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This article presents a compelling case study of a workers’ cooperative in the cultural sector. It offers a unique opportunity to delve into the tensions between managerial and democratic control, particularly in the context of heightened artistic claims. The pivotal role of an accountant in management for nearly two decades sparks a thought-provoking question about the potential for cooperative degeneration.

Our research employs a rigorous qualitative method, utilizing semi-structured interviews of six key members and a comprehensive analysis of legal, accounting and other media documents.

Our findings offer a significant perspective, refuting any indications of organizational degeneration. The decision-making processes continue to uphold democratic principles. While the manager and his administrative staff wield substantial authority, this is justified by their duty to preserve the collective. This duty is executed under democratic control, facilitated by information transparency. The low level of democratic participation poses a challenge, but the manager’s initiatives are aimed at addressing this. The effectiveness of this control, however, relies on the active participation of the members, which acts as a strong deterrent against organizational degeneration.

The originality of our contribution lies in our reference to Chester Barnard whose reflections on industrial democracy have been forgotten, reflections linked to his conception of managerial authority. We also highlight the importance of empowering individual members, which leads them to consider the consequences of their actions. As a result, the manager is not placed in a situation where he has to decide alone, as the scope of his unilateral powers is de facto delimited.

Building on the notions of stratarchy and campaign assemblages, this chapter sheds light on the current power-sharing arrangements, organisational dynamics and reconstruction strategy of the British Liberal Democrats. To do so, it looks into the 2021 Greater London Authority (GLA) campaign and builds on ethnographic observation and a series of qualitative interviews. It particularly analyses the cooperation and subversion practices at play between the federal party, London region party, local parties as well as GLA and local by-election candidates. First, we focus on the arm's length approach adopted by the federal party and the delegation of the campaign management to the regional party. Second, we point to the difficulty of finding candidates and of managing them, which creates tensions between electable candidates, paper candidates, campaign staff and the local parties. Finally, despite incentives to foster cooperation and avoid shirking, we also find evidence of subversion practices between different local parties within GLA constituencies due to the local parties' different political make-up, resources or willingness to focus on local by-elections at the expense of the GLA election. Our main findings point to a fragmented campaign assemblage and to the stratarchical organisation being fostered by the unwinnable character of the election for the party.

We empirically assessed the antecedents of subjective well-being at work for French permanent employees.

The methodology includes qualitative and quantitative data analyses. In the first phase, interviews elicited the antecedents of subjective well-being at work among permanent French employees. In the second phase, a questionnaire survey was used to confirm the relevance of the antecedents uncovered in the first phase.

We found 14 distinct elements that influence French employees’ subjective well-being at work: corporate culture, job dissonance, relationships with colleagues, achievement, professional development, relationships with superiors, status, workload, perks, feedback, workspace, diversity and pay. Moreover, we identified discrete antecedents for the three components of subjective well-being at work: work achievement and relationships with superiors and colleagues for positive emotions at work, job dissonance and workload for negative emotions at work and organizational culture and professional development for satisfaction with one’s work.

The original contribution of this study is to have unpacked the black box of the antecedents of subjective well-being in the French workplace and to have uncovered discriminant predictors for each of the three components of subjective well-being at work. Furthermore, we specifically linked each of these three components with their most significant antecedents.

The field of supply chain management (SCM) needs to attract and retain workers to solve the current talent shortage. The purpose of this research is to identify and evaluate factors that influence career advancement in SCM and compare male and female supply chain experts' perceptions of the importance of those factors.

First, 32 factors perceived as affecting career advancement in SCM were identified by conducting a literature review and consulting 36 experts. Those factors were grouped into four categories: “environmental and structural”, “human capital”, “individual” and “interpersonal”. Those factors were validated via the Delphi method, and ten factors were retained for further study. Second, the voting analytical hierarchy process was used to determine the priority weights experts assigned to these factors. The weights assigned by male and female experts were compared to determine if there were differences between the women's and men's perceptions of the factors' importance.

The findings reveal that the category of human capital factors is the most important, followed by individual factors and the least important is interpersonal factors. The experts consulted for this research emphasized “skills”, “a good fit between an individual and an organization” and “self-confidence” as important factors for career advancement. There were two unexpected results. First, the experts rejected all the environmental and structural factors. Second, no significant difference was found between the male and female groups' evaluations.

Prior to this study, no integrated approach to identify and evaluate the factors perceived which affect career advancement in SCM had been developed. This research is a single empirical and integrative study in France that provides valuable insights for academics and practitioners.

This chapter explores the multifaceted dynamics of urban regeneration and gentrification within the London Borough of Southwark, examining their impact on social inclusion and exclusion. Through in-depth analysis of three regeneration schemes – the Bellenden Road scheme in Peckham, the Bermondsey Spa Regeneration Scheme and the Heygate Estate Scheme in Elephant and Castle – the research elucidates the intricate interplay between revitalisation efforts, socio-economic shifts and community dynamics. The concept of ‘social tectonics’ emerges as a lens through which to understand the fragmentation of neighbourhoods resulting from gentrification. The study illustrates how the influx of affluent newcomers often leads to the creation of parallel worlds within communities, exacerbating tensions between long-standing residents and newcomers. Furthermore, it highlights the process of displacement as a central feature of gentrification, with the demolition of social housing and the lack of affordable replacements driving the displacement of low-income residents. Moreover, the study underscores the loss of neighbourhood identity and diversity as a consequence of gentrification, as once-vibrant and diverse areas are transformed into homogenised enclaves catering to the tastes of the affluent. A critical discourse analysis is equally required to scrutinise the link between language and context, namely the language used in governmental reports, and the historical context of these neighbourhoods. The schemes implemented in the early 2000s reshaped the identity of these three neighbourhoods and represent the ways in which Southwark Council used political strategies over the last 2 decades to create a polarised and fragmented society.

This study aims towards developing a conceptual framework by systematically reviewing the available literature with reference to job crafting under the lens of an emerging economy from South Asia, i.e. India, which is the largest country and the largest economy in the South Asian region.

The study employs a hybrid methodology of a systematic literature review (SLR) and bibliometric analysis using VOSviewer and Biblioshiny. Bibliometric analysis provides glimpses into the current state of knowledge like-trend of publication, influential authors, collaboration with foreign authors, the major themes and studied topics on job crafting in India etc. Further, a detailed SLR of the selected articles led to the development of the conceptual framework consisting of the enablers and outcomes of job crafting.

It discusses implications for academia, business and society at large, and also provides valuable insights to policymakers and practitioners paving the way for better adoption, customization and implementation of job crafting initiatives.

Owing to its own unique social, cultural, and economic characteristics, the dynamics of job crafting in India may vary from other countries and regions which can also be reflective of how job crafting operates in South Asia in general. As job crafting was conceptualized and later evolved mostly in the western context, our study assumes greater significance as it is the first study which attempts to systematically review the job crafting literature to understand how job crafting manifests in the Indian context and presents a conceptual framework for the same.

This study examines how and when family-friendly policies influence employee subjective career success in terms of work–home enrichment, perceived career success and work–home interference.

Pakistani employees (n = 369) working full-time in multiple organizations participated in this study. Structural equation modeling in Mplus 8.3 was utilized to test the hypotheses.

The results demonstrate that family-friendly policies foster work–home enrichment and perceived career success while reducing work–home interference. Furthermore, the findings suggest that an ethical work climate, in conjuction with family-friendly policies, leads to positive outcomes regarding employees’ subjective career success.

Based on the broaden-and-build theory, the authors provide new theoretical insights into how and when family-friendly policies affect subjective career success in terms of work–home enrichment, perceived career success and work–home interference. They also identify new boundary conditions (i.e. ethical work climate) that moderate the effect of family-friendly policies’ effect on subjective career success.

The purpose of this paper is twofold. First, most of the previous studies have primarily studied the cognitive dissonance outcomes of a single organization’s employees and have used a quantitative approach to study cognitive dissonance. This study attempts to improve this shortcoming and explores the cognitive dissonance in employees of different workplaces. Furthermore, multiple previous related studies focused on a specific stage rather than the whole process of cognitive dissonance. Current study tends to explain the process by systematically postulating the antecedents and conflicts faced by employees that cause cognitive dissonance and effect their personal and professional lives.

Semi-structured interviews were used to collect data from two samples, i.e. France and Pakistan. A total of 30 interviews were performed to collect data about employees’ work environments and dissonant situations. Gioia’s methodology of two-order thematic analyses was used, and multiple themes were produced that were embedded in the context of cognitive dissonance.

The qualitative study revealed that the employees exposed to cognitive dissonance suffered in both professional and individual lives in different manners (physically and mentally).

This study contributes significantly to cognitive dissonance theory by highlighting the powerful urge for dissonance reduction during dissonant experiences. It also emphasizes the detrimental influence of work contextual factors, such as unfairness and injustice on employee positivity. This study suggests that researching dissonance reduction strategies can be a valuable resource for effective organizational interventions. By promoting a workplace where employees, stakeholders and organizational agents can cooperate and communicate effectively in decision-making processes.

In the current paper, the authors considered improving the cognitive dissonance theory, primarily conceptual inadequacies and its connection with work ethics. As a better comprehension of the methodological perspectives is imperative to future hypothetical advancement, the authors proposed some approaches to address these deficiencies.