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Coordination of digital transformation within globally dispersed factories belonging to international manufacturing networks (IMNs) is essential for competitiveness. This paper explores how digital transformation necessitates changes in the coordination of IMNs.

A case study is conducted with three Swedish manufacturing companies, thus adding to the limited empirical research covering the examined research field. Data analysis uses the technology-organization-environment (TOE) framework.

The results highlight 15 digital transformation attributes linked by intermediate themes to 13 changes in the coordination of IMNs and provide concrete industry examples. Four major themes emerged as significant in the coordination of IMNs: increased speed of technology development and rollout, amplified emphasis on a global mindset, increased need to adapt the organizational structures to enable collaboration and a higher degree of uncertainty.

Although coordination of IMNs is acknowledged as directly related to competitive advantage, the ways digital transformation necessitates changes in the coordination of IMNs have been missing in contemporary research. This research decreases this omission.

This study aims to analyze the impact of the virality of legal cases on social media on law enforcement. This research also aims to find a balance between virality and the value of justice in society so that it can have a positive impact on law enforcement.

The approach used in this research is a case approach. The case approach is used by analyzing the law enforcement process carried out by the police to the judge’s considerations (ratio dedicendi) in deciding legal cases that went viral on social media. The cases that became the research object were determined through the purposive sampling method.

The no viral no justice phenomenon is a form of community sympathy and concern in the digital space for injustice in the law enforcement process. As one of the countries with the largest number of social media users in the world, Indonesia has the potential for digital space to form large collective movements and contribute to upholding justice in a practical way. On the positive side, no viral no justice has succeeded in speeding up the law enforcement process and creating a transparent law enforcement process. From the negative side, no viral no justice does not guarantee and does not provide legal certainty and justice in the legal process (due process of law) because the law is influenced by strong public pressure.

This research examines several legal cases that attracted public attention and went viral through the digital space in Indonesia.

The results of this research are useful for finding a balance between the principle of virality and the value of justice in society so that the no viral no justice phenomenon has a positive impact on law enforcement.

For the community, the results and recommendations in this study can create and strengthen civic engagement in the law enforcement process through digital space. For law enforcers, especially police, prosecutors and judges, it is hoped that the results of this study will improve the quality of fair, transparent, fast and impartial law enforcement.

This research identifies and analyzes several legal cases that have gone viral so that the influence of the virality of legal cases and public pressure on law enforcement can be found.

This study aims to investigate, through employees’ perceptions in Greece’s private sector, the relationship between the minimum wage and employee well-being, job satisfaction and work-life balance.

A structured questionnaire was used consisting of four sections: employees’ personal characteristics, employee well-being, job satisfaction and work-life balance. Due to its normal distribution, correlations, T-test and simple linear regression models were executed to examine the relationships between the variables.

The main findings were: a) the wage had a significant relationship with job satisfaction and employees’ well-being, b) there is no strong statistical significance between work-life balance and wages, c) the wage was found to be a significant predictor of employees’ well-being and work life balance, and d) there were statistically significant differences between the group of employees who received the minimum wage and the group of employees who received higher wages in terms of employees’ well-being.

The originality of this study is that it combines a purely financial concept, such as the minimum wage, with specific elements of organizational behaviour, such as employee well-being. A better understanding of this relationship will enable companies to increase employee productivity through their willing cooperation.

This case study is built from secondary data such as news articles, regulations and videos. Several drafts of the case study with a teaching note were tested in the classroom setting and shared in a case writing conference. The case was revised based on feedback from students and roundtable discussions from the conference.

Mrs Hsu, the Deputy Director of the National Taxation Bureau’s Nantou County Branch in Taiwan, faced a dilemma in June 2021. One of her employees, Mrs Chiang, had requested to return to work after taking several years of parental leave since August 2017. This long absence had put a strain on colleagues, who either had to cover for her or work with temporary replacements. While Mrs Chiang’s actions were legal and protected by her government employee role, her decision to take another leave immediately after receiving a COVID-19 vaccine raised eyebrows. Her peers accused her of using her frontline worker status to gain early vaccine access and other work benefits. Mrs Hsu, upon reviewing Mrs Chiang’s employment history, pondered her next steps concerning Mrs Chiang’s new leave request.

This case would be appropriate for a course in Human Resource Management, Organizational Behavior or Gender, Family and Work, especially with the topic of Employment Rights/Legal Protections (in HR), and/or Justice and Ethics (in OB).

The NHS long-term plan outlined that mental health services in the UK will be based on the trauma-informed approach in the next 10 years. Staff in leadership roles in those services will face a responsibility to lead the implementation of TIC; however, little is known about the experiences of these staff attempting to create change. Therefore, this study aims to gain an understanding of mental health staff (MHS)’s experiences in implementing trauma-informed care (TIC) in the NHS.

In total, 14 mental health staff (MHS), comprising ten psychologists and four multidisciplinary clinicians, were recruited through purposive and snowball sampling. Semi-structured individual interviews were conducted via Microsoft Teams to provide qualitative data. Interviews were transcribed verbatim and analysed using Braun and Clarke’s (2006) reflexive thematic analysis.

Five themes were found: 1) having a visionary outlook and high expectations for change, 2) professional growth and personal development, 3) affirmation of the role’s importance and impact, 4) psychological discomfort and 5) ways of coping. Participants strongly believed that TIC should be standard practice for all health-care staff, noting that implementing TIC led to their professional and personal growth. While they found satisfaction in influencing others to value TIC, they experienced negative emotions when their efforts were unsuccessful and used various strategies to overcome barriers and manage psychological discomfort.

To the best of the authors’ knowledge, this study is the first to explore the experiences of MHS implementing TIC in the NHS. Support recommendations for staff in the role are made and future research is identified.

Employability skills training programmes are an effective means for reducing unemployment rates. Such programmes also have the potential to improve the general well-being (e.g. self-efficacy) of disadvantaged individuals, however, reliable longitudinal evaluations of the psychological benefits of such programmes are limited. The present study evaluated the impact of an employability programme offered to disadvantaged adults in North-West England on self-efficacy. Additionally, the study aimed to identify risk factors for programme disengagement to identify at-risk groups that require further support.

Secondary longitudinal data pertaining to the background characteristics, programme engagement and self-efficacy scores (repeatedly measured on a monthly basis) of 308 programme users were analysed.

Results demonstrated that employability programme engagement significantly increased self-efficacy scores. Additionally, the findings suggested that individuals with mental health and learning difficulties were more likely to disengage from the programme. The findings demonstrate that employability programmes can have a positive impact on the well-being of individuals from disadvantaged backgrounds, however, prolonged engagement is needed for which some individuals require further support with.

The present study analysed longitudinal data from a diverse sample of disadvantaged individuals to reliably evaluate psychological outcomes from employability training programmes.