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The purpose of this paper is to explore multiple perspectives on managerial coaching: why and how managers engage, employees and human resource development (HRD) professionals’ perspectives on the use and how HRD and managers can better support each other with it.

This study used secondary analysis of empirical data already collected through a transnational study from 20 different medium-size to large organisations in the Netherlands, the UK and the USA. For this study, 58 interviews referring to coaching were analysed from 18 of these organisations, from these 3 different countries and from 3 stakeholder groups: managers, employees and HRD professionals.

Findings show that managers perform a variety of “on the job” informal coaching roles and that HRD professionals lead the more formal aspects. Managers felt that HRD support was limited and hoped for more. A limited number of employees mentioned coaching, but those that did highlighted the different types of coaching they received in the workplace, referring to managers but with little recognition of HRD’s role. HRD professionals shared how they support managers through both informal and formal coaching approaches, but this was not fully acknowledged by neither managers nor employees.

The findings of this study contribute to the literature on devolved HRD practices, highlighting that managers are engaging more in managerial coaching with their teams, that potentially employees are not that aware of this and that managers and employees are not fully aware of HRD’s contribution to supporting coaching and feel they could do more. As a result, this study suggests that HRD professionals have a clear role to play in creating and leading the supportive organisational culture for coaching to thrive, not only in setting the “coaching scene” for managers to work within but also through offering support for long-term capacity building for all employees.

Through the diffusion of key HRD activities into managerial roles, and while internal coaching is gaining more momentum, managers now step up when coaching their teams. This study extends the limited prior research on managers’ and others’ (employees and HRD) beliefs about the coaching role in the workplace. This study highlights the changing role of the manager, the need for HRD to offer more support for the joint role that managers are taking (manager and coach) and the partnership potential for HRD professionals to include all stakeholders including employees.

This paper's purpose centres on advancing the current financialisation strategies within digital transformation (DT) through a rebalanced synthesis of both financialisation and people/centric, non-financialisation strategies of the DT field. Based on empirical data from Bahrain's energy sector, a new framework on People-centric, Sustaining Network Leadership is developed, capturing DT's human values deficit and proposing a new model on financialisation and non-financialisation strategies showing ‘how’ and ‘why’ DT is implemented in contemporary organisations.

This study conducted a mixed methodology of narrative interviews, case studies and reviewed significant contributions from the DT, leadership and change management debates. A total of 26 operational and high-level leaders from Bahrain, 8 top energy companies and Braun and Clarke's 6-phase analysis were combined to form four empirical thematic bundles on ‘how’ and ‘why’ leaders adopted financialisation and non-financialisation strategies to resolve organisational sustainability issues in an Arabic context.

Four sets of findings (bundles 1–4) highlight participants' financial and structural understanding when implementing DT initiatives, the different leadership styles ranging from authoritarian to network leadership, the socio-economic, political and cultural ramifications of their practices and the urgency of staff reskilling for organisational resilience and strategic sustainability. Based on the eight energy cases and interviews, a new values-driven, People-centric Sustaining Network Leadership Model is developed to show a more effective and efficient use of financial and non-financial resources when organisations implement DT initiatives in efforts to resolve global energy sustainability problems.

Leadership, change management, DT, energy and environmental sustainability is a huge area of scholarship. While new studies emerge and contribute to this growing body of knowledge, this investigation has focused on those that significantly highlight how to make effective use of financialisation and non-financialisation resources. Therefore, all the literature on the topic has not been included. Although this study has filled the non-financialisation gap in current DT studies, a further rebalancing of the financialisation versus non-financialisation debates will be needed for theoreticians, practitioners and policy makers to continue addressing emerging and more complex socio-economic, political and cultural issues within and beyond organisations. Limitations are the study's focus on the Bahrain energy sector and the limited sample of 26 leaders.

The study provides practitioners and policy makers with an approach for the successful implementation of DT initiatives in the oil and gas sector. For academics, this study provides empirically unique and interesting thematic bundles, insightful analyses into leadership, organisational change, digital transformation and network leadership theories to develop an innovative and creative People-centric, Sustaining Network Leadership Approach/Model on the practical barriers, implications/impacts of various leadership styles and potential solutions via a socio-cultural values-based alternative to the current financialisation discourse of DT.

While there is a growing body of literature on DT, Leadership and Organisational Transformation and Change, there is a dearth of scholarship on the human-orientated strategies of DT implementation outside of western contexts. A contemporary and comprehensive, empirically evidenced analysis of the field has led to the development of this study's People-centric, Sustaining Network Leadership model which frames, captures, synthesises and extends the dominant cost-minimisation rhetoric of DT discourse to include a shared set of leadership practices, behaviours, intentions, perceptions and values. This helped to reveal the previously missing ‘how’ and ‘why’ of DT’s operational and strategic implementation.

Transdisciplinarity was the core subject of a special issue of Futures in 2004 including numerous cases of interdisciplinary and transdisciplinary architectural and urban research and professional practice in several countries. This paper takes stock of achievements during the last 20 years before presenting challenges about bridging persistent gaps between theory, research and practice.

The special issue of Futures is a benchmark for numerous publications about transdisciplinarity in and beyond the multidisciplinary and intersectoral field of built environments. This paper presents a narrative literature review of publications about transdisciplinarity in architecture, urban design and planning since the 1970s.

Transdisciplinarity is still being debated, is often contested, and is not mainstream in research or practice. Like design practice, transdisciplinary inquiry is a creative process involving border work by participants in collaborative projects. Transdisciplinary inquiry is broader in scope and purpose than public participation, participatory action research and team science.

This paper discusses challenges that should be addressed by those in the field of built environments who endorse transdisciplinarity. Based on a half century of contributions about design theory and methods, the paper differentiates inquiry from research as fundamental to transdisciplinary projects.

This paper aims to build a set of long-term, geographically controlled land value indices for Santiago de Chile, with which to test land rent theory predictions regarding macroeconomic impacts.

This paper uses a geographic cluster approach to the Laspeyres estimator, weighted by the stock of available land plots and their market offers per zone, to create two quarterly land value indices for Gran Santiago during the period 1983Q4–2016Q2. Subsequently, this paper implements dynamic time series methods (Vector Error Correction) as a baseline to determine the effect of economic performance and interest rate on urban land values.

The two land value indices are correctly predicted by economic and interest rate shocks, as theoretically expected. In addition, this paper found that land values grew faster-than-predicted during the period of the so-called “Chilean Miracle” (1992–1998), a situation associated in the literature with worsened housing affordability and socio-spatial inequality.

The land value indices offer unprecedented time-series precision in tracking the long-term performance of real estate markets in a Latin American city, allowing us to produce short- and long-term (accumulative) time-series causality analyses.

The aim of this study was to explore the specific actions that school leaders attempt following a coaching session, investigating how group coaching supports the leadership actions of school leaders. The study was carried out as an action research project with the aim of understanding and further developing the coaching practice.

The article reports on a group coaching study integrated into the National Principal Training Programme in Norway, which was designed to identify reflections on the type of personal agency that can lead to improvements in leadership performance. Our investigation focused on a group coaching protocol initiated with a coaching question that was reformulated during the session. It concluded with a leadership action that the school leader committed to undertake following the coaching session. The study identifies the types of actions that school leaders commit to undertaking after the coaching session and examines whether the coaching process impacts the implementation of these leadership actions.

We found that the leadership actions undertaken focused on what school leaders can do to foster better relationships with their employees, how they can develop a positive culture for learning and competence development in schools and how they can create structures and routines in both day-to-day leadership and broader school organizations. The study illustrates that school leaders perceive group coaching as being beneficial in the process of selecting a leadership action and that, through this process, there is increased motivation to implement this specific leadership action.

The study provides original contributions to the field of educational leadership and coaching, offering practical suggestions for those involved in the development of school leaders. The findings could inform future practices and research in similar contexts, and with further refinement, the results could have implications beyond the immediate setting of the Norwegian National Principal Training Programme.

A settings-based approach to health promotion emphasizes everyday environments in shaping health. Prisons are, therefore, potentially important arenas for health promotion. However, the inherent restriction of prisoner agency presents a fundamental challenge in this regard. There is a gap in qualitative research on prisoners’ perspectives on health-related topics and a need for greater understanding of health promotion within prisons. This study aims to explore male prisoners’ experiences of a Norwegian low-security prison as a setting for health promotion.

This study was conducted in Forest Prison, a Norwegian low-security facility for 125 male prisoners. The prison offers various amenities and activities to prepare inmates for reintegration into society. The research used semi-structured interviews with 20 diverse prisoners. Interviews were transcribed and analyzed using Gale et al.'s framework method.

This study revealed varied prisoner perspectives on Forest Prison as a setting for health promotion. In prisoners’ talk, the importance of agency was evident. Restricted agency triggered negative emotions and distrust, while extended agency fostered trust and wellbeing. Although Forest Prison provides a considerable degree of agency, some prisoners did not fully benefit from this agentic context because of disparities in resources.

Initiatives across three areas of action will strengthen Forest Prison as a setting for health promotion: extending agency, empowering prisoners and developing a prison culture with positive social relationships, effective communication and information flow. The findings of this study provide theoretical insights beyond the specific context, which can serve as a basis for developing prisons as health promoting settings.

This research primarily aims to investigate the impact of organizational implants on knowledge transmission, process innovation and security integration in intricate supply chains.

The research utilizes a mixed-method approach, employing a stratified sampling strategy to get a representative sample of 1,284 enterprises from various sectors within the logistics industry within the European Union. Data were gathered by computer-assisted web interviewing (CAWI) and analysed utilizing structural equation modelling (SEM) to evaluate hypotheses concerning cognitive congruence, process diffusion and security integration.

The results indicate that while task interdependence clearly improves face-to-face communication, excessive cognitive congruence can hinder process innovation, resulting in what the article terms “cognitive rigidity.” The study suggests that achieving a balance between cognitive congruence and cognitive flexibility is crucial to improving the safety diffusion and integration process.

This study presents an innovative conceptual framework that synthesizes cognitive congruence, cognitive flexibility and cognitive rigidity to examine their combined influence on knowledge transfer and process dissemination throughout supply chains. It presents cognitive stiffness as a boundary condition, contesting the conventional belief that more cognitive congruence is invariably advantageous.

Sadaqah, a form of Islamic charity, was widely used to mitigate the adverse consequences of the COVID-19 pandemic on people’s socio-economic conditions and well-being. However, the extent to which Sadaqah served the intended purpose remains unclear. Therefore, this study aims to explore the perceived effects of Sadaqah on the situational poverty and well-being of tertiary education students in Malaysia during the pandemic. The findings of this study could provide valuable insights into whether and how Sadaqah can address situational poverty and well-being challenges during COVID-19-type emergencies.

This study surveyed students at three Islamic universities in Malaysia. A total of 288 complete and valid responses were collected and analysed. The study used the Kruskal Wallis test to examine the relationship between students’ socioeconomic status and their odds of receiving Sadaqah. The chi-square test was used to estimate Sadaqah’s perceived effect on students’ well-being. The repeated measure analysis of variance was used to examine the effect of Sadaqah on the situational poverty and well-being of the respondents.

The pandemic starkly magnified the situational poverty of students from underprivileged backgrounds and the well-being struggles of those from high-income households. Many students reported pandemic-induced financial and physical well-being issues, including difficulties meeting medical and food expenses. This underscores the pressing need for comprehensive support. However, the Sadaqah received by the students did not cover essential expenses such as rent, tuition and medical bills. This lack of comprehensive support could be a critical factor in Sadaqah’s limited impact on addressing situational poverty and enhancing the well-being of the students.

This study revealed Sadaqah’s limitations in addressing situational poverty during COVID-19-type emergencies and identified promising avenues for improvement. The findings underscore the need for a more comprehensive approach to Sadaqah, which could significantly enhance the well-being of its recipients. This insight could potentially inform policy and practice, inspiring hope for a more effective approach in the future.

Charles Sanders Peirce (1839–1914), recognized as the father of philosophical pragmatism, has been described as a philosopher’s philosopher. Eliyahu Moshe Goldratt (1947–2011), considered the father of the management philosophy theory of constraints (TOC), has been described as being, first and foremost, a philosopher. The TOC body of knowledge is mainly preserved as concrete methodologies used in the management discipline. By examining the foundational elements of synechism and the TOC, the purpose of this study is to investigate the intellectual connections between the arguments and legacies of Goldratt and Peirce. Although this connection is worthy of much further investigation, the research emphasizes the possible implications from a management philosophy perspective.

Based on a “review with an attitude,” the authors first examined the foundations of Goldratt’s TOC through the lens of Peirce’s synechism. Next, the authors then examined how the study of Peirce combined with a selection of contemporary research in the management and organizational studies domain could point out a direction toward completing Goldratt’s unfinished intellectual work to establish a unified science management while addressing some of the current gaps in the TOC body of knowledge.

Major findings show that synechism’s growth may extend TOC knowledge, improving managerial practice in organizations. Findings on the convergent ideas of both also reveal that Goldratt valued all synechism categories, emphasizing the importance of not overlooking Firstness. Furthermore, the study analyzes the abductive inference demonstrated in the two use cases, introducing an additional metaphor to the management of organizational systems inspired by Peirce’s philosophical concepts. The research concludes that incorporating TOC and synechism principles can enhance management and organizational practices and enrich management philosophy and theories.

This pioneering research opens promising opportunities to draw parallels between Peirce and Goldratt. Interdisciplinary collaboration will enhance the rigor and validity of integrating synechism and TOC. Experts in organizational behavior, systems theory and complexity science can provide valuable insights into this debate, while practitioners and consultants could help identify barriers and opportunities for integrating synechistic principles.

The study proposes a novel abductive approach using Peirce’s cable metaphor as an initial framework to build a unified science of management based on evolutionary stages: TOC, common sense and connectedness.

This research reinforces the argument that contemporary management practices need philosophical thinking. The authors argue that re-evaluating the foundations of management thought enriches the decision-making process in organizations and the understanding of contemporary theories in management and organizational studies.

Organizations increasingly manage innovation projects jointly with suppliers to use external resources to fill internal competencies. However, little is known about the practices of how companies configure internal and external resources to enhance competitiveness. Drawing on resource orchestration theory, this study aims to propose a novel approach to explain organizational performance using purchasing orchestration (PO) as an antecedent. The paper then tests an empirical model to assess the impact of PO practices on innovation and financial performance.

Cross-sectional survey data from 247 supply chain managers are used to test hypotheses relating PO to performance. SPSS PROCESS is applied to test conditional direct and indirect effects.

The positive impact of PO practices on innovation and financial performance is confirmed. Results indicate an organization’s entrepreneurial orientation (EO) can strengthen the positive relationship between PO and financial performance. Structuring, bundling and leveraging external resources are introduced as new organizational capabilities.

This research is based on cross-sectional data, and unidimensional constructs are used.

This research guides managers on the innovation process in light of the growing importance of external resources. The manuscript highlights the role of strategic purchasing in establishing new resource capabilities as a competitive advantage.

This research provides new insights into the relationship between purchasing practices and organizational performance and helps better understand the implications of orchestrating supply chain resources. A novel construct, PO, is introduced as a theoretical basis for studying supply chain-enabled innovation.