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Communication and job satisfaction are two key factors for the success of public organisations. The study aims, firstly, to examine the effects of training activities and internal meetings on the perceived quality of communication processes; secondly, to explore the nuanced relationship between communication and job satisfaction.

This is a cross-sectional study based on results from organisational climate surveys conducted between 2019 and 2020 in six Italian Regional Healthcare Systems, involving a total of 58,888 employees. Linear regression models were performed.

Results highlight that employee satisfaction is positively influenced by high-quality internal communication. The organisation of frequent internal meetings and the offer of ad hoc training sessions on communication were found to be antecedents of good communication.

The study offers practical implications for healthcare organisations, highlighting specific strategies that can be employed to enhance internal communication and, subsequently, job satisfaction. The emphasis on training programmes and internal meetings provides actionable insights for organisational improvement.

The originality and value of this study lie in its unique large datasets, which significantly strengthen the reliability of the findings and make them more applicable to a wider range of contexts. Also, the exploration of the relationship between internal communication processes and job satisfaction within public healthcare organisations contributes to the growing body of knowledge in organisational studies.

This study explores the interplay between governance and growth in privately held, family-run small and midsize enterprises.

We used an abductive, exploratory and longitudinal methodology, using data from two semi-structured interviews and an online questionnaire completed by 17 owner-managers of family farms in Quebec, Canada.

The study highlights the crucial role of corporate governance in facilitating the growth of family farms. The findings indicate that implementing formal governance mechanisms early in a firm’s lifecycle can significantly facilitate growth. Three distinct phases of corporate governance were identified, with governance either concurrently or sequentially related to growth, depending on the phase. Farms progressed to a new lifecycle phase when gaps arose between their growth trajectory and their human and organizational capacities or due to changes in ownership or generational turnover.

The findings indicate that, to foster growth, farmers should proactively establish formal governance mechanisms from the onset, tailored to their specific growth objectives. Recommended practices include financial, strategic and investment planning; delegating operational responsibilities and the creation of governance bodies, such as family councils or boards.

This study advances our understanding of corporate governance lifecycles by confirming the dynamic relationship between growth and governance in private, family-run enterprises, including during the early stages of development.

The COVID-19 global health pandemic brought much of qualitative research to a halt causing researchers to pivot from initial research plans and reimagine the possibilities of their scholarship. Accordingly, we sought to understand how the abrupt pivot to virtual methodologies could influence qualitative research in this context and future contexts.

To explore how two concurrent studies were impacted, we conducted a Collaborative Retrospective Analysis (CRA). We share results from a secondary analysis of two individual studies conducted concurrently by the authors.

The paper puts forth lessons learned concerning redesigning qualitative studies, engagement with vulnerable populations and application for ethical considerations.

We advance qualitative research methods by conducting a CRA of two concurrent, but separate studies. We put forth implications for designing qualitative studies in a re-envisioned and increasingly hybrid world and we share collaborative practices gleaned throughout the research process.

This study proposes a new framework for business process improvement (BPI) by identifying areas of improvement based on customer complaints.

The proposed framework comprises several stages. The first stage captures the voice of customer (VoC) in the form of customer complaints. The complaints are processed using text mining and sentiment analysis. Negative sentiments indicate areas for improvement by matching words with SERVQUAL dimensions. The FMEA method is used to identify business processes that need to be improved.

The opposing quality dimensions of SERVQUAL can be incorporated into a database for later identifying consumer complaints. FMEA can be used to identify potential failures in aspects that correspond to consumer complaints; therefore, improvement areas can be identified. The proposed framework, applied to a garment manufacturer, shows that the SERVQUAL dimensions, which were originally intended for service companies, can be adapted to manage customer complaints to support BPI in manufacturing companies.

The framework can be used by either the manufacturing or service industries to handle customer complaints and use the complaint analysis results to identify improvement areas to avoid the same complaints occurring in the future.

In this study, the construction of a database based on the SERVQUAL dimension to match sentiment results, where negative sentiment indicates improvement, and the use of FMEA to indicate specific business processes that should be improved is novel and has not yet been proposed by previous studies.

This paper examines the state’s accountability to its citizens, in particular the First Peoples of settler colonial nations such as Australia, and how these responsibilities may be enacted via a process of compensatory justice in Native Title claims. We focus on the landmark Timber Creek ruling and the impacts of racialized preconceptions on the accountability outcomes of the case.

This study draws on critical race theory to reveal embedded racialised perspectives that perpetuate exclusion and discriminatory outcomes. Court documents including hearing transcripts, case judgements, witness statements, appellant and respondent submissions, expert reports and responses from First Nations leaders, form the basis of our analysis.

The case highlights how the compensation awarded to Native Title holders was based on racialised assumptions that prioritised neoliberal values, commercial activities and reaching a “socially acceptable” judgement over valuing Aboriginal uses of land. A critical analysis of court documents reveals the pervasiveness of presumed “objectivity” in the use of accounting tools to calculate economic value and the accountability implications of a process based on litigation, not negotiation. These findings reveal the hiding places offered by calculative practices that equate neoliberal priorities with accountability and reaffirm the importance of alternative accountings to resist inequitable distributive outcomes.

Novel insights, drawing on First Nations peoples’ connections to land and their perspectives on accountability and justice, are offered in this study. Our analysis of Native Title holders’ submissions to the courts alongside historical and anthropological sources leads to the conclusion that compensation decisions regarding Native Title land must be approached from the perspective of Aboriginal landowners if accountable outcomes are to be achieved.

This paper aims to study the origin story of Harvard Business School’s involvement with the Indian Institute of Management Ahmedabad to study the reasons for the spread of American management education. It introduces both the explicit influence of Cold War politics and Indian development imaginaries to the export of American management thought in the early 1960s.

This paper relies on archival research for its primary source material, drawing upon rich archives of documents found at the Baker Library of Harvard Business School.

Harvard’s role in Ahmedabad was explicitly influenced by the Cold War anti-communist foreign policy of the USA, but did so opportunistically and contrary to the Ford Foundation’s (FF) original plans. Vikram Sarabhai, who was a key player in the Indian national imaginary of development, invited Harvard on his own initiative and forced the foundation to follow his interests rather than being a mere “subaltern.”

This paper could additionally add to the historical debate about the scope and periodization of the Cold War and the role of non-state actors.

This paper covers new ground in exploring the early connection between the Indian development imaginary and business education. It concludes that the export of hegemonic US management education was not successful during Cold War, and the FF was not as dominant as it was made out to be.

This study aims to explore the determinants of behavioral intentions during the previsit stage by investigating the influence of audience involvement with the audiovisual product and the mediating role played by place attachment.

Structural equation modeling was employed to verify the hypothesized relationships using the AMOS 24.0 program to assess the proposed model. A total of 564 young Chinese audiences who had watched the Thai television (TV) series “I Told Sunset About You” but had not previously visited Phuket, Thailand, were collected using the online survey as participants.

The findings indicate that audience involvement has a significant positive effect on place attachment and behavioral intentions during the previsit stage. Place attachment significantly influences behavioral intentions. Moreover, the result suggests that place attachment significantly mediates the relationship between audience involvement and behavioral intentions.

This study contributes to film tourism research by revealing the crucial role of audience involvement in enhancing place attachment and fostering behavioral intentions toward depicted destinations among potential tourists.

This study suggests that destination marketers should be aware of the soft power of films and TV series to promote destination and attract prospective tourists.

This study provides a distinctive perspective on the interrelationships between audience involvement, place attachment, and previsit behavioral intentions. Additionally, it sheds light on the underlying mechanisms influencing potential tourists' behaviors in the context of film tourism.

This paper presents findings from an exploration of the experiences of staff employed on sessional, part-time or fixed-term contracts (termed contingent staff), focusing on their perceptions and experiences of identity within a UK higher education context.

A comparative case study approach was adopted within a qualitative, interpretivist framework. Semi-structured interviews were used to facilitate an in-depth comparative analysis of the experiences of 11 contingent staff. Thematic analysis was employed to compare identity and practice across two settings to uncover distinct and shared factors.

Participants highlight several critical issues within the study units, including identity and perceived value, team dynamics, clarity of roles and the sense of inclusion within the broader academic community. The findings also reveal that the boundaries between educational roles – including educator, facilitator, coach, mentor and those associated with pastoral care – are increasingly indistinct, suggesting a convergence of pedagogical approaches and holistic practice.

This study provides insights into the underexplored area of pedagogic practice and identity among contingent staff in the UK higher education sector. Unlike previous research, which may broadly examine mentoring roles or apprenticeship outcomes, this study specifically highlights educators' identity perceptions and experiences on contingent contracts, providing a lens on their professional landscape. Employing a comparative case study design enhances the findings by allowing an in-depth juxtaposition of experiences across two distinct higher education institutions.

This paper analyzed the effect of voluntary corporate disclosure on firm value and how audit quality and cross-border stock market listing moderate this relationship.

The paper analyzed S&P BSE index constituents’ 90 Indian enterprises for 2017–2019. The India Disclosure Index Report was used to fetch the voluntary disclosure scores. Further, the study was conducted in two parts using six different panel-data regression models in the framework of legitimacy, agency, signaling and market segmentation theory. First, the study investigated the direct impact of voluntary disclosures on return on assets (ROA) and Tobin’s Q. Second, the moderating effect of the “Big 4” was tested. Third, the paper also examined the moderating role of “cross-border stock market listing” in the direction of voluntary disclosure-firm value relationships.

Primarily, the results postulate a significant positive impact of voluntary disclosures on ROA and Tobin’s Q. A higher voluntary disclosure leads to a higher ROA and Tobin’s Q for firms. Moreover, the improvement effect of such disclosures on ROA and Tobin’s Q is more pronounced for companies “listed abroad” and audited by “Big 4.”

The findings will enhance managers’ learning about the financial impact of voluntary disclosures. The choice of a “Big 4” and “Cross border stock market listing” indicates firms’ future positive perspectives, strengthening investor trust in the market.

The results suggest that companies’ potential auditing, agency and litigation issues could be addressed through fairness in the information content of voluntary disclosures.

This examination presents a firm valuation model in which voluntary disclosure tackles an ethical issue, the resolution of which depends on the “audit quality” and “cross-border stock market listing.”

The purpose of this study is to shed light on the job resources and demands of employees working in virtual teams and the impact of these job factors on their work engagement levels. Specifically, the authors focus on identifying the differing significance of employee job resources and demands on their virtual work engagement levels.

A qualitative approach grounded on abductive analysis is used to arrive at the findings. The methods for data collection include participant observation and semistructured interviews of 27 software engineers in the Indian information technology sector, working with virtual teams.

The authors identified the virtual-work-induced job demands and resources. Primarily, the authors found 14 job factors related to high and low levels of individual virtual work engagement, and classified them under eight aggregate dimensions: psychosocial hurdles, collaboration challenges, leadership and operational issues, dehumanization under job demands, supportive leadership, personal resources, alternate sources of income and learning goal orientation under job resources. Consequently, the authors built an importance–frequency work engagement map based on how these job factors are related to low and high levels of work engagement.

This study’s qualitative nature limits the generalizability of the findings. Hence, further studies are encouraged to corroborate the findings. There is also a possibility of the social desirability bias that could have affected the results as participants may have perceived an element of risk in sharing all their honest feelings and perceptions. This may have especially been the case for those with higher status or positions in the company.

The findings suggest practical measures either to engage employees in their free time or to improve loyalty. There is a clear potential for the organization and virtual leader to communicate effectively about the expected goals, arrange informal interactions and reduce scrutiny of monitoring, thereby increasing the remote workers’ resources.

The originality of this study comes from multiple factors. First, the authors highlight ta contextual adaptation of the job demands-resources (JD-R) model into a virtual team context. By extension, the authors examine “how much” does both the job resources and demands contribute to the wellbeing of the employees working in virtual teams. Second, the authors construct an importance–frequency work engagement map (specifically for the virtual work context) based on the findings, which categorizes the observed resources and demands into four quadrants. The authors propose that this map could be a possible extension to the JD-R model, highlighting the differing significance of each resource and demand to employee work engagement.