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This study aims to examine the anticipated and actual challenges encountered by occupational therapy and physiotherapy students during their first full-time professional placement and to understand the strategies they implemented to manage their multiple life roles.

Longitudinal qualitative research examined students’ anticipated and reported challenges with their first block professional placement and the strategies they implemented during it. In total, 22 occupational therapy and physiotherapy students were interviewed at two time points (pre- and post-placement), producing 44 interview data points. Transcribed interviews were analysed thematically using a hybrid approach.

Pre-placement, students perceived potential challenges related to the distance between their placement location and where they resided and their ability to maintain balance in their multiple roles. Post-placement, the main reported challenge was maintaining role balance, due to unexpected challenges and students’ unanticipated tiredness. Students implemented strategies to assist with managing multiple roles and reflected on the benefits and drawbacks of placements. They also considered the necessary future adjustments.

This study highlighted the importance of social support and the need for proactive recovery strategies to negate the tiredness that students experienced on placement.

This is the first study, to our knowledge, to investigate how allied health students, on their first block of professional placement, balanced their multiple roles over time.

In recent years, in research and policy circles, there is growing interest in the subject of speaking up (and silence) within the health sector, and there is a consensus that it is a major issue that needs to be addressed. However, there remain gaps in our knowledge and while scholars talk of a voice system – that is the existence of complementary voice channels designed to allow employees to speak up – empirical evidence is limited. We seek to explore the notion of a voice system in a healthcare organisation as comprising structures and cultures as seen from different stakeholder perspectives. What do they see and how do they behave and why? To what extent do the users see a voice system they can access and easily navigate?

Interviews and focus groups were conducted with a voice stakeholder group (e.g. designers of the system from senior management and HR, which comprised 23 staff members) as well as those who have to use the system, with 13 managers and 26 employees from three units within a metropolitan hospital: an oncology department, an intensive care unit and a community health service. Overall, a total of 62 staff members participated and the data were analysed using grounded theory to identify key themes.

This study revealed that although a plethora of formal voice structures existed, these were not always visible or accessible to staff, leading to confusion as to who to speak up to about which issues. Equally other avenues which were not designated voice platforms were used by employees to get their voices heard.

This papers looks at the voice system across the organisation rather than examining a specific scheme. In doing so it enables us to see the lived perceptions and experiences of potential users of these schemes and their awareness of the system as a whole.

This paper investigates how (1) a work environment designed to sustain creativity (i.e. through flexible arrangements and elements of the social-organizational work environment) and (2) the amount of enacted work interactions among employees, interpreted as facilitators of new idea generation (i.e. outdegree centrality in instrumental networks), differently impact creativity and work–life balance.

The authors conducted a quantitative study in a knowledge-intensive multinational company and collected data through a survey on a sample of 207 workers.

Findings highlight that flexible work arrangements are positively related to increased work–life balance but not to creativity, whereas having access to a social-organizational work environment designed to foster creativity is associated to an increased level of idea generation, but to a reduction in work–life balance. In addition, centrality in instrumental social networks is also associated to a reduction of work–life balance. Findings thus point to a potential trade-off between structures aimed at increasing creativity and initiatives aimed at engendering work–life balance.

The research contributes to the current debate on new organizational practices for innovation and creativity, highlighting their unexpected implications for workers. The research also contributes to the literature on work–life balance by unraveling previously unexplored antecedents, i.e. social networks and the social-organizational work environment designed for creativity.

Workplace incivility (WI) has been extensively studied. However, less is known about how WI spills over into employees' lives. Building on the work-home resources model, the authors develop a conceptual model investigating work-family enrichment (WFE) as the mediator between WI and subjective well-being (SWB) and coping strategies as the moderator of this indirect relationship.

Survey data were gathered from 266 frontline employees (FLEs) working in different banks in Vietnam, using a convenience sampling technique. The partial least squares structural equation modeling (PLS-SEM) technique was employed.

The results show that coworker incivility (COWI) predicts a lower level of WFE, which in turn is associated with SWB, while supervisor incivility is not. The authors also found that coping strategies moderate the adverse influence of COWI on employees' WFE.

Although much research has been conducted on the predictors of SWB, little is known about how WI and WFE together impact SWB, and insight into how to buffer the effects of WI are also lacking. This study thus fills a gap in the literature. Implications for theory, practice and future research are discussed.

This paper explores an under-researched area in the field of global mobility, namely, the leadership behavior of expatriates. We bring attention to this largely overlooked area of research in global mobility and offer recommendations for future research in relation to this topic.

In this paper, we first map the degree to which expatriates as leaders have been studied in the field by conducting a search of the global mobility literature from 1965 to 2023. Next, we explore the potential efficacy of applying existing leadership theories to the study of expatriates as leaders, reflecting on the potential gains such an undertaking holds for both global mobility and leadership research.

Based on our reflections, we conclude that the global mobility domain provides a new, rich context in which traditional leadership theories could be studied, resulting in a richer understanding of boundary conditions associated with traditional leadership theories. We also consider the potential value-added contributions to the global mobility field if its scholars were to draw from existing theory from one of the sub-fields of leadership: global leadership. To do so, we chart the evolution of the global leadership field and discuss one of its models that holds particular value, in our estimation, for future global mobility research.

To date, the lack of focus on expatriates as leaders has not been discussed or widely considered in the literature. This paper is a first attempt to bring to light this gap in the literature and to consider the rich possibilities future research exploring this topic holds for the field and for the practice of expatriate training and development.