles and experiences of nurses (participants) during COVID-19 (concept) in primary health care settings (context). Results: Fourteen articles were selected for review, involving a total of 1,487 nurses as study participants. The various roles undertaken by nurses in primary health care settings were categorized as comprehensive care providers, supporters and empowerers, coordinators and collaborators, information navigators, and change agents. Challenges and strategies are multilevel intrapersonal, interpersonal, organizational, community, and societal issues, but are not mutually exclusive. Conclusions: The pandemic-induced challenges revealed primary health care nurses' vital and indispensable roles and resilience. They also fostered a heightened awareness of technological influence on the progression of primary health care in the current milieu. Policymakers and healthcare organizations need to integrate primary health care nurses' expanding and emerging roles within the scope of practice, ensuring their effective implementation without excessive regulatory constraints. This study emphasizes the importance of developing multilevel interventions to address the support needs of primary health care nurses through a system-based approach. Building a strong infrastructure to support nurses' self-care, offering continuing professional development opportunities, and securing official government recognition will be essential for enhancing the resilience of primary healthcare nurses in preparation for future, potentially devastating pandemics. [ABSTRACT FROM AUTHOR]

Objective: Respirator medical evaluations are an important component of occupational health practice. Concepts and practices were established 25-50 years ago. Method: We suggest analysis and discussion of three areas warranting update. Results: a) Shift from disease-based decisions to evaluating the following 12 specific domains: cardiopulmonary, sudden change in condition, thermal, work interference, exacerbating existing condition, donning/doffing, dermatologic, proper utilization, fit testing interference, cultural/religious, arms/legs, and subjective responses. Two distinct evaluation processes are advised--"algorithmic" for the frequent straightforward evaluations and "specialist" for the more complex. b) Acknowledging the importance of subjective responses and clarifying the underlying causes--external stimulus, sensation, perception, interpretation, acceptability, and emotional response. c) Optimizing the organizational structures by explicitly defining the scope of evaluations, modifying the sequencing of assessment, and specifying qualifications of clinicians performing assessments. Conclusions: Reassessing respirator medical evaluation methods is needed. [ABSTRACT FROM AUTHOR]

The article focuses on the necessity of transdisciplinary collaboration and data sharing to enhance athlete health and human performance in elite sports. Topics include the importance of integrating diverse expertise, the role of data analytics in performance improvement, and strategies for fostering effective teamwork across disciplines.

Background: This state-of-the-art (SOTA) review aimed to understand the historical, current and future of rural community palliative care services (PCS) with a primary focus in rural southern Minnesota communities and the United States. Methods: This review followed the six step SOTA systematic review process described by Barry et al (2022) and examined articles from 2010–2023 regarding rural PCS. Results: Historical and current research consistently supported the benefits of PCS and reported the top facilitators as a clear definition of palliative care and PCS. The top barriers included a lack service provision, funding/resources, national policies/regulation, and shortages of trained providers in rural communities. Conclusions: Barriers to the provision of PCS have not improved based on this review in rural areas and must be addressed to reduce healthcare disparities for rural populations. [ABSTRACT FROM AUTHOR]

Purpose: School-based telefacilitators are critical yet underresearched members of telepractice programs. They are the face of the telepractice program and are often telepractice champions in their communities. However, we have little research explaining the typical profile of telefacilitators, making it more difficult to identify personnel characteristics that contribute to the implementation of sustainable telepractice programs. The purpose of this study was to describe the typical profile and preparation of school-based telefacilitators for physical, occupational, and speech therapy in the United States. Method: A cross-sectional survey gathered 21 telefacilitator responses about their primary job title, preparation, confidence, and basic demographics. Survey recruitment followed an adaptive sampling method with three phases: stratified random sampling, purposive sampling, and targeted convenience sampling. Results were analyzed using frequency counts and descriptive statistics where appropriate. Results: Most respondents held the primary job title of paraprofessional, but a diverse range of titles were reported, including superintendents and directors of special education. Half of the respondents received various methods of formal training for the role, whereas the other half were self-taught. Overall levels of confidence in job performance were high, yet self-taught telefacilitators felt that lack of training negatively impacted their performance. Most respondents had a bachelor's degree or higher. Conclusions: There is a high degree of variability in the profile and preparation of telefacilitators. Inconsistency in terminology and lack of agreed-upon job responsibilities are significant barriers to studying the role of telefacilitators and the ability to plan telepractice staffing needs adequately. Clinical implications and opportunities for future investigation are highlighted. [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]

Distributed leadership has become one of the most popular and important leadership models in the West, particularly in the field of education. However, both theoretical and empirical research into distributed leadership in the Chinese Higher Education context is rare. This dearth of literature on the subject has motivated the authors to carry out a research project focusing, from a Chinese perspective, on distributed leadership at the departmental level in one Chinese university. This article aims to determine the extent to which leadership is distributed at the departmental level, and the mechanism of leadership distribution in the Chinese context through the perceptions of Chinese Heads and other members of their departments. By conducting mixed methods research, which comprises questionnaires followed by semi-structured interviews, the findings of this study suggest that although the organizational structure is primarily hierarchical, leadership has been distributed to some extent within the departments. Leadership responsibilities are distributed mainly through formal distribution, and also through other top-down approaches, such as pragmatic and incremental distribution, implying the beginning of the practice of distributed leadership. The findings also suggest that leadership in this Chinese context is distributed through allocative practice, which is seen as more appropriate for centralized contexts. [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]

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]

ABSTRACT The scarcity of evidence on how supervision in the child protection system (CPS) is developed, specifically in residential care, calls for further research on this issue. The aim of this study is to provide new insights on staff perceptions in residential care about supervision's strengths, opportunities, threats and weaknesses, as well as their conceptions about the impact of supervision in this context. A total of 94 professionals (Mage = 28.20, SD = 12.21) participated in this qualitative study. Participants completed an online survey consisting of six open‐ended questions and a sociodemographic questionnaire. Qualitative content analysis was performed using MAXQDA software and descriptive statistics using IBM SPSS. Participants perceived that supervision provided knowledge and interpersonal skills, allowing staff to receive support and guidance. Obtaining an external perspective was highlighted as a significant value of supervision, and the main constraints were related to economic and labour demands. Participants considered that supervision positively impacts mainly staff performance and the quality of intervention, with only residual references to the impacts on children or on the organizational structure. These findings can inform policies and practices aimed at improving supervisory mechanisms and structures. Changes in the recruitment and selection of supervisors, as well as guidelines outlining the roles and functions of supervision in care settings, are required. [ABSTRACT FROM AUTHOR]

The graph parameter domination is considered perhaps one of the fastest-growing areas in graph theory since the fundamental efforts of Berge and Ore in 1962. The domination number of a graph may be determined using the parameter neighbor-component order connectivity which is defined as the minimum number of nodes such that removing these nodes and their adjacent neighbors ensure all remaining components have order less than some given threshold value. Given a threshold value of one, the neighbor-component order connectivity of a graph is equivalent to the well-known parameter domination number of the graph. The problem of computing the domination number of an arbitrary graph is NP-hard, and computing neighbor-component order connectivity of a graph for an arbitrary threshold value is also NP-hard. We will look at the organizational structure of a unicycle graph which aids in modeling the vulnerability of a communication network. In order to assess the vulnerability of this network, we present a polynomial algorithm for computing the neighbor-component order connectivity of a unicycle. We also note that this algorithm covers the case of a threshold value of one and offers an algorithm for the domination number of the unicycle. [ABSTRACT FROM AUTHOR]

This article discusses the findings of a new qualitative study conducted in 28 European countries, examining barriers to cultural participation as perceived by representatives of organisations of people with disabilities. The study explores barriers operating in all art-forms as well as in cultural heritage, and it encompasses participation of people with a broad range of disability types both as audiences and as creators of culture. The article evidences that a range of interlinked barriers are commonly perceived by people with disabilities in five areas – lack of effective laws and policies; inadequate services and/or funding; negative attitudes; lack of accessibility; and lack of involvement of persons with disabilities in cultural organisations. The article argues for more systematic approaches to enforcement of laws and policies, for greater knowledge about disability to be embedded within cultural organisations and policymaking, and for employment of people with disabilities at all levels within cultural sectors. Points of interest: This article presents research on participation by people with disabilities in cultural life (such as theatre, cinema, libraries, etc.) from 28 European countries. This research sought the views of people representing organisations of people with disabilities, of Deaf people and of organisations working on arts and disability. It found that several barriers to participation (as audiences and artists) exist in all countries considered and across all disability types. It identifies and categorises barriers operating in five areas – lack of effective laws and policies; inadequate services and/or funding; negative attitudes; lack of accessibility; and lack of involvement of persons with disabilities in cultural organisations. The research highlights the need for existing laws to be fully applied and enforced, and for good practice, where it exists, to be made more widely known. It also shows that cultural organisations and policy-makers need to acquire greater knowledge about disability. [ABSTRACT FROM AUTHOR]