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Integrating sustainability into university curricula brings diverse challenges and conflicts as separate units vie for ownership of courses and topics. This case study presents a six dimensions sustainability framework developed at The Ohio State University to organize curricula under an inclusive strategy.

An interdisciplinary group of faculty focused on sustainability education engaged in a three-phased process including review of sustainability definitions from diverse disciplines; analysis of key aspects of the definitions in conjunction with course descriptions and learning outcomes; and identification of commonalities across the key aspects. This yielded six foundational dimensions of sustainability which serve as a means to assess curricular contributions across University units and topics. The six dimensions framework has been used in practice in multiple contexts.

The six dimensions framework provides a way to identify and foster diverse sustainability curricula efforts. It has enabled academic units to describe their disciplinary and interdisciplinary perspectives on diverse sustainability topics and the University to advance a broad sustainability vision.

The six dimensions framework provides a novel “big tent” approach to integration of sustainability into higher education curricula. The framework provides guidance about what counts as sustainability while maintaining the breadth that widens participation.

The purpose of this paper is to examine differences in factors influencing use of entrepreneurial assistance programs by male and female entrepreneurs.

Data from the Panel Study of Entrepreneurial Dynamics I are used to determine drivers of assistance program use by men and women using logistic regression. These drivers include size and composition of the start-up team and personal network, experiences of the entrepreneur, team and network; support provided by the team and network, and other factors.

In total, 31 percent of female entrepreneurs and 24 percent of male entrepreneurs in the sample used entrepreneurial assistance programs. Results show that drivers of assistance use do vary by gender. Education, business/entrepreneurial knowledge and involvement in a technology-based start-up are drivers of program use by women. Personal network size, entrepreneurial experience of start-up team, and having worked for parents’ business are drivers of program use by men.

This study inform policy and support practices about use of assistance programs and suggests that the support drivers of women are different, justifying continued need for targeted assistance programs such as those specifically for women starting technology-based ventures.

This research addresses gender differences in use of assistance programs. Results provide support that a “one-size-fits all” support may not be useful, and that there may be need for targeted assistance programs.

Purpose: The purpose of the present study is to review and specifically examine the untested but common recommendation that leaders should give more effective positive feedback that is specific and mindful of nonverbal delivery. Study Design/Methodology/Approach: We used a dyadic interaction study where designated “leaders” interact with a “subordinate” in an idea generation and evaluation task. Leaders (n = 90) first received brief training in delivering positive feedback, and their subsequent feedback behavior during the dyadic interaction was coded for frequency, specificity, and both verbal and nonverbal affective delivery. Key dependent variables were subordinate affective reactions, perceptions of the leader, and subsequent task motivation. Findings: Frequency of leader positive feedback had significant positive impact on subordinate perceptions of the leader, but no impact on subordinate positive affect or task motivation. Positive feedback specificity and affective delivery, however, had no impact on subordinate affect, perceptions of the leader, or task motivation. Training effects were also observed – leaders were able to increase the specificity of their feedback, but were not able to modulate their affective delivery. Originality/Value: The design of the study allowed us to identify the leader positive feedback behaviors that were trainable and had the most impact on subordinates in terms of positive affect, perceptions of the leader, and subsequent task effort. We discuss the implications of these effects for positive feedback theory and application and commonly assumed “best practices.”

This study aims to shed lights on the dynamics of involving and sharing knowledge with stakeholders in the process of new service development (NSD) over time.

The paper is based on a paradigmatic case focused on the development of the digital MBA program by the School of Management of Politecnico di Milano. Primary and secondary data have been largely collected and analyzed, involving multiple stakeholders of the development process.

This study describes how several stakeholders have been involved during the phase of the NSD process, showing two variables that ruled their involvement: the level of control exerted by the School on the stakeholders and the level of flexibility of the stakeholders.

This research offers insights to the understanding of the dynamics of involving and sharing knowledge with multiple-stakeholders in NSD. From a theoretical perspective, it contributes to stakeholder theory linking it with the service management literature, highlighting the role of cyclical fluctuations in the involvement activities.

This research offers insights to managers dealing with the development of new services, offering them a novel view on how various stakeholders may be involved over time, in different moment and in different ways, to properly enhance the development process thanks to their knowledge sharing.

This paper contributes to the service management literature emphasizing the role of multiple stakeholders while providing insights and suggestions to manage the complex relationships created by their involvement and their knowledge.

The purpose of this paper is to examine the global sourcing process of Italian craft microbreweries, particularly by identifying the main antecedents leading to the perception of psychic distance. The study also examines how perceived psychic distance affects the selection of intermediaries and the intention to maintain these relationships, with a specific focus on how intermediaries bridge cultural and logistical gaps in international business.

The paper employs a qualitative research methodology and adopts a multiple case study approach, focusing on seven small breweries located in central Italy. The study applies thematic analysis to identify and examine key themes and sub-themes related to global sourcing processes, perceived psychic distance and the role of intermediaries. Additionally, the adoption of network theory provides deeper insights into the relationships between breweries, suppliers and intermediaries.

Results reveal that perceived psychic distance significantly affects global sourcing decisions, with cultural differences, regulatory barriers and communication challenges emerging as critical factors. Intermediaries play a crucial role in facilitating transactions, building trust and providing logistical support. The study highlights the importance of cultural competence, effective communication strategies and trust-building in mitigating the adverse effects of psychic distance.

Limitations are primarily related to the geographical origin of the sample, which is limited to regions in central Italy. Despite this, the study provides valuable insights for craft breweries and other small businesses engaged in international trade. Moreover, it emphasizes the critical role of intermediaries in reducing perceived distance and effectively managing global supply chains.

The study explores a topic largely overlooked in the literature, particularly regarding the analysis of perceived psychic distance, its antecedents and its impact on intermediary selection within the craft beer sector. Additionally, the paper offers valuable guidelines for specific categories of stakeholders (i.e. local intermediaries, foreign suppliers and Italian firms producing raw materials) and provides actionable insights for practitioners, including strategies for supplier selection, quality control and effective communication.

The main purpose of this study is to analyze how consumers’ visual attention to wine label design correlates with their preferences. Accordingly, this study uses quantitative eye-tracking metrics to understand which design proposal has greater visual salience. A more specific objective was to assess which design proposal was preferred to be marketed.

The experiment involved evaluating of three different labeling proposals of an Italian winery. Infrared eye-tracking was used to measure implicit eye movements on the three bottles displayed, simultaneously, on a computer screen. A generalized linear model was used to test how consumers' visual attention to wine label design correlated with their preferences.

The design proposals were evaluated significantly differently, with one set being preferred. In general, a strong positive relationship was found between pausing to peruse a specific design proposal and making an explicit choice of the same bottle.

The main limitation of the experiment concerns the sample interviewed. As the sample is homogeneous, the results may not be generalizable to other segments. Furthermore, the addition of electroencephalographic devices that monitor brain activity could provide crucial information for understanding consumer behavior during the purchase decision-making process.

Eye-tracking methods could be useful for designers and wine producers during the evaluation process of design projects.

The use of eye-tracking for evaluating design proposals before placing a product on the market is relatively novel. This method provides objective, quantitative and predictive information on consumer preferences contributing guidelines to designers and marketers during the product conception phase.

Supply chain managers (SC managers) may make less than optimal decisions for the firm when facing compensation and employment risks. The purpose of this paper is to study two relevant factors (target setting and strategic importance of the supply chain function) that may drive SC managers to perceive more or less risk to their welfare.

The study combines survey data from 133 firms with secondary data in order to reduce source bias and enhance the validity of results. The authors also conducted interviews with supply chain and human resources managers.

The results show that top managers can alter SC managers’ perceived risks. Ambitious targets drive compensation risk but not employment risk. The supply chain function’s strategic importance, on the other hand, decreases employment risk but increases compensation risk.

The authors emphasize two ways that the top management team (TMT) influences SC managers’ perceived personal welfare but acknowledge that there may be others factors. Due to the topic sensitivity, the authors could not collect data on all variables (e.g. individual characteristics) that may affect risk perception. The findings are based on Spanish firms and may not be generalized to other contexts.

This research proposes three suggestions. First, compensation and employment risks should be considered separately when designing compensation and evaluation systems. Second, appropriate performance targets may put compensation risk in a reasonable range that is neither too high to prevent risky-yet-beneficial decisions nor too low to allow nonfeasance. Third, escalating the supply chain’s strategic importance effectively offsets employment risk.

Scholars have repeatedly shown the negative outcomes of SC managers’ perceived compensation and employment risks. Yet, little attention has been given to their antecedents. The study explores two relevant antecedents and provides integrative empirical evidence regarding actions top leaders can take to manage SC managers’ perceived risk and subsequently enhance firm performance.

The paper explores the main drivers of the regional-level digital divide in Ecuadorian cities and the extent to which the information and communication technology (ICT) adoption by citizens influences local-level policymakers' decisions to develop eGovernment services.

The paper used an exploratory approach. The authors empirically assessed the provision of eGovernment services in each of the 36 Ecuadorian local governments following the Local Online Service Index (LOSI) measurement scale proposed by the United Nations, and then evaluated the drivers of the eGovernment divide at a local level. Ordinary least squares regression analysis was used.

The findings indicate that the digital divide is driven by income and education disparities, and that eGovernment availability is driven by ICT use. It appears that proper attention to technology use by its citizens is not being given by local-level policymakers in Ecuador when they devise their eGovernment strategy.

Because the data were available at different levels of aggregation, there may be some inaccuracy of the indicators and lack of generalizability. Researchers are encouraged to test this hypotheses with data at lower levels of aggregation and from different latitudes to provide a comparative view between countries.

The paper includes implications for policymakers and local authorities regarding how the limitations on eGovernment development may be mitigated.

This study fulfils the need to assess digital development and its impact on eGovernment services at a city level in a developing country.

This paper provides a critical examination of how service value can be enhanced and the subsequent transformation of that knowledge into an organisation‐wide learning process. In particular, it concentrates on the role of people in creating and adding value to services by highlighting some of the contextual factors which may potentially facilitate the value‐adding dimensions that personal input can bring to service delivery. Offers a new conceptualisation of quality service by promoting the notion of “alchemy”, and addresses the crucial role performed by people. Argues that service alchemy provides an opportunity for organisations to improve, attain and maintain excellence.