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This study explores the configurations of management control systems (MCSs) while taking into account entrepreneurial cognition styles (ECSs) in small and medium enterprises (SMEs). The objective is to understand the impact of ECS on deployment and identify the various modes of MCS configurations employed by SMEs. The authors draw on and synthesise two theoretical perspectives relating to cognition and management control packages to understand the associations between ECS and MCS employed by SMEs in managing their business. This study was conducted using a quantitative approach that utilises a questionnaire survey to collect cross-sectional data from 150 SMEs. The authors uncovered three cognitive styles: knowing (e.g. preciseness), planning (e.g. organising), and creativity (e.g. innovativeness). Furthermore, five configurations of MCS utilised by SMEs were identified: customer focus, performance monitoring, administrative focus, strategic focus, and development focus. By combining both analyses, the authors discovered three constellations of significant association between ECS and MCS characterised by Cluster 1’s cohesive integration approach, Cluster 2’s revealing strategic approach, and Cluster 3’s multifaceted exploration. The study is significant because it uncovers the complex relationship between ECS and MCS configurations, highlighting their interdependence within the institutional context. Using a cognitive view, the authors explore how the cognitive styles of entrepreneurs facilitated imprinting institutional context into MCS configurations. These insights enable us to envisage that ECS is not mutually exclusive but forms a continuum that provides more plausible explanations that relax the direct universal relationship between MCS configurations and contextual factors.

The purpose of this paper is to explore how and when employee smart technology, artificial intelligence, robotics and algorithms (STARA) awareness affects job crafting through challenge appraisal and threat appraisal and provides positive stress mindset as a moderator.

The survey data was collected from 319 employees in four Chinese companies. The hypotheses were tested using Mplus 7.0 and regression analysis.

The results indicate that STARA awareness positively prompts approach job crafting via challenge appraisal and also positively predicts avoidance job crafting via threat appraisal. Meanwhile, positive stress mindset enhanced the mediating effect of challenge appraisal and weakened the mediating effect of threat appraisal.

Leaders should prioritize hiring high-positive-stress mindset candidates for jobs, and organizations should also cultivate employees’ positive stress mindset.

Building on the cognitive appraisal theory of stress, this study reveals the underlying mechanism and boundary conditions behind the linkage of STARA awareness and job crafting.

There appears to be a linear (although by no means perfect) relationship between the amount of time children spend with adults in sport settings and the harms experienced by so many young athletes. Children who are professional or national team athletes, and those in the pipeline towards professional and high performance sport, are likely to spend the greatest amounts of time with adults in those sport settings.

This chapter outlines how sport participation has become so work-like for so many children who demonstrate talent in a sport. This can reach a point where some young athletes under the age of 18, or even under the age of 16, spend more time with coaches and training for sport than they spend in school or with their parents. Critiques of the system of early talent identification/early specialisation/intensive training and competition for children are followed by a summary of the types of harms experienced by children in that system.

The specificity of sport and the autonomy of sport organisations protects those organisations from responsibility or blame for the harms experienced by children. This chapter concludes with a call to exempt children from the autonomy of sport organisations and to establish recognition of children as a protected class in sports.

Disasters, including health crises and weather emergencies, are increasingly prevalent. While many people are highly resilient, the traumatic experience of emergencies and disasters can affect individuals and communities, including library staff and library users. Traumatic effects can persist long after the immediate impact of an event and may be magnified by cumulative exposure to traumatic events. Libraries are not immune from emergencies and disasters and also experience many other hazards. With attention to trauma and a focus on resilience, libraries can build strong organizations even during difficult circumstances presented by emergencies and disasters. This chapter shares research-based approaches from the literature along with promising practices shared by contributing libraries.

Society is experiencing the psychological impact of collective trauma. The COVID-19 pandemic, social injustice, and political unrest due to racial, sexual, gender identity, economic, climate, and environmental injustices have contributed to a rise in demand for mental health support and services in the United States. In addition to recent collective events, many individuals have also experienced complex trauma throughout their lives. People with traumatic experiences appear in day-to-day life as coworkers, students and patrons of systems and spaces, including libraries and universities. For library leaders, this informs the need for a consistent empathetic approach and response to interactions toward all who inhabit library spaces. It also creates an imperative for institutions to move forward with implementing a trauma-informed approach that addresses the needs of both library patrons and employees.

Library leadership should already be working toward more inclusive practices to attract greater diversity in their workforce. Introducing trauma-informed approaches builds on this work of respect for identity diversity with the other guiding principles of safety, trust, support, collaboration, and empowerment. Relevant frameworks, tools, and resources focused on implementing a trauma-informed approach to library workforce recruitment, onboarding, and retention are reviewed and summarized.

Recent research and scholarship explore and attempt to understand why certain modern library organizations and workplaces suffer from systemic dysfunction. There is evidence that a history of ineffectual library administration, poor leadership, and lack of communication creates an environment which breeds incivility and toxic behavior, including occurrences of mobbing, bullying, and harassment in certain library environments. Yet, it's been observed that despite these destructive behaviors and ensuing trauma, some library employees choose to remain employed in, and even increasingly committed to, these same dysfunctional workplaces. The application of organizational commitment models, such as Meyer and Allen's, as well as the findings of librarian turnover analysis account for the practical reasons why library employees remain in dysfunctional organizations; examples include fear of negative consequences associated with resignation or a sense of duty to one's patrons, organization, or profession. These models and studies, however, do not explain the paradox of increased employee commitment and loyalty to traumatic and dysfunctional library workplaces.

To understand this conflicting behavior, which has yet to be examined in library literature, the authors apply the concept of Corporate Stockholm Syndrome (CSS). CSS, a type of trauma bonding with origins in psychology and business, serves as a foundation to explain why library employees remain in workplaces in which they've experienced dysfunctional behavior and related trauma. Reviewing documented cases of library workplace incivility and trauma, the authors will apply the CSS framework as an explanation for the increased level of library employee commitment to dysfunctional workplaces.

Leadership initiates cultural shifts before managers and their employees embrace them. Cultural transformation depends upon leaders, managers, and employees recognizing the fundamental impact of their decisions and actions on one another. This chapter explores the intersection of emotional intelligence (EI) and trauma-informed care (TIC) as experiential approaches for fostering healing and transforming organizational dynamics within academic libraries. By drawing insights from recent literature, the chapter offers practical strategies to enhance leaders' and managers' interactions with employees while cultivating a trauma-informed library workforce rooted in compassion and civility. For administrators, EI promotes leadership with the heart and mind, thus cultivating emotional and intellectual engagement, while promoting self-awareness and understanding employee needs. Likewise, TIC enables the realization, recognition, and response to trauma while resisting retraumatization. By employing EI and TIC methodologies, administrators can foster a workplace culture that emphasizes authenticity, allowing every individual to feel acknowledged and valued. Nevertheless, the inherent challenges of the library sector, characterized by volatility, uncertainty, complexity, and ambiguity (VUCA), hinder the development of positive manager–employee dynamics. Furthermore, the exclusion of employees from decision-making processes during top-down changes intensifies feelings of grief, resistance, mistrust, reduced psychological safety, and increased workplace stress and trauma. Effective communication and consensus are vital; however, they need to be enriched with empathy, patience, tolerance, and perseverance. The chapter concludes with actionable recommendations that promote mutual respect and civility.

The University of Arizona Libraries (UAL) has engaged in learning and applying trauma-informed concepts since 2020. These efforts followed conversations about how to compassionately uphold the libraries' Code of Conduct (CoC). Conversations occurred against the backdrop of the global COVID-19 pandemic, a national racial reckoning following the murder of George Floyd and a series of local incidents including border control, racial aggression, insecure access to basic needs and mental health services, and the recent on-campus homicide of a faculty member. In response, the library's Diversity, Social Justice, and Equity Council (DSJEC) began working to identify resources for trauma-informed services and leadership. UAL has interrogated the ways in which the CoC serves both as a response to expressions of trauma and a potential perpetuating source of trauma for patrons and staff. Moreover, many staff members have experienced trauma that occurred either within or outside the workplace that affects their work experience. UAL contracted with relational healing and life coach Nisha Mody to deliver a series of webinars introducing trauma-informed concepts and connecting them to academic library work.

A result of trauma-informed training was a deeper knowledge of trauma-informed principles and their connection to systemic inequity and power. For this reason, UAL and other academic libraries may encounter challenges when applying trauma-informed practices within the administrative and cultural context of higher education.

This paper aims to investigate the entrepreneurial behaviours exhibited by commercial smallholder farmers in Zimbabwe, focusing on their socio-economic characteristics, and considers their implication for outcomes of livelihood resilience in a resource-constrained and turbulent rural context.

The study used survey data collected from 430 smallholder farmers in Masvingo province, Zimbabwe. Using a two-step cluster analysis, the study constructed a typology of farmers based on their entrepreneurial behaviour and socio-economic characteristics.

The results revealed that commercial smallholder farmers are heterogeneous in terms of their entrepreneurial behaviours. Four clusters were identified: non-entrepreneurial, goal-driven, means-driven and ambidextrous. Beyond their entrepreneurial behaviours, these clusters significantly differ in the socio-economic characterises (gender, age, education levels, farm size, proximity to the market and social connection) and farm performance (seasonal sales per hectare and farm income per hectare).

The typology framework relating farmers’ entrepreneurial behaviours to their socio-economic characteristics and business performance is important to tailor and therefore improve the effectiveness of farmer entrepreneurship programmes and policies. In particular, tailoring farmer entrepreneurship education is crucial to distribute land, finance and market resources in purposive ways to promote a combination of smallholder farmers’ effectual and causal behaviours at an early stage of their farm ventures.

Researchers still know little about which farmers’ behaviours are entrepreneurial and how these behaviours manifest in action during their commercial farm activities. This research leverages effectuation and causation theory to unveil previously overlooked distinctions on farmers’ entrepreneurial behaviours, thereby enhancing a more grounded understanding of farmer entrepreneurship in a resource-constrained context.

Trauma-informed care as a concept came out of social service and mental health practice in 2009. Since then, it has been working into librarianship and library practice, first as an approach for public libraries to apply social work principles to their outreach and support of community members. Then it was applied to a broader array of libraries such as academic institutions as they worked to improve their services and offerings for members of their community. What has not yet been addressed broadly within the field of librarianship is trauma-informed leadership as a means of supporting library staff as they grapple with burnout, low morale, and vocational awe.

Academic libraries as workplaces have multiple attributes that contribute to toxicity or low psychological safety. Organizations with a lack of transparency and trust may result in library workers experiencing burnout and a lack of engagement. Creating and supporting healthy organizational cultures with open communication, collaboration, and mutuality is the ethical responsibility of managers. In institutions where there is inherited toxicity, library leaders can practice trauma-informed leadership to support individuals and build a healthier workplace culture.

While toxicity is not unique to academic libraries, large bureaucratic and hierarchical systems can be rife with issues that undermine psychological safety and engagement. This book chapter will examine trauma-informed leadership practices as applied by two leaders in their roles at various organizations and steps for leaders to transform their environments into high functioning, productive workplaces.