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The purpose of this article is to demonstrate the formation of the concept of “motivation,” as well as to share experiences and modern techniques of motivation for employees.

This article includes the results of a survey of HR professionals using the Qwoted platform.

Motivation plays a big role in the life of employees and the company. Motivated employees unknowingly become brand ambassadors and help increase the company’s brand awareness, thus helping the business to grow.

To the best of the authors’ knowledge, this article was first published in this journal.

When it comes to deterring and incarcerating people seeking asylum, there is a fusion between racialisation and politicisation. The bedrock is the colonisation of the nation now called Australia, where the dispossession of Indigenous peoples was a national project that later merged into the building of a state that lauded British heritage and the exclusion of migrants through the White Australia policy. This foundation of nationhood continues in a manner that challenges the myth of harmonious multiculturalism by determining who is deemed worthy and who is excluded. The centrepiece of racialised bordering is the immigration detention regime which is increasingly characterised by transporting people to offshore sites. This chapter argues through examples, how people seeking asylum have been racialised, dehumanised and criminalised, particularly through a national security lens.

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.

This study addresses the intersection of team gender composition, social entrepreneurship and new venture performance, aiming to understand the unique dynamics shaping these areas. The authors discuss why female and diverse founding teams often gravitate toward social ventures and explore the relevance of this phenomenon. By investigating the impact on new venture performance, this study examines the effect of team diversity in the context of social entrepreneurship.

The study is based on a survey among new ventures in Austria. Data from 326 new ventures were analyzed using linear and logistic regression analysis. Drawing on gender role theory, the effect of diverse and female founding teams on the amount of acquired external capital was tested, emphasizing how social goals may serve as a signaling mechanism to investors.

In line with gender role theory, the study confirms that female and diverse founding teams are more inclined to establish social ventures. While the authors find empirical support for this assertion, there was no evidence found for a second assertion by the gender role theory stating that social entrepreneurship can specifically reduce gender bias with respect to external equity funding of new ventures. Contrary to expectations, the tendency of female and diverse founding teams to prioritize social goals hinders their ability to secure external equity. Furthermore, this research indicates that gender-diverse and all-female teams achieve lower levels of employment growth compared to all-male teams. These results provide insights into the relationship between team composition and venture performance.

Adding to gender role literature, this research expands the current understanding of how team gender diversity and social entrepreneurship affect venture performance. The study indicates a high prevalence of social entrepreneurship among gender-diverse teams and highlights specific challenges faced by female and gender-diverse founding teams. The findings underpin the need for a deeper understanding of the challenges faced by female and gender-diverse teams in the entrepreneurship area. By addressing these dynamics, the study offers valuable insights and recommendations for policymakers, investors and entrepreneurs, laying a foundation for future research into promoting gender equality and fostering inclusive entrepreneurship ecosystems.

The present study is about generating metadata to enhance thematic transparency and facilitate research on interview collections at the Research Documentation Centre, Centre for Social Sciences (TK KDK) in Budapest. It explores the use of artificial intelligence (AI) in producing, managing and processing social science data and its potential to generate useful metadata to describe the contents of such archives on a large scale.

The authors combined manual and automated/semi-automated methods of metadata development and curation. The authors developed a suitable domain-oriented taxonomy to classify a large text corpus of semi-structured interviews. To this end, the authors adapted the European Language Social Science Thesaurus (ELSST) to produce a concise, hierarchical structure of topics relevant in social sciences. The authors identified and tested the most promising natural language processing (NLP) tools supporting the Hungarian language. The results of manual and machine coding will be presented in a user interface.

The study describes how an international social scientific taxonomy can be adapted to a specific local setting and tailored to be used by automated NLP tools. The authors show the potential and limitations of existing and new NLP methods for thematic assignment. The current possibilities of multi-label classification in social scientific metadata assignment are discussed, i.e. the problem of automated selection of relevant labels from a large pool.

Interview materials have not yet been used for building manually annotated training datasets for automated indexing of scientifically relevant topics in a data repository. Comparing various automated-indexing methods, this study shows a possible implementation of a researcher tool supporting custom visualizations and the faceted search of interview collections.

Based on ability-motivation-opportunity, social exchange, and job demands-resources theories, this research aims to investigate how high-performance work systems (HPWS) are linked to voice behavior through sequential mediating effects of psychological meaningfulness and work engagement in a Middle Eastern context.

Structural equation modeling was employed to analyze data obtained from a sample of 538 nurses working in various hospitals located in Palestine.

The findings show a positive association between HPWS and voice behavior. In addition, the study findings support the sequential mediation of psychological meaningfulness and work engagement on the association between HPWS and voice behavior.

This study is one of the few examining the effect of HPWS on individual-level outcomes in the context of the Middle East. More specifically, our study is the first to test the association between HPWS and voice behavior, especially in this under-researched context. It is also the first to explore the influence of HPWS on voice behavior through sequential mediating pathways of psychological meaningfulness and work engagement.

Health professionals play a crucial role in addressing the climate crisis and contributing to sustainable development. However, despite urgent calls from experts and health professions students, tertiary education currently lacks fit-for-purpose planetary health curricula. This study aims to provide a comprehensive, Australia-wide examination of planetary health curricula offered within two health professions: nutrition and dietetics.

This mixed-method study involved two phases. Firstly, content analysis of publicly available unit titles and descriptions to determine the frequency and distribution of relevant curricula. Secondly, content and inductive thematic analysis of relevant learning outcomes, guided by Bloom’s Revised Taxonomy to assess the level of cognitive learning and the subject matter being prioritised.

Examination of 104 degrees offered by 41 Australian universities identified relevant curricula in 71 nutrition degrees (84%) and 18 dietetics degrees (95%). Majority of relevant learning outcomes (n = 137) focus on lower-order cognitive learning, with 11 themes of subject matter identified; planetary health, critiquing the status quo, innovation and disruption, equity, values-based practice and evidence-based practice, (dietary modification, food service in health-care settings, food and nutrition policy, food system drivers and elements of the food supply chain.

This study identified an increase in coverage of planetary health curricula in Australian nutrition and dietetics degrees compared to previous examinations and the need for higher-order learning to adequately equip the future health workforce.

Family small and medium-sized enterprises (SMEs) represent a substantial part of many economies. In these organizations, close and informal relationships between employers and employees often foster a mutual understanding of each other’s needs, facilitating the negotiation of idiosyncratic deals (i-deals), special employment conditions tailored for individual employees. However, research on how i-deals are negotiated in family SMEs, especially regarding power dynamics and influence, remains limited. This study aims to identify the types of i-deals negotiated in family SMEs and explore the role of power and influence in these negotiations.

Semi-structured interviews were conducted with 45 employees and 15 employers from Spanish family SMEs. Data were analyzed using ATLAS.ti 8, and thematic analysis was performed.

The study concludes that task, flexibility, financial and development i-deals are particularly negotiated in family SMEs. It identifies that referent and expert power play an important role in initiating these negotiations. Furthermore, rational tactics are generally employed for negotiating work performance, soft tactics for employment-related aspects and hard tactics for work flexibility. Additionally, the study identified gender differences in the negotiation of i-deals.

This study enhances i-deal literature by highlighting the distinct characteristics of family SMEs and their impact on i-deal negotiations. The findings suggest that power dynamics and influence tactics in family SMEs differ from those in larger firms. Moreover, certain i-deals may encounter resistance due to concerns about organizational performance and economic implications. Understanding these factors is essential for developing effective negotiation strategies in family SMEs.

This study offers a dual perspective, analyzing the power and influence tactics used by both employees and employers in family SME i-deal negotiations and highlighting gendered dynamics in these processes.