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Prior innovation orientation research has mostly focused on performance consequences, with some recent work examining its relationship with innovative practices such as open innovation. Yet, despite this growing body of open innovation research, there are still gaps and limitations. Notably, most prior studies have been conducted in Europe, limiting their generalizability to the rest of the world, and are replicative, exploring performance and competitive outcomes. There is very limited work examining the potential limitations of open innovation. This study extends innovation orientation research and examines the limitations of open innovation in North America.

This study explores the relationships between innovation orientation and performance, open innovation and performance and innovation orientation and open innovation among 386 North American companies.

This study is novel as it examines the relationships between innovation orientation and performance, open innovation and performance and innovation orientation and open innovation among North American companies. The research uncovers a linear relationship between innovation orientation and performance, a correlation between innovation orientation and open innovation and a counterintuitive curvilinear relationship between open innovation and performance. The curvilinear relationship, shaped as an inverted u-shape, suggests there are limitations to the strategy's effectiveness, actionable insight to companies, consultants and scholars alike. In the discussion section, findings are further unpacked with regard to their implications for the scholarly literature. The paper concludes with managerial considerations for creating an innovation orientation and the most effective level of open innovation for maximum competitive and performance implications.

Beyond the innovation orientation and open innovation research contributions, this study offers managerial insight for executives seeking to enhance competitiveness and drive firm performance.

The aim of the study was to determine the predictive power of two relational factors, procedural justice and legitimacy, against the well-being of patients receiving medical care.

The study sample consisted of 590 patients in treatment for somatic conditions in hospital outpatient clinics. The study was conducted in a correlational scheme. Subjects evaluated their relationship with their chosen doctor. In order to verify the hypotheses, SEM was carried out.

The relationship effect was noted. Procedural justice was a significant and positive predictor of psychological well-being, while distributive justice, i.e. time and money invested by the patient in their treatment, was not. The perceived legitimacy of the doctor was not a significant predictor of the psychological well-being of their patient. The relationship between the experience of procedural justice and psychological well-being was serially mediated by patients’ perceived physician legitimacy and perceived life satisfaction.

Relational factors shape treatment outcomes operationalized by patients’ subjective sense of well-being. Fair patient handling is a predictor of positive treatment outcomes.

Leadership development programs (LDPs) have emerged relatively recently in the healthcare context as a mechanism not only to develop capable and competent leaders but also to retain them. The purpose of this paper is to describe a perspective on practice by illustrating a case example that showcases a pilot LDP for newly promoted healthcare leaders. The details about how it was developed and implemented collaboratively by a healthcare consortium and higher education institution (HEI) to address shared healthcare leadership talent pipeline and retention challenges are provided.

This perspective on practice describes how a consortium of competitive healthcare organizations, a type of branded Inter-organizational Relationship referred to as “Coopetition,” contracted with a HEI to design, develop and launch a pilot LDP, referred to as the Academy for Healthcare Education and Development program, using the analyze, design, develop, implement and evaluate model.

The significance of this illustrative case example is discussed along with some initial lessons learned based upon this pilot LDP that 24 program participants completed. Implications for research, theory and practice are presented, followed by limitations and a conclusion.

Inter-organizational relationships, particularly coopetition, are relatively new in the healthcare sector, along with collaboration with HEIs to develop interventions to solve compelling industry problems. This illustrative case example offers insights that address scholars’ calls and practitioners’ needs to explicate different approaches for LDPs to build the healthcare leadership talent pipeline.

The purpose of this paper is to provide a review of contemporary perspectives, policies, and practices relating to reported vocational education and training (VET) teacher recruitment and retention challenges, with a particular focus on England and Australia.

This position piece discusses the topic from a transnational perspective by reviewing the relevant literature and examining the impact of policies and practices in England and Australia.

The paper finds that there is a paucity of empirical research relating to VET teacher shortages, but that globally, experience in the sector suggests there are challenges in recruiting and retaining the qualified VET teaching workforce required to address current and future training needs. It recommends that further research is undertaken with an international approach to better understand the problem from the perspective of VET teachers, leaders, and education institutions, and to identify potential solutions.

The paper does not report on empirical research but suggests that further studies are required to better understand the problem and identify potential solutions based on the respective socioeconomic, demographic, and policy contexts.

While there are studies examining VET and VET teaching from the perspectives of quality, reputation, and esteem, few examine the issue and impact of VET teacher shortages, or the challenges of VET teacher recruitment and retention in the contemporary and comparable contexts of Australia and England.

The purpose of this paper is to integrate general strain theory and procedural justice in the context of research misconduct in university settings.

Drawing on media accounts and past research, the authors present data on the financial costs of research misconduct to universities and identify graduate school processes as a possible source of strain may lead to misconduct. Relevant research on procedural justice in organizational settings is also examined.

The available literature suggests that the use of procedurally just practices will help reduce strain, and in doing so, potentially prevent research misconduct in university settings. The authors present an integrated theoretical model that can be tested in future empirical studies of research misconduct and other forms of white-collar crime in universities. Directions for future theoretically informed research are discussed, along with recommendations for graduate program administrators.

Research misconduct causes significant financial and reputational costs to universities. While past research focuses on mentoring and training for preventing misconduct by graduate students, this study argues that the use of fair evaluations and other procedurally just processes is also important.

This paper aims to evaluate how five Operation Soteria Bluestone (OSB) participating forces integrated principles of procedural justice and proactive disruption of offending into their investigations, specifically during the closing stages of a case when considering exit strategy and longer-term prevention.

A mixed-methods approach was taken, including 32 semi-structured interviews with officers and 59 case reviews of recent rape and serious sexual offences (RASSO). Data analysis methods included qualitative thematic analysis of interviews, while data from reviewed case logs was extracted and analysed using a bespoke case review tool.

Increased workloads, preparation of evidence and relational/communication difficulties with the crown prosecution service (CPS) were identified as barriers to implementing long-term disruption options. Dedicated resourcing, training and support are needed to promote suspect-focused investigative strategy and wider uptake of long-term disruption methods. Early investigative approach was also found to have “snowball” effects on suspect exit strategy, with initial lack of suspect focus and preoccupation with victim credibility, impeding consideration of long-term disruption and safeguarding options. Findings also point to a disparity between promising practice in relation to procedural justice for victims and (a relative lack of) proactive policing of repeat suspects.

The study represents a novel contribution to research on policing RASSO, illustrating the scale and nature of the obstacles to changing how these offences are investigated, even when under intense scrutiny from policy makers. It also highlights how increased organisational investment and support is linked to positive changes in practice in some forces.

The coronavirus disease 2019 (COVID-19) pandemic brought out the best in people, but it also brought out the worst in people. Authorities grappled with the proliferation of misinformation, belief in conspiracy theories, distrust of authorities and anti-social behaviour. As frontline enforcers of COVID-19 restrictions, police were confronted with these attitudes and behaviours every day. This study examines whether the perceived trustworthiness of police during the pandemic – particularly procedural justice – protected public trust in police and reduced conspiracy theory uptake.

This paper uses survey data collected from 779 Australians during the COVID-19 pandemic.

Findings revealed that individuals who perceived police as untrustworthy during the pandemic, as well as those scoring high on conspiracy propensity, were less likely to trust police and were more likely to endorse COVID-19-specific conspiracy theories. Further, trust mediated the relationship between procedural justice and endorsement of conspiracy theories, and conspiracy propensity moderated the relationship between procedural justice and endorsement of conspiracy theories. Specifically, procedural justice protected trust most strongly for those low on conspiracy propensity, but reduced endorsement of COVID-19 conspiracy theories most strongly for those high on conspiracy propensity. Together, the findings show that procedural justice policing is critical for protecting trust in police and for mitigating conspiracy theory uptake.

The study makes a novel contribution to the policing, trust and conspiracy theory literature as it is the first to test whether conspiracy propensity moderates the relationship between procedural justice on peoples’ trust in police and their endorsement of conspiracy theories.

This study aims to inspect the impact of Chief Executive Officers’ (CEOs) education in a “specific field,” such as CEOs with science and engineering backgrounds on firms’ innovation. Based on agency theory, this study also reports how an endogenous factor, i.e. CEOs’ compensation, and an exogenous factor such as intellectual property rights (IPR), moderate the CEOs with a scientific background (CEOSB)-innovation relationship.

This study uses a sample of Chinese nonfinancial firms listed on the Shanghai and Shenzhen Stock Exchanges from 2008 to 2018 by applying the ordinary least squares regression method. To deal with the endogeneity issues, this study also performs a series of additional tests.

The results indicate that the effects of CEOSB on the firm innovation activities are positive and significant. Further, this study finds that CEOs’ compensation and IPR protection positively and significantly moderate the CEOSB-innovation relationship. These outcomes are robust to a series of additional tests.

The results of this study have valuable implications for various stakeholders interested in stimulating innovation. To sum up, the results of this study inculcate these stakeholders that the enhancement of firm innovation is contingent on the appropriate selection of CEOs, effective compensation packages and IPR regulations.

Distinct from the existent studies, the focus of the study is on the perspectives of CEOs’ scientific backgrounds. Further, based on agency theory, this study also reports how CEOs’ compensation and IPR protection moderate the CEOSB-innovation relationship, which has not been tested earlier to our knowledge, especially in the context of an emerging economy like China.

Conflict resolution is crucial to nurturing workplace harmony and creating a positive environment. This study aims to evaluate the relationship between perceived fairness, choice of technology and conflict resolution in the case of full-time employees from various sectors. The scope is limited to examining the influence of perceived fairness (PF) and the impact of technology on interpersonal conflict resolution (ICR), with age and designation being control variables.

A quantitative research design was used, and data was collected through a questionnaire distributed to 450 respondents, with 420 participants’ responses included in the analysis. Structural equation modeling using the SmartPLS software was then applied.

The findings revealed that perceived fairness has a significant positive impact on interpersonal conflict resolution, as did the use of technology. Age significantly influenced the relationship, while designation did not show an important relationship.

The results suggest that organizations should prioritize perceived fairness in their policies and practices to create a conflict-resolving environment. Furthermore, they can leverage technology to enhance conflict resolution processes as the workplaces accept hybrid as a way of work. These findings can also guide practitioners in fostering positive workplace climates by effectively managing conflicts.

This study contributes to the existing literature by examining the relationship between perceived fairness, technology and conflict resolution. It expands understanding of the factors influencing conflict resolution and highlights the importance of fairness and technology. The findings have practical implications for organizations seeking to enhance conflict management strategies.

The infill design approach for heritage settings is a challenging task, and it draws the attention of design professionals and residents. The extant literature has advocated for a contextual design approach for new buildings in heritage sites. However, the degree of contextualism for a new building in heritage sites is subjective, and it varies between exact replication and contrast scales. This study aims to evaluate an appropriate design approach for historic precincts of Odisha, an eastern state of India.

Two prime eastern heritage sites (Puri and Ekamra Kshetra) are selected as cases in this study. This research methodology involves identifying key architectural elements from both sites and a questionnaire (prepared by design experts) based on interviewing 400 residents and 36 design professionals on their aesthetic preferences for the different architectural styles and elements. The questionnaire was prepared by the design experts based on the identified architectural styles and elements of both sites. Descriptive statistics and correlation analysis are used to measure the significance of design approaches and elements.

This study's outcome confirms that most of the respondents (design professionals and residents) prefer the replication design approach with traditional architectural elements of Odisha. Also, documentation of the chronological development of architectural styles and elements of heritage sites of Odisha is done in this research.

This study has a few limitations: first, the land use characters (mixed, residential, commercial, etc.) of buildings in the heritage precinct are not considered in this research; second, this research has not included the financial aspect of infill design and last, the impact of respondents' socioeconomic factors on their aesthetic perceptions is not considered in this research.

The development authorities can use the outcomes of this research to implement a design strategy for infill buildings in the historical sites of Odisha.

This research article has documented traditional architectural elements of two prime heritage sites of India.

To date, no quantitative research has been done on infill design approaches in any Indian heritage precincts. This is the first quantitative research on the perception of stakeholders and users on the infill design in historical settings of Eastern India. This research has identified key architectural styles, elements and materials of the heritage sites.