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This paper inquires into the tendency of German food retailers to market organic products as private‐label (PL) products.

After a review of the literature, results of a survey of retailers and processors, are presented.

Interviewed processors of the 62.7 per cent produce organic PL. Retailers sell organic PLs, because they care about “food safety”, “retail as a brand” and “health”, hoping to reach new customers. Requests for entry fees, investment grants and equipment allowances are less important for processors of organic PLs than for those not producing PLs. However, PL producers have to meet other conditions imposed by retailers and feel slight more dependent on few customers.

The results present the first survey of the competitive relation between organic manufacturers and retailers in Germany.

The purpose of this paper is to synthesise data from the existent literature on the experiences of non-western older migrants in Europe in accessing and using healthcare services.

In total, 1,606 records were reviewed and 12 studies were selected. A thematic synthesis using Thomas and Harden’s approach was conducted.

The findings resulted in the three overarching themes: traditional discourses under new circumstances; predisposed vulnerabilities of older migrants and the healthcare system; and the conceptualization of health and the roles of healthcare professionals. The authors found that older migrants’ experience of accessing healthcare is influenced by many factors, such as health literacy, differences in healthcare beliefs and language barriers, and is not limited to cultural and traditional discourses of care. Findings reveal that there is a limited body of knowledge on barriers experienced by older migrant women.

The geographical scope of the study and subsequent type of healthcare systems should be taken into account while understanding barriers to care. Another limitation is that although we studied different migrant groups, the authors synthesised barriers experienced by all. Future research could study migrants as separate groups to better understand how previous experiences with healthcare in their home country and specific social, cultural and economic circumstances shape them.

This paper provides a synthesis of the experiences of migrants from non-western countries who moved to a host country with a very different language, culture and healthcare system.

Previous IMP research has shown that innovation benefits tend to gravitate across organisational, company and legal borders. However, OECD and EU policy assume that innovation investments will create benefits in close spatial relation to where these were made. The overall purpose of this paper is to consider how opportunities and obstacles of innovation appear from the perspective of: a national policy actor, its regional mediators and a policy supported and research-based firm engaged in innovation. A specific interest is directed to what interactive aspects that are considered by these actors; in the using, producing and developing settings.

Influenced by the research question and theoretical point of departure the authors investigate what type of interfaces our focal actors recognise in the using, producing and developing settings. A total of 41 face-to-face and phone interviews focusing on each actor’s approach were conducted; 23 interviews in order to investigate the “policy side” of innovation attempts, while 18 interviews have been performed in order to understand a single business actor’s innovation approach.

The study shows that both the national policy agency and the regional policy mediators primarily operate within a developing setting, and furthermore, applies a rather peculiar interpretation of proximity. As long as the developing setting of the innovation journey is in focus, with the task to transfer academic knowledge advances to commercial actors, the proximity aspect is rather easy to fulfil. However, as soon as the producing and using settings of the innovation is taken into consideration, the innovation, if it survives, will gravitate to a producing setting where it can contribute to investments in place.

The study investigates the opportunities and obstacles of innovation; the spatial aspects included, and how these are considered by: a national policy agency, a regional mediator and a policy-supported innovating firm, in order to juxtapose the policy doctrine with the experience of the business actors such policy wishes to support.

This study examined gender differences in CEOs' expression of implicit achievement, power and affiliation motivation. Building on the role congruity account of sex differences and similarities in motivation and existing literature on implicit motives, the study tested whether female CEOs would express higher affiliation motivation than male CEOs and similar levels of achievement motivation. In addition, gender differences in power motivation were explored.

The study used propensity score matching to generate a comparable sample of male and female CEOs from publicly traded companies. Subsequently, the authors content-coded CEO letters from annual reports using Winter's (1994) manual for scoring motive imagery in running text.

Overall, CEOs expressed more achievement and power motivation than affiliation motivation. Comparisons between male and female CEOs showed that female CEOs expressed lower power and higher affiliation motivation than male CEOs.

By integrating implicit motive theory with social role theory and the role congruity account of motivation, this study provides a theoretical framework and novel demonstration that understanding social roles and gender roles can lend insights into motive expression by CEOs.

The study uses established theory and a validated scoring method in a novel way by analyzing implicit motives from CEO letters, a critical communication channel in the CEO–shareholder relationship. In doing so, this study adopts a sociocultural perspective. Informed by the role congruity account of motivation, the study demonstrates the importance of social roles and gender roles for motivational displays.

The extreme demographic misrepresentation of organisations is a key business and societal issue in South Africa (SA). The purpose of this paper is to provide organisations that are committed to the creation of a diverse and inclusive environment with key considerations that need to be managed in order to create more diverse drive transformation.

This research uses a combination of quantitative and qualitative techniques to gain an understanding of the elements that need to be managed to enhance perception of inclusion in the SA workplace.

The study finds that key inclusion elements that need to be transformed at an organisational level include “senior leadership”, “organisation climate”, “organisational belonging”, “communication” and “transparent recruitment, promotion and development”. At an interpersonal level or relational level, inclusion components include respect and acceptance, the “line manager/subordinate relationship” (which includes the subordinates experience of dignity, trust and recognition), “engagement” which includes decision-making authority and access to information, and finally the “individual's relationship with the organisation's vision and values”. Finally, at an individual level, factors which influenced inclusion, and therefore required attention in recruitment or management were “personality”, “locus of control”, self-confidence which includes self-esteem and “power”.

While this research facilitated “deep” insight into the diversity and inclusion components, this study could have been enriched through exploring diversity and inclusion in other organisational contexts. Second, while the InclusionIndex™ survey provided a useful base measure of inclusion for this research, the use of a survey as the primary research tool might have been leading to the respondents. Third, because the InclusionIndex™ survey was used as the exploratory tool, and was the respondents’ first exposure to the diversity and inclusion terminology, the survey became the informal frame of reference for diversity and inclusion, and thus might have influenced the focus group discussion and semi-structured interview responses.

Using these diversity and inclusion considerations, leaders of pluralistic and multicultural organisations can focus their attention on developing inclusion areas that are weak and require more consideration. Second, this research aims to establish that inclusion extends beyond recruitment of diverse individuals to a process driven at organisational, interpersonal and individual levels.

These management considerations are important and valuable because they can be used to guide systemic change in organisations, driven at organisational, interpersonal and individual levels. This approach will help organisations to move beyond employment equity compliance, to a commitment to multicultural diverse and inclusive organisations.

The pupose of this paper is twofold. First, to consider the cultural reception of recent developments in genetic technology and human reproduction, particularly in relation to the prospect of human cloning and the advent of the “designer human”; and second, to explore the ways in which public discussion of these developments presuppose and recast issues of diversity, difference and (in)equality.

The research draws upon UK print media sources (broadsheet and tabloid newspapers) over the past two decades to examine the ways in which cultural expectations concerning developments in reproductive technology are commonly expressed. It does not aim at a quantitative examination of the content of what was said; rather it seeks to explore how it was said and thus the discursive resources that were employed in doing so.

The paper suggests that images of “technology” function simultaneously as “mirrors of society”, providing a means for articulating and rhetorically rehearsing the various philosophical antinomies and moral conflicts that characterize social organization.

The paper adopts a novel approach to the question of diversity, difference and (in)equality by considering the “monsters” discursively associated with recent developments in genetic and reproductive technology as well as the “monstrous” forms of social organization that they foreshadow.

The healthcare system has been under pressure to provide timely and quality healthcare. The influx of patients in the emergency departments (EDs) is testing the capacity of the system to its limit. In order to increase EDs' capacity and performance, healthcare managers and practitioners are adopting process improvement (PI) approaches in their operations. Thus, this study aims to identify the main PI approaches implemented in EDs, as well as the benefits and barriers to implement these approaches.

The study is based on a rigorous systematic literature review of 115 papers. Furthermore, under the lens of thematic analysis, the authors present the descriptive and prescriptive findings.

The descriptive analysis found copious information related to PI approaches implemented in EDs, such as main PIs used in EDs, type of methodological procedures applied, as well as a set of barriers and benefits. Aiming to provide an in-depth analysis and prescriptive results, the authors carried out a thematic analysis that found underlying barriers (e.g. organisational, technical and behavioural) and benefits (e.g. for patients, the organisation and processes) of PI implementation in EDs.

The authors contribute to knowledge by providing a comprehensive review of the main PI methodologies applied in EDs, underscoring the most prominent ones. This study goes beyond descriptive studies that identify lists of barriers and benefits, and instead the authors categorize prescriptive elements that influence these barriers and benefits. Finally, this study raises discussions about the behavioural influence of patients and medical staff on the implementation of PI approaches.