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The purpose of this paper is to employ a case study of the Omeka content management system to demonstrate how the adoption and implementation of a metadata standard (in this case, Dublin Core) can result in contrasting rhetorical arguments regarding metadata utility, quality, and reliability. In the Omeka example, the author illustrate a conceptual disconnect in how two metadata stakeholders – standards creators and standards users – operationalize metadata quality. For standards creators such as the Dublin Core community, metadata quality involves implementing a standard properly, according to established usage principles; in contrast, for standards users like Omeka, metadata quality involves mere adoption of the standard, with little consideration of proper usage and accompanying principles.

The paper uses an approach based on rhetorical criticism. The paper aims to establish whether Omeka’s given ends (the position that Omeka claims to take regarding Dublin Core) align with Omeka’s guiding ends (Omeka’s actual argument regarding Dublin Core). To make this assessment, the paper examines both textual evidence (what Omeka says) and material-discursive evidence (what Omeka does).

The evidence shows that, while Omeka appears to argue that adopting the Dublin Core is an integral part of Omeka’s mission, the platform’s lack of support for Dublin Core implementation makes an opposing argument. Ultimately, Omeka argues that the appearance of adopting a standard is more important than its careful implementation.

This study contributes to our understanding of how metadata standards are understood and used in practice. The misalignment between Omeka’s position and the goals of the Dublin Core community suggests that Omeka, and some portion of its users, do not value metadata interoperability and aggregation in the same way that the Dublin Core community does. This indicates that, although certain values regarding standards adoption may be pervasive in the metadata community, these values are not equally shared amongst all stakeholders in a digital library ecosystem. The way that standards creators (Dublin Core) understand what it means to “adopt a standard” is different from the way that standards users (Omeka) understand what it means to “adopt a standard.”

Entrepreneurship is a source of innovation, job creation, and vibrancy for local and regional economies. As a direct result, there is a profound interest in creating an infrastructure that effectively encourages entrepreneurship and incubates entrepreneurial endeavors. Western State University has responded to this call by developing the Harvey Entrepreneurship Program, which is integrated in the Enterprise Residential College.The Harvey program provides a socially embedded experiential learning approach to entrepreneurial education. Faculty, students, entrepreneurs, and technical experts are drawn together in an environment that provides space for business incubators and an entrepreneurially focused curriculum. In this article, we present a case study in which we use qualitative research methods to explore the benefits and challenges of creating such a program.The delivery model that Enterprise Residential College provides for entrepreneurial education is examined through the perspectives of program administrators, faculty, and students. The findings reveal evidence that a residential college can form a powerful nexus of formal instruction, experiential learning, socialization, and networking to influence entrepreneurship. We discuss relevant findings that may aid others considering similar endeavors.

This paper aims to develop a hierarchical typology of trust elements for business‐to‐business trade among European companies in the food sector.

The paper integrates desk research literature study and a qualitative survey of food industry companies. An extensive literature review about inter‐organizational trust lays a foundation for designing a draft typology based on previous studies, with special attention paid to the influence of culture. Fine‐tuning and validation of the typology is achieved through an exploratory field study based on 18 qualitative in‐depth interviews with key informants in five EU countries, involving practitioners from the fresh fruit and vegetable, grain, meat and olive supply chains.

A detailed typology of trust is developed. Although it is highly specific to the food industry, it is designed to be neutral to culture and sector, thus allowing the identification of differences in culture when dealing with trust building elements in different sectors in the food supply chain.

Since the buyer's perspective is adopted in this paper, further research is needed to validate the typology on the seller side. The typology developed here must also be tested in practice, for instance within a descriptive research quantitative study, aimed at quantifying the relative importance of the different trust elements.

The typology stimulates the consideration of cross‐cultural or cross‐sector differences in the salience of trust attributes and its construction process confirms that reputation management is an extremely important determinant of success or failure. It can serve as a checklist for any company that is interested in improving its relationships with suppliers or buyers.

The paper adds to the body of knowledge about inter‐organizational trust, providing researchers with a useful tool for conducting experimental research on trust creation mechanisms.

The purpose of this paper is to test the relative contribution of work environment factors as well as individual difference variables on the degree of work interfering with family (WIF) and other mental health outcomes, namely, emotional exhaustion, life satisfaction, and family interfering with work (FIW).

Self‐report measures of the constructs of interest will be completed by a random sample of 539 health care professionals (Study 1: n=314; Study 2: n=128). In Study 1, it is hypothesized that work environment factors namely, work stressors and a supportive work environment characterized by perceived support from the supervisor, the organization, and co‐workers' supportive behaviors will be positively and negatively associated with WIF, respectively.

Findings document positive links between task‐related stressors and WIF and negative links between perceived support from the organization and WIF. In addition, both task‐related stressors and WIF are positive predictors of emotional exhaustion. In Study 2, the relative impact of two individual difference variables (i.e. time management and global self‐determination) on WIF and other mental health outcomes are examined, above and beyond the impact of the work environment factors. Task‐related stressors remainean important predictor of WIF and global self‐determination accounts for additional variance in this outcome variable.

Theoretical and practical implications that may guide future theory and research in this domain are discussed.

Findings from both studies provide insight as to potential sources, namely work environment factors and individual difference variables, which may accentuate or mitigate the degree of WIF.

The purpose of this paper is to present an overview of the conceptual frameworks and concepts with which the research on internationalization patterns of small and medium‐sized enterprises (SMEs) should be conducted.

A comprehensive overview of concepts and a conceptual framework to study internationalization patterns of SMEs is offered.

The complexities of existing definitions and methodologies for researching internationalization patterns are highlighted, and a synthesis of the issues is provided. An integrative model of internationalization pathways, and their antecedents and outcomes is presented.

It is recommended that future research focuses especially on the time dimension of internationalization patterns. Future research can contribute to the literature by adopting a longitudinal approach with larger samples and more detailed cases to capture the dynamics of internationalization.

Practitioners might map their positions, and look for challenges and opportunities with regard to their chosen internationalization pattern. They can also benchmark other firms’ pathways and fine‐tune their own approach to internationalization.

The paper integrates a large body of research in an important research area in international marketing. It also provides guidance on how to conduct future research in the area, and introduces the content of this special issue of the International Marketing Review.

Many countries have developed hospital-at-home (HAH) models to bring hospital services closer to home. Although some countries already have a long tradition of HAH for adults, paediatric HAH has been developed more recently. Specificities of paediatric care make it difficult to directly extend an adult HAH model to the paediatric population. The objective of this study is to compare the organisation of paediatric HAH in four countries: France, Australia (states of Victoria and New South Wales), the Netherlands and Belgium. Ultimately, lessons can be drawn for further development in the countries analysed and/or for implementation in other countries.

Legal documents and other grey literature were analysed to describe the legal context for the provision of paediatric HAH in the selected countries. In addition, semi-structured in-depth interviews were conducted with key informants from paediatric HAH organisations in these countries, addressing the following topics: historical background, legal framework, functioning of HAH models, workforce, number of services, profile of children, type of care activities, funding, coordination with other providers and quality of care. Results were reviewed by a content expert from the respective country.

Organisational differences were highlighted in terms of coordinating actor (hospital or home nursing care services), decision-making process, range of clinical conditions treated, territorial organisation, qualifications and expertise of the team members, medical expertise, financing, responsibilities, etc.

There is no single preferred model for the provision of HAH care for children. There is a large variety in almost all aspects of organisation. There are, however, also some common characteristics across the different models. Notably, paediatric expertise of nurses within the HAH team was considered indispensable in all programmes.

The purpose of this paper is to examine the relationship between gratitude and workplace friendship with affective well-being (AWB) at work amongst millennial employees. Specifically, it details the mediating effect of workplace friendship in explaining the linkages between gratitude and AWB at work.

This study used a sample of 272 millennial workers in this study. A survey invitation was sent out to all of the respondents through email. A 20-item job-related AWB (Van Katwyk et al., 2000) scale was used to measure AWB. Workplace friendship was measured using six-items of the workplace friendship scale (Nielsen et al., 2000) and gratitude was measured using McCullough et al.’s (2002) six-item gratitude questionnaire (GQ-6).

The study found that gratitude and workplace friendship enhanced workplace AWB among millennial workers. Workplace friendship functioned as a mediator, which delivered the effect from gratitude towards workplace AWB. Gratitude was found to positively predict workplace friendship and subsequently workplace friendship positively predicted workplace AWB.

Nurturing positive feelings at work through excellent psychosocial resources and healthy work friendships would improve millennial workers well-being. Henceforth, encouraging millennial employees to cultivate workplace friendships, can help the manager to enhance millennial employees’ feeling of belongingness, and thus, promote better AWB.

Investment on employee’s human capital and values can be valuable resources to increase millennial employees’ performance at work. Millennial workers are a unique generation that put emphasis on the subjective experience. Hence, capitalising on their subjective experience can be one of the keys to better increase their well-being and performance at work.

This empirical paper investigates how entrepreneurial firms change their business models in the context of internationalization by identifying different forms of business model innovation (BMI) and exploring the interrelationship between BMI and internationalization.

Based on the dynamic states approach of entrepreneurship (Levie and Lichtenstein, 2010), this paper analyses primary and secondary data from nine European firms following a multiple case study approach.

This paper presents four patterns of radical change and eight types of incremental adaption with-in business models in the context of internationalization. We describe these BMI patterns and types, and we also show how they contribute to increasing involvement in international business activities and the internationalization-related triggers that might cause them.

This paper contributes to a better understanding of the BMI process in the course of internationalization. It also highlights the complex interrelationship between BMI and internationalization by building on a progressive theoretical approach.

The purpose of this paper is to explore the interplay of organizational humorous teasing and workplace bullying in hospital work life in order to investigate how workplace bullying can emerge from doctors and nurses experiences of what, at first, appears as “innocent” humorous interactions.

Based on an ethnographic field study among doctors and nurses at Rigshospitalet (University Hospital of Copenhagen, Denmark) field notes, transcriptions from two focus groups and six in-depth interviews were analyzed using a cross-sectional thematic analysis.

This study demonstrates how bullying may emerge out of a distinctive joking practice, in which doctors and nurses continually relate to one another with a pronounced degree of derogatory teasing. The all-encompassing and omnipresent teasing entails that the positions of perpetrator and target persistently change, thereby excluding the position of bystander. Doctors and nurses report that they experience the humiliating teasing as detrimental, although they feel continuously forced to participate because of the fear of otherwise being socially excluded. Consequently, a concept of “fluctuate bullying” is suggested wherein nurses and doctors feel trapped in a “double bind” position, being constrained to bully in order to avoid being bullied themselves.

The present study add to bullying research by exploring and demonstrating how workplace bullying can emerge from informal social power struggles embedded and performed within ubiquitous humorous teasing interactions.