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This study aims to use a novel methodology to investigate the performance of several multivariate value at risk (VaR) and expected shortfall (ES) models implemented to assess the risk of an equally weighted portfolio consisting of high-frequency (1-min) observations for five foreign currencies, namely, EUR/USD, GBP/USD, EUR/JPY, USD/JPY and GBP/JPY.

By applying the multiplicative component generalised autoregressive conditional heteroskedasticity (MC-GARCH) model on each return series and by modelling the dependence structure using copulas, the 95 per cent intraday portfolio VaR and ES are forecasted for an out-of-sample set using Monte Carlo simulation.

In terms of VaR forecasting performance, the backtesting results indicated that four out of the five models implemented could not be rejected at 5 per cent level of significance. However, when the models were further evaluated for their ES forecasting power, only the Student’s t and Clayton models could not be rejected. The fact that some ES models were rejected at 5 per cent significance level highlights the importance of selecting an appropriate copula model for the dependence structure.

To the best of the authors’ knowledge, this is the first study to use the MC-GARCH and copula models to forecast, for the next 1 min, the VaR and ES of an equally weighted portfolio of foreign currencies. It is also the first study to analyse the performance of the MC-GARCH model under seven distributional assumptions for the innovation term.

The purpose of this paper is to provide advice on how organizations can facilitate a culture of sustainable innovation from a cooperative advantage perspective.

This paper is written for practitioners and academics focused on sustainable innovation. It includes specific advice for production & operations and accounting & finance functions and how they can contribute to sustainable innovation from a cooperative advantage perspective.

By emphasizing the importance of stakeholder wellbeing, creating opportunities for collaboration and empowering employees, human resources (HR) departments can help organizations cultivate a culture of sustainable innovation and navigate the complex challenges of addressing environmental concerns to build a more sustainable future.

This paper offers HR practitioners a unique approach to encourage a culture that promotes care and community, intentional dialogue and action-oriented consensus-building among employees in different departments to facilitate sustainable innovation from a cooperative advantage perspective within their respective organizations.

The concept of food safety organizational culture, whilst largely ignored in the past, is attracting increasing interest. The purpose of this paper is to examine a possible framework for assessing a business's food safety culture.

The literature on health and safety culture and organizational culture is examined and relevant components applicable to food safety are identified and discussed.

A total of six possible groupings including: food safety management systems and style; food safety leadership; food safety communication; food safety commitment; food safety environment and risk perception were identified as “culture” factors that could contribute to food safety performance. These can form the basis for assessing food safety culture and how this may be done practically along with the creation of a positive food safety culture are discussed. Management is traditionally talked about in food safety but a distinction is drawn between this and food safety leadership.

For the first time a method for, and the potential benefits from, assessing food safety culture is presented and this will be of value to auditors, environmental health practitioners and industry. Utilizing the suggestions in the paper could help improve compliance with third‐party hygiene standards, and reduce the risk of food poisoning.

Theories of trust imply that team trust develops and grows over time, yet relatively few researchers have taken on the challenge of studying team trust in longitudinal research designs. The purpose of this chapter is to provide a concise summary of the existing literature on team trust over time, and to offer a conceptual model of team-level trust development over time to aid future research on this topic.

We draw from the Input–Mediator–Output–Input (IMOI) framework, as well as previous multilevel models of organizational trust development, and published findings from longitudinal team trust studies.

Taking a temporal perspective, we consider how team-level mediators and outcomes can both predict and be predicted by team trust trajectories and feedback loops over time, as well as how those relationships with team trust might change based on the existence of other moderating variables including trust violation and repair.

Future longitudinal team research may use the model as a starting point for investigating the antecedents, as well as the team processes and dynamic emergent states, that can effectively predict trajectories of team trust across various stages of teamwork.

Based on our review of extant literature, we provide several recommendations for training and organizational intervention including the importance of management’s consideration of team-level trust in providing feedback, enhancing cohesion, and mitigating conflict.

We provide insight into the development of team trust trajectories and offer a framework to help guide future longitudinal team trust research.

We examine how interpersonal behavior and social interaction influence team sensemaking and subsequent team actions during a hospital-based health information technology (HIT) implementation project.

Over the course of 18 months, we directly observed the interpersonal interactions of HIT implementation teams using a sensemaking lens.

We identified three voice-promoting strategies enacted by team leaders that fostered team member voice and sensemaking; communicating a vision; connecting goals to team member values; and seeking team member input. However, infrequent leader expressions of anger quickly undermined team sensemaking, halting dialog essential to problem solving. By seeking team member opinions, team leaders overcame the negative effects of anger.

Leaders must enact voice-promoting behaviors and use them throughout a team’s engagement. Further, training teams in how to use conflict to achieve greater innovation may improve sensemaking essential to project risk mitigation.

Health care work processes are complex; teams involved in implementing improvements must be prepared to deal with conflicting, contentious issues, which will arise during change. Therefore, team conflict training may be essential to sustaining sensemaking.

Future research should seek to identify team interactions that foster sensemaking, especially when topics are difficult or unwelcome, then determine the association between staff sensemaking and the impact on HIT implementation outcomes.

We are among the first to focus on project teams tasked with HIT implementation. This research extends our understanding of how leaders’ behaviors might facilitate or impeded speaking up among project teams in health care settings.

Bourdieu’s construct of the field of power has received relatively little attention despite its novelty and theoretical potential. This paper explores the meaning and implications of the construct, and integrates it into a wider conception of the formation and functioning of elites at the highest level in society. Drawing on an extensive dataset profiling the careers of members of the French business elite, it compares and contrasts those who enter the field of power with those who fail to qualify for membership, exploring why some succeed as hyper-agents while others do not. The alliance of social origin and educational attainment, class and meritocracy, emerges as particularly compelling. The field of power is shown to be relatively variegated and fluid, connecting agents from different life worlds. Methodologically, this paper connects biographical data of top French directors with the field of power in France in a novel way, while presenting an operationalization of Bourdieu’s concept of the field of power as applied to the French elite.

Outbreaks of foodborne disease are often investigated to determine the causes although traditional approaches to identifying risk factors may not determine the real or underlying causes. The aim of this paper is to identify a food safety culture that can be used in addition to more traditional risk factors.

A parallel is drawn between the use of the term “emerging pathogen” and the emergence of food safety culture as a risk factor in food poisoning outbreaks. The evolution of the term starting with organizational culture is developed via the literature on health and safety culture. The concept of food safety culture and reservations over the use of the term are examined along with possible distinctions between food safety culture and climate.

The concept of food safety culture has direct parallels with “safety culture” and in the prevention of healthcare associated infections. The use of food safety culture is useful as part of outbreak investigation. It is likely that more than one food safety culture exists within large organizations or those with multiple sub units. A definition of food safety culture is proposed.

Increasing interest is being shown in the use of food safety culture to understand and, in turn prevent, food poisoning outbreaks and this is the first time a definition has been proposed. This paper will be of great interest to industry, academics and public health officials and can be used to answer questions on the topic, which are increasingly being asked by hygiene examining bodies.

This chapter draws on findings from a comparative, qualitative research project investigating the decision-making of different groups of English higher education students in central England as they graduated from a Russell group university (46 interviewees) and a Post-92 university (28 interviewees). Half of the students graduated in 2014 (lower tuition fees regime) and the other half graduated in 2015 (higher tuition fees regime). The students interviewed were sampled by socio-economic background, gender, degree subject/discipline and secondary school type. Semi-structured interviews were used to explore students’ future plans and perceptions of their future job prospects. Despite higher debt levels, the 2015 sample of Russell Group graduates from lower socio-economic backgrounds had a positive view of their labour market prospects and a high proportion had achieved either a graduate job or a place on a postgraduate course prior to graduation. This group had saved money whilst studying. The 2015 sample of Post-1992 University graduates (from both lower and average socio-economic backgrounds) were worried about their level of debt, future finances and labour market prospects. This chapter raises questions about whether a fairer university finance system, involving lower levels of debt for graduates from less advantaged backgrounds, might avoid some graduates’ transitions to adulthood being so strongly influenced by financial anxieties.

In this chapter, we explore classed and gendered identities through feminist duoethnography and memory work. In so doing, we write of and for a place where we no longer live, but which part of us will always inhabit and be inhabited by. Beyond geographical parameters, this place is deeply embedded in us and resides in the past. Being women academics of working-class backgrounds, we have gradually learnt to navigate the once foreign world of academia. Adapting to it has included not always being candid about our background, but in this text we foreground our histories, which ultimately have a bearing on our identities, our politics and our writing. We argue for the value of remembering past events as a source of knowledge which is personal yet social, as we present autobiographical reflections and excerpts of dialogue in which we explore our life and career trajectories. Our experiences, although felt to be subjective and private, are not entirely unique nor disconnected from historical, cultural and political circumstances. The chapter shows a way to explore past and present experiences, and to exercise a way of writing that seeks to capture the richness, contradictions and intersubjective nature of ongoing interpretations of those experiences. We also reflect on how our approach might enrich our understanding of class and gender in academia, and what kind of knowledge it might furnish us with. Above all, we want to acknowledge the value of the knowledge of those, who in various ways, come from ‘other places’.