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This conceptual paper explores the complex, and neglected, area of mentor development in initial teacher education (ITE) in Australia. It focuses on the emotionality of mentoring, drawing on concepts of emotional labour and emotional intelligence to develop a framework of effective mentoring that helps explain the essence of a mentor’s role in supporting preservice teachers.

This conceptual paper draws together mentor-support practice wisdom and research literature from several relevant areas. It draws on constructive developmental theories and complex stage theory to reaffirm the intricate nature of mentor learning and development. This paper critiques the current utilitarian emphasis on mentoring as a way to improve student outcomes without first having clarity on how to improve mentoring itself.

We introduce the mentoring as emotional labour framework as a way to better understand the nature of mentoring within ITE and as a tool for developing more effective mentor supports. We present “exemplar cases”, which are amalgamations of field observations to illustrate aspects of the framework – however, we do not claim they provide evidence of the utility or accuracy of the framework.

Previous research and policy have tended to gloss over the skills required for effective mentoring, whereas this paper places the emotional labour of mentoring front and centre, explicitly conceptualising and describing the personal and interpersonal skills required in a way that aims to support and empower mentors to recognise existing strengths and areas of potential growth.

The purpose of this paper is to evaluate the extent to which a sample of US-based higher education institution’s (HEI’s) climate targets and associated climate action planning efforts align with the definitions of and practices associated with science-based targets (SBTs) that are typically used to organize corporate climate efforts. This analysis will be used to explore similarities and tease out differences between how US-based HEIs and corporations approach sustainable target setting and organize sustainable action.

The degree of intersection between a sample of HEI climate action plans from Ivy Plus (Ivy+) schools and the current SBT initiative (SBTi) general corporate protocol was assessed by using an objective-oriented evaluative approach.

While there were some areas of overlap between HEI’s climate action planning and SBTi’s general corporate protocol – for instance, the setting of both short- and long-term targets and large-scale investments in renewable energy – significant areas of difference in sampled HEIs included scant quantitative Scope 3 targets, the use offsets to meet short-term targets and a low absolute annual reduction of Scope 1 and 2 emissions.

This paper unites diverse areas of literature on SBTs, corporate sustainability target setting and sustainability in higher education. It provides an overview of the potential benefits and disadvantages of HEIs adopting SBTs and provides recommendations for the development of sector-specific SBTi guidelines.

This study aims to explore how manufacturing firms in emerging economies can effectively adjust the rhythm and shift frequency between exploitation and exploration renewal. The authors also examine how these strategic adjustments can significantly boost firm performance, offering insights into the dynamic process of strategic renewal.

This study analyzes annual reports of 127 Indonesian manufacturing firms from 2014 to 2019, applying both linear and curvilinear regression models to examine the hypotheses. Data on exploration and exploitation renewal were meticulously gathered using computer-aided text analysis, using targeted keywords to identify strategic renewal efforts.

The study shows that a rather irregular balance rhythm between exploitation and exploration renewal surprisingly enhances firm performance. A curvilinear relationship emerges as performance peaks when the shift frequency of renewal occurs about three times. This relationship optimizes the strategic renewal processes, emphasizing that firms need to remain agile and adaptable in today’s dynamic market environment.

This study leverages organizational learning to assess how the paradoxical dimensions of exploration and exploitation renewal impact firm performance. By focusing on the temporal transition of these tensions, it provides insights into optimizing the rhythm and shift frequency of renewal, transitioning from a static to a dynamic accord.