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The standard of care for the treatment of chronic hepatitis B (CHB) is typically lifelong treatment with nucleos(t)ide analogs (NAs), which suppress viral replication and provide long-term clinical benefits. However, infectious virus can still be detected in patients who are virally suppressed on NA therapy, which may contribute to the failure of these agents to cure most CHB patients. Accordingly, new antiviral treatment options are being developed to enhance the suppression of hepatitis B virus (HBV) replication in combination with NAs ("antiviral intensification"). Here, we describe GS-SBA-1, a capsid assembly modulator (CAM) belonging to class CAM-E, that demonstrates potent inhibition of extracellular HBV DNA

Technological developments within advanced economies are impacting organisations and working lives. With the advent of ‘Industry 4.0’, Universal Basic Income (UBI) is being cast as a potential ‘buffer’—a social safety net—to the restructuring of organisations, jobs, and economies that are already underway. The Covid-19 pandemic is providing an additional impetus as governments instigate similar safety nets as employment falls in the wake of the virus. To date, much of the debate concerning UBI has taken place in disciplines outside the auspices of Human Resource Management with most commentary occurring within the spheres of economics and social policy. This conceptual study is one of the first within the human resource management (HRM) field to address the potential impacts of UBI on orientations to work and the management of employees. To do this, we focus on a central underpinning theory within HRM, the psychological contract and how this might be affected by its introduction. Finally, a research agenda is developed that provides options by which we might explore the implications of UBI for the practice of HRM when and if such schemes are implemented. © 2021 The Authors. Human Resource Management Journal published by John Wiley & Sons Ltd.

The post-Cartesian ‘material turn’ in management and organization studies understands that bodies are far more than vehicles that enable work to be undertaken, but are agentive actors in the constitution of work and working selves. This leads to the need for more empirically derived understanding of the agency of flesh in the performative corporealization of working, embodied selves. We met this challenge through adapting feminist, posthuman research methods for a study of the materialities and materialization of working bodies. The study takes forward Judith Butler’s and Karen Barad’s theories of performativity by reading them through each other, and introducing flesh as an agentive actor in each moment-to-moment move. In paying close attention to the speech of supposedly ‘dumb flesh’ we show how flesh resists its negation and itself imposes control on the worker. We coin the term ‘body/flesh’ and illuminate how bodies are active and agentive, constituting corporeal/izing working selves in somewhat unexpected ways.

Socialization, the transition from newcomer to embedded organizational citizen, is an inevitable feature of organizational life. It is often a painful and traumatic experience, but why this is so, and how its difficulties can be ameliorated, is not well understood. This article addresses this issue by developing a new person-centred model of socialization. We introduce the concept of kin-work, i.e. the replication of one’s first experiences of becoming part of a family, to explain how ‘successful’ socialization is achieved. Drawing on the methodology of memory work and psychoanalytical theories of object relations, we illustrate how entry into new jobs involves the unconscious re-enactment in adult life of the infant’s initiation into the family. On entry as a stranger to a new organization, one’s sense of self is fractured; processes of kin-work knit the pieces back together and one develops a sense of personhood and being at home. However, there is a sting in this tale: the homely contains its uncanny, unhomely opposite, so socialization is always ambivalent – one can never be at home in this place that feels like home.

Since the 19th century, much academic effort has been expended researching leadership. Bodies of theory have risen to dominance, proved unsatisfactory and been replaced by another generation of ultimately disappointing leadership thought. This repetitive pattern continues, so we ask what motivates this continuing, seemingly fruitless search? Focusing on researchers and not leadership per se, our analysis is inspired by two surprisingly complementary sources: psychoanalytical theory and Lewis Carroll’s epic nonsense poem, The Hunting of the Snark: An Agony in Eight Fits. Together they lead to a theory that re/search is motivated by unconscious desires to experience the transformational object—an ultimately unachievable search but one that unconsciously sustains the ever-growing field of leadership research. In contributing a new psychoanalytical theory of unconscious motivations that inspire our research, we also demonstrate the inspiration poetry may offer organizational researchers. We conclude by offering a ninth fit, which leaps into the void of future thought and finds that the leadership Snark was, in fact, a Boojum.

Water availability and use are increasingly critical factors determining the resilience and vulnerability of communities in the Western United States (US). Historical water availability and use in the state of Idaho is synthesized by considering the biophysical drivers of climate and surface runoff alongside human drivers of land-use, hydrologic engineering and state water management and policies. Idaho has not experienced chronic water scarcity in the last half century, particularly in comparison to neighboring states to the south. An outlook of water availability and use in Idaho for the next half century is developed that accounts for projected changes in population and climate. The magnitude of annual runoff is not expected to change substantially across much of Idaho, yet the timing of surface water availability is likely to change due to earlier snowmelt and reduced summer surface water availability. We posit that Idaho is well positioned to make institutional and policy decisions that secure its own water resources in the face of changing environmental conditions and resource-based water demands.

Much of the world’s agricultural lands are projected to face hydrologic and climatic changes that will lead to water scarcity and corresponding food insecurity. The emergent response of complex social-ecological systems to change requires rapid response and tailored solutions. Top-down responses without room for local self-organization may fail to implement effective solutions, yet self-organization alone may be too slow to respond in a period of rapid change and may lack the accountability necessary in the management of a public resource such as water. This research relies on concepts of governing complexity to assess the role of local self-organization nested within formal institutions in developing adaptive solutions to conflict involving irrigated agriculture in Idaho’s Upper Snake River Basin. While formal institutions have provided a framework, steering, and resources for local action, the organization of water users dependent on the resource plays a large role in the ability of the region to adapt to water supply disturbances, highlighting the importance of local capacity within an umbrella of governmental steering to respond to rising water resources issues in semi-arid regions.

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This special issue of Management Learning on ‘Writing Differently’ builds on a groundswell of resistance to ‘scientific’ norms of academic writing. These norms are restrictive, inhibit the development of knowledge and excise much of what it is to be human from our learning, teaching and research. Contributors to the special issue explore how, released from these restrictions, it is possible to touch vulnerable flesh and invoke new political and ethical practices. Through changing our norms of writing, we explore different modes of learning and change how and what we teach. By bringing the previously excised vast hinterlands of life and lives to the fore, we create the intellectual space to engender new ideas as well as more collaborative forms of learning. In so doing, we foster alternative conversations as to how we might constitute new, highly ethical and humanitarian organisations.

Careful allotment of water resources for irrigation is critical for ensuring the resiliency of agriculture in semiarid regions, and modernizing irrigation technology to minimize inefficient water losses is an important tool for farmers and agricultural economies. While modernizing irrigation technology can achieve reductions in the nonbeneficial use of water, such as bare soil evaporation and nonconsumptive losses, water returned to the landscape is also reduced, often eliminating flow paths that other users rely on. In basins using a combination of surface and groundwater, replenishing aquifer storage by the managed aquifer recharge (MAR) of seasonally available water can mitigate the aquifer drawdown that results from reduced recharge when irrigation efficiency is improved. We examine the effects of MAR on the system-scale efficiency of modernizing irrigation technology and the resulting changes in the reuse of nonconsumptive losses, using a macroscale hydrologic model applied to the semiarid upper Snake River basin (USRB) of western Wyoming and southern Idaho, USA. Irrigation technologies were represented explicitly in the model, and available data informed baseline parameterizations of the irrigation technology. A suite of parameterizations were simulated that updated the existing technologies to be more efficient, both with and without sufficient MAR to cause a stabilization of the aquifer at the present-day head. As expected, simulated changes in irrigation technology resulted in greater downstream export of pristine water and a higher rate of aquifer drawdown when MAR was not simulated. Under current water use and cropping patterns, we were not able to simulate aquifer stabilization and maintain discharge downstream at any level of irrigation efficiency. We found support for the hypothesis that, as efficiency improves, less MAR is required to maintain a stable aquifer than when return flows are reduced due to increased efficiency. To evaluate the hypothesis, we defined the management benefit as a metric that compared the difference between the change in irrigation's net recharge and the change in MAR required as irrigation technology became more efficient. The metric generally indicated that less MAR was needed than net recharge was lost, but only for the most efficient case did the management benefit exceed the MAR needed at the baseline to stabilize the aquifer. Increasing efficiency of irrigation technology reduced the reuse of the gross irrigation derived from prior nonconsumptive losses, but simulating MAR increased reuse for a given parameterization, leading to higher effective irrigation efficiency. We find that local groundwater storage that users depend on is generally more sensitive to management decisions than downstream flows, and the drawdown of the aquifer without MAR always exceeded any decrease in discharge induced by MAR. Improving resource sufficiency in semiarid systems like the USRB will require an array of solutions that will need to balance benefits to local and downstream users.

Objectives - Our aim was to provide an insight into professional challenges encountered by sports medics and scientists (SMSs) in elite sport organizations and illuminate the emotional labor required to navigate such challenges.Design - A semi-structured interview research design was used, and data informed the development of composite vignettes, a form of creative non-fiction.Method - Eighteen semi-structured interviews were conducted with sport and exercise psychologists (n = 6), physiotherapists (n = 5), strength and conditioning coaches (n = 5), one sports doctor and one generic sports scientist to facilitate data collection via guided reflection. An interpretive thematic analysis was performed, and key codes and themes were used to develop three composite vignettes.Results - The composites were based on participant accounts comprising three professional roles: (a) sport and exercise psychologist, (b) physiotherapist, and (c) strength and conditioning coach. The interplay between the factors affecting emotional labor in the SMS field (e.g., ethics, power, culture), the enactment of emotional labor (e.g., emotion regulation and observable expressions), and the outcomes (e.g., personal and professional) are illuminated in the vignettes.Conclusions - These data extend research on professional practice in SMS and emotional labor in three ways: (a) providing a novel theoretical contribution to explain emotional labor in professionally-challenging situations (b) examining the requirements for SMSs to enact emotional labor as part of their professional role and (c) building upon other innovative and rigorous forms of data representation that might be used as a pedagogical tool for reflection with students, trainees, and neophytes.

The aim of this manuscript was to investigate the emotional educational-training-practice gap in the professional formation of sport and exercise psychologists in the United Kingdom through the theoretical lens of emotional labor. Twenty semi-structured interviews were conducted with four participant groups: master’s students (n = 5), trainee (n = 5), neophyte (n = 5) and experienced sport and exercise psychologists (n = 5). Adopting an interpretiveepistemology, an abductive thematic analysis was conducted in relation to the participant groups recruited. Several overarching themes were identified in each participant group: (a) master’s students (emotional labor as theory, practice), (b) trainees (emotional labor to survive, a professional development tool), (c) neophytes (emotional labor as a new professional, self-care) and (d) experienced sport and exercise psychologists (emotional labor as a professional resource, lifelong learning). A synthesized list of applied recommendations to improve the professional formation of sport and exercise psychologists was developed based on the analysis. The themes extend sport and exercise psychology professionaldevelopment literature and we make recommendations for educators, professional associations and regulatory bodies with regard to: (a) bridging the emotional labor and experiential gap when transitioning between development phases via collaborative and innovative educational provision; (b) supporting the development of skills relating to the enactment of emotional labor, and; (c) considering support mechanisms for student/trainee/neophyte safeguarding and welfare issues as a result of the emotion-laden transactions in professional practice. The implications for future pedagogy, andragogy and research are discussed.

This study responded to recent calls for the investigation of employees’ responses to repeated organizational change events. Data were gathered via 20 semi-structured interviews with 10 employees from 2 organizations competing in English football's Barclays Premier League. The results indicated that employees responded to recurring organizational change in positive and negative emotional, behavioural, and attitudinal ways. The main positive response themes related to: resilience, learning, performance, challenge appraisals, and autonomy. The main negative response themes related to: trust, cynicism, organizational development, motivation, turnover, engagement, and commitment. The findings illustrate the value of exploring and monitoring employee responses to both single and repeated organizational change. Specifically, the data indicate increasingly deteriorating employee attitudes across change events, but also highlight the important role of cognitive appraisal for responses to each change event. The results are discussed in regard to implications for organizational change research and practice in dynamic contexts such as elite sport.

This paper seeks to understand leaders as material presences. Leadership theory has traditionally explored leaders as sites of disembodied traits, characteristics and abilities. Our qualitative, mixed method study suggests that managers charged with the tasks of leadership operate within a very different understanding. Their endogenous or lay theory understands leadership as physical, corporeal and visible, and as something made manifest through leaders’ material presence. This theory-in-practice holds that leadership qualities are signified by the leader’s physical appearance: the good leader must look the part. Actors consequently work on their own appearance to present an image of themselves as leader. They thus offer a fundamental challenge to dominant exogenous, or academic, theories of leadership. To understand the unspoken assumptions that underpin the lay theory of leadership as material presence, we interrogate it using the new materialist theory of Karen Barad and the object relations theory of Christopher Bollas. This illuminates the lay theory’s complexities and sophisticated insights. In academic terms it offers a theory of how sentient and non-sentient actors intra-act and performatively constitute leadership through complex entanglements that enact and circulate organizational and leadership norms. The paper’s contribution is thus a theory of leadership micro-dynamics in which the leader is materialized through practices of working on a corporeal self for presentation to both self and others.

The authors explore the was by which a journal paper came into being. In so doing, their stories expose the traditional narratives concerning research processes to be a hoax. The traditional model is of a linear, logical flow of ‘progress’ from idea to data collection, analysis and successful navigation of the journal review processes. The archaeology presented here highlights the happenstance, detours and patterns of life experiences that influenced, permeated and dictated its construction. Ultimately, the existence of ‘a journal paper’ is refuted. Instead, we propose a view of research, its careful construction and the writing it involves as a series of entanglements where research/lives/thoughts/bodies/homes/families collide and coalesce—underpinned and nourished by enduring friendships.

This article gives a rare account of the working life of a sports psychologist in the English Premier League, the elite division in English professional football. It shows how members of emerging professions such as sports psychology are a new precariat. John is more successful than many sports psychologists, but his job security is dependent on his continued ability to navigate managerial change: using his skills as a psychologist in the defence of his own employment but simultaneously keeping the (potentially sensitive) ‘psychology’ label of the work he does hidden until circumstances are propitious.

While organizational ethnographers have embraced the concept of self-reflexivity, problems remain. In this article we argue that the prevalent assumption that self-reflexivity is the sole responsibility of the individual researcher limits its scope for understanding organizations. To address this, we propose an innovative method of collective reflection that is inspired by ideas from cultural and feminist anthropology. The value of this method is illustrated through an analysis of two ethnographic case studies, involving a â pair interviewâ method. This collective approach surfaced self-reflexive accounts, in which aspects of the research encounter that still tend to be downplayed within organizational ethnographies, including emotion, intersubjectivity and the operation of power dynamics, were allowed to emerge. The approach also facilitated a second contribution through the conceptualization of organizational ethnography as a unique endeavour that represents a collision between one â world of workâ : the university, with a second: the researched organization. We find that this â collisionâ exacerbates the emotionality of ethnographic research, highlighting the refusal of â researchedâ organizations to be domesticated by the specific norms of academia. Our article concludes by drawing out implications for the practice of self-reflexivity within organizational ethnography. peer-reviewed

Accounting for homogenous action in seemingly apparent heterogeneous organizations is a research question that persists across prominent organizational studies literatures, and which have become more persistent and pertinent as organizations have become more global and diverse. To address how differing forms of relatively homogeneous solutions to practical problems arise from otherwise heterogeneous organizations, we develop a rhetorical framework that depicts the role of topoi, often understood as a theme or motif or literary convention, in an organization's rhetorical activity and facilitates the profiling of organizations according to how members use topoi as modes of meaning creation. We assert 10 propositions reflecting how members invent and legitimize functional meaning and demonstrate how such meaning can direct the organization toward different discursive paths.

Pediatric minimally invasive surgery (MIS) has grown immensely in the last two decades. From the development of smaller instruments, pediatric minimally invasive surgery is constantly evolving to best suit the needs of the littlest of patients. Here we discuss the pediatric MIS early experiences, challenges and hurdles, instrumentation details, insufflation pressures and child physiology, and pediatric robotic experience. The goal is to provide an overview of each topic, and in doing so, we hope to shed light on the gaps and needs that exist within pediatric minimally invasive surgery.

This chapter explores sport scientists’ and sport medics’ attitudes towards employment. Within the management and organization studies literatures, the study of worker attitudes to their employment has been a significant area of research for over sixty years. It is therefore curious to note the relative absence of this focus within the sport psychology field despite evidence – albeit from a different discipline – suggesting its centrality to experiences of work. Although it is not possible to give an accurate, contemporary account of the number of individuals employed within sport organizations, the number and the variety of roles offered have both risen steadily over the past few decades. For example, figures from the American Bureau of Labor Statistics estimate that approximately 138,700 people work in the spectator sport industry, an increase of nearly 10 percent since 2002 (Bureau of Labor Statistics, 2014) with the US sport industry predicted to grow by $145.3 billion between 2010 and 2015 (Belzer, 2014). In Australia, the 2011 census found that 95,590 people were employed in sport and recreation occupations, an increase of 17 percent compared to the 2006 findings (Australian Bureau of Statistics, 2011). Although comparable figures are not available for the UK context, the British Association of Sport and Exercise Sciences (BASES) – the professional body for sport and exercise science in the UK – has just over 2,000 members (BASES, 2015). A significant proportion of the BASES membership are students studying a range of sport science degrees with these programs having increased in the UK from around four in 1973 to over 100 in 2010 (Winter, 2010). Such figures highlight the growing and sustained attractiveness of careers within the sport context.

This article contributes to contemporary debates about the significance of emotions within Higher Education. Using a psychoanalytic lens we analyse the ways in which experiences of anxiety and tension are essential for learning. The anxiety associated with learning can stimulate meaningful and reflexive outcomes but ‘learning inaction’ [Vince, R. 2014. ‘What Do HRD Scholars and Practitioners Need to Know About Power, Emotion, and HRD?’ Human Resource Development Quarterly 25: 409–420] is also possible. In adopting a psychoanalytical lens we assert the agency of both learners and teachers in scholarly relationships and we draw attention to the emotions of educators as well as students. This has important implications for teacher education and academic formation activities.

Football, or soccer as it is known in the United States, is one area in which managerial positions are hugely volatile with what is often called a ‘merry-go-round’ of managers sacked for poor performance at their club and reemployed by another club. Not only does this practice often not increase performance but it is also very costly. Considering the nature of football, that is, the relatively high impact of chance on the rare events that goals are, and the high correlation between success and the wage bill, the influence of managers on performance is often over-estimated. However, potentially better preparation of future managers might help to increase competitive advantages. In this chapter, we are looking in depth at leadership in the context of football and the lessons we can draw for other contexts.

This article contributes an analysis of the use of experiential learning and reflection within a management education context where its use has received less attention: a learning environment dominated by the requirements of a professional body, where successful attainment of the qualification offered by the programme is linked with entry into the profession and to promotion within it. Using a psychoanalytic lens, this study shows the tension occurring between experiential learning methods and the ‘expert knowledge’ requirements of professional bodies. Tension is essential for learning but we argue that the consequences of it are uncertain and that it deserves more attention within the management education domain. We highlight the ways by which anxiety generated by this tension can stimulate meaningful and reflexive outcomes but our findings also indicate that ‘learning inaction’ (Vince, 2008) is also possible, particularly where tutors are unable to provide a sufficient ‘holding’ environment when anxieties arising from experience-based learning and expert knowledge demands become too hard to bear.

PurposeThis paper aims to explore the introduction of a new experience‐based learning process in the learning and teaching of human resource development (HRD) within a professionally accredited curriculum in a UK University.Design/methodology/approachAn action enquiry approach is taken, and qualitative data gathered over a full academic year from tutors and students are analysed to examine how those involved made sense of and learned about HRD.FindingsInfluences on the experience of an innovative HRD pedagogy are identified as: assessment processes and expectations; relationships and behaviours within the learning and teaching process; the experienced emotions of those involved; and the extent to which students feel clarity about what is expected.Research limitations/implicationsThe qualitative nature of the data and the focus on one particular UK institutional taught module limits the generalisability; in particular, the experience of full‐time students or those involved in courses that focus exclusively on HRD outside of UK are not incorporated.Practical implicationsAttention to assessment processes is an essential pre‐requisite to any pedagogic innovation, as is effective and transparent team‐working by tutors and careful thought about tutor behaviours in settings where experienced emotions and relationships directly affect the innovative process.Originality/valueThe inherent tension between the constructivist and exploratory HRD curriculum and the requirement for “performative clarity” in HRD pedagogy is explored. Experienced emotions and relationships are shown to mediate a student‐centred and critically reflexive HRD pedagogy, something that is currently insufficiently recognised in much of the literature.

You have to feel a degree of sympathy for Roy Keane and his managerial colleaguesin association football. While many occupying the manager’s position are certainly handsomely remunerated and enjoy a certain lifestyle, they are also subjected to intense media and stakeholder scrutiny with regard to their performance and associated decisions. The explosion of new media forms requiring football content witnessed in the 1990s and onwards was arguably intertwined with the resurgence of interest in the game – certainly within the UK – and one of the implications and outcomes of the increased media attention can be seen in the number of outlets given over to the expression of views (‘expert’ and punter alike) concerning all aspects of the game. To read the blogs, message boards and online media commentary, there is a sense that the sport is intensely known and knowable, but this is something football managers would certainly dispute.

Based upon an extended case study of Bolton Wanderers Football Club, this article argues that asset management strategies need to be accompanied by human resource management (HRM) practices capable of identifying, attracting, developing and retaining strategically valuable staff (as well as skilled players) with the requisite knowledge and abilities to enact asset maximization plans. The article concludes with a range of recommendations for consideration by the strategic apex of the football department, focusing on the role of HRM in creating and maintaining these approaches to securing sustained performance.

PurposeTo explain how an organization has been able to use seismic changes in its wider external environment to transform its performance without the need for radical internal restructuring or coercive forms of leadership.Design/methodology/approachThis paper utilises a three year case study from elite sport, an under‐represented sector in the management literature but one that offers a fascinating view of change.FindingsWhilst the change management literature typically emphasises dramatic and rapid coercive restructuring accompanying open‐ended environment change, this study found that known routines and historical ways of working existed alongside innovation, risk‐taking and learning; the paradoxical foundation upon which performance flourished.Research limitations/implicationsAlthough the dangers of single cases are noted, difficulties regarding access and comparability with other similar organizations prevented a similar degree of focus on multiple cases. Future research either within elite sports teams or other organizations facing similar environmental change is needed to extend and enhance the asset maximization model presented here.Practical implicationsThis analysis and the development of an asset maximisation approach questions the traditional processual or design‐based approaches towards managing change and argues for the capture and incorporation of business and strategic decision making within such accounts.Originality/valueThe paper is a rare account of change within elite sports. The asset maximisation approach developed within this case study illustrates how holistic value creation in turbulent times is achieved. As such, its conclusions will have much to offer organizations as well as academics interested in the management of change.

PurposeThe purpose of this article is to analyse the extent to which the CIPD's professional project can be successfully realised.Design/methodology/approachThe study is based on a two‐fold literature review that analyses the professional project with reference to nascent professions. This review is then applied to the CIPD's qualification scheme through a documentary analysis of four key components of it.FindingsAnalysis suggests that whilst a high degree of professional closure has been achieved, the concomitant rise in professional and organisational status sought by the CIPD has not and is unlikely to do so in the future.Research limitations/implicationsWhilst the arguments presented need further empirical study, our analysis suggests that the policy aims and initiatives advanced by the CIPD do not eradicate the tensions and ambiguities that have long characterised personnel roles.Practical implicationsThis analysis questions whether the CIPD's professional standards are yielding the business skills and knowledge needed to be an effective business partner; seeing the advent of individual chartered status as an implicit recognition of the standards inadequacies in equipping its students appropriately.Originality/valueThe paper contributes to knowledge in two areas: firstly, the difficulties faced by emergent professions in a wider political economy that has witnessed the erosion of professional power. Secondly, that the ambiguities faced when managing people in a capitalist market economy will not be resolved by recourse to the unitarist and managerial approaches seen in the CIPD's professional programme.

Using qualitative data drawn from one specific instance of workplace virtuality and emotion — the experience of delivering online seminars using `chat-rooms' — we explore how emotion was productively transformed through the use of virtuality in a teaching and learning setting, a workplace environment for thousands of academics. Using social constructivist and psychoanalytical theories of emotion, we discuss three emotional categories grounded in these data: 1) intimacy; 2) play; and 3) pride/shame, which were experienced in response to a range of student behaviours seemingly encouraged by the online seminar setting. We argue that the characteristics of virtuality as a medium of communication — namely the absence of the body, diminution of paralingual cues and removal of physical socio-spatial indicators–force a renegotiation of the 'feeling rules' that govern traditional classroom settings which in turn contributes to a more emotionally suffused teaching experience for online tutors. Given that the emotional experience of being an online teacher is notably under-theorized in the andragogic literature, our focus in this article is on the emotional implications of virtual teaching rather than virtual learning. We conclude by stating the need for further research into virtuality, emotion and teaching given the clear andragogical implications we discuss, the predicted rise in the use of virtual technologies as educational tools and the impact this may have on the emotional working lives of the academics who are called upon to mobilize them.

For clubs qualifying for the UEFA Europa League, participation generates a series of tensions. Football’s European governing body, UEFA, has provided generous financial rewards for those clubs, but with qualification comes additional pressures on playing squads which are often less able to deal with the performative demands of an extra competition, as they generally possess fewer financial resources compared with teams that regularly gain UEFA Champions League qualification. This paper evaluates these conflicting tensions.The study takes a detailed quantitative analysis of the associated costs and benefits for four Premier League clubs that have repeatedly participated in the Europa League over an eight seasons. The analysis demonstrates a positive financial benefit of participation, but this is only significant if the club progresses to the later stages of the competition and has a robust playing squad. Participation may also have further less tangible benefits.This research fills a gap in a lack of analysis based on reliable empirical data as to the impact of participation in this competition on clubs.

Objectives: To determine if medication reminding via smartphone app increases adherence to antidepressant medications in college students. Participants: College students (N = 57) enrolled at a state-funded institution who had a current prescription for an antidepressant and regularly used a smartphone device. Methods: Participants were randomized to either a reminder group or a control group. Both groups were asked to complete a survey and undergo a manual pill count at the beginning of the study and 30 days later. Results: There was a strong trend suggesting that the use of a medication reminder app was beneficial for adherence to antidepressant medication regimens. Factors influencing medication adherence in college students included health beliefs, use of illicit drugs, and type of professional care received. Conclusions: Use of a medication reminder may increase adherence to antidepressant medications in college students.

Purpose – This paper aims to investigate how sports science was institutionalised and rapidly deinstitutionalised within a Premier League football club. Institutional theory has been critiqued for its lack of responsiveness to change, but recent developments within institutional theory such as the focus on deinstitutionalisation as an explanation of change, the role of institutional entrepreneurs and the increasing interest in institutional work facilitate exploration of change within institutions. Design/methodology/approach – The authors deploy a longitudinal case study which ran from 2003-2011. Data was collected via observations, semi-structured interviews and through extensive literature reviews. Findings – Via this longitudinal case study, the authors illustrate that the antecedents of deinstitution can lie in the ways by which an institution is established. In doing so, they highlight the paradoxical role potentially played by institutional entrepreneurs in that they can (unwittingly) operate as agents of institutionalisation and deinstitutionalisation. Their study suggests that the higher the performance imperative within a field, the more likely the institution as a generic concept will be deinstitutionalised and the more likely to be appropriated and customised in order to gain inimitability and thus competitive advantage. Finally, the authors make an additional contribution by integrating the affective aspects of institutional work to their analyses; stressing the role played by emotions. Research limitations/implications – As with many case studies, the ability to generalise from one case, however detailed, is limited. However, it provides evidence as to the paradoxical role that can be played by institutional entrepreneurs – especially in highly competitive environments. Practical implications – The study suggests that the HR function has a potential role to play with regards to institutional continuity through a focus on leader and institutional entrepreneur succession planning. Originality/value – The paper makes an original contribution by highlighting both institutional and deinstitutional work within a single case. It highlights the paradoxical nature of institutional entrepreneurs in highly competitive environments and illustrates the importance of emotion to institutional maintenance and deinstitution.

How do researchers account for their interactions with participants when employing in-depth, ethnographic studies of organizations? In this chapter, instead of limiting ourselves to discussions of ‘reflexivity’, a common term among organizational ethnographers, we propose that ideas from the neighbouring field of psychosocial and psychoanalytic studies, particularly the concept of transference, can help us understand this relationship in more depth. This lens suggests that there is more going on in the research relationship than might appear on the surface; with unconscious and often hidden desires and reflections of past experiences marking the encounter between researcher and research participants. Drawing on these ideas from psychosocial studies, we propose a new method, ‘research affectivity’, for understanding self-reflexivity in the ethnographic engagement. In addition to contributing to contemporary studies of organizational ethnography, we add to specific debates within psychosocial studies on the development of research methods that draw upon this discipline.

INTRODUCTION My commentary is situated within my own field of expertise which lies within management and organization studies. This location leads me to be somewhat critical of Cruickshank et al.’s article because the authors took the decision to elide these literatures which I argue are foundational to a really nuanced, developed understanding of the phenomena explored in this study. My comments are restricted to three key areas: i) the issue of professional sports organizations being businesses and the implications of this for culture; ii) the exclusion of theory from management and organization studies literatures; and iii) a critique of methods.

Leadership studies have largely ignored the materiality of leadership, that is, the physical presence of leaders in interaction with followers. An emergent aesthetics of leadership points to ways o...

One of the most significant changes in contemporary organizations concerns the position of women who increasingly share as equals with men organizational spaces that were previously male dominated. This signals potential for changes in organizational ‘modes of existence’ and, especially, new possibilities for gendered identities. This paper explores some of the forms these new gendered identities might take. Using bricolage as its methodology, it highlights that organisational subjects now, firstly, move between gendered subject positions, so that (in our example) female subjects occupy masculine subject positions. More radically, perhaps, we argue that we can lapse out of awareness of gendered subjectivities. However, the male/female binary persists and this surprises us, sometimes painfully, back into gender. The paper argues the importance of the visual as well as the discursive in being surprised into gender.