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In some organizations action is taken to stimulate creativity and innovation. The right steps may have been taken, such as involving employees in decision making, recruiting and appointing employees who evidence characteristics of creativity, setting standards for work performance and giving regular feedback, yet creativity and innovation are hampered in some way. The culture of an organization may be a factor contributing to the extent to which creativity and innovation occur in an organization (Johnson, 1996; Judge et al., 1997; Pienaar, 1994; Shaughnessy, 1988; Tesluk et al., 1997; Tushman & O’Reilly, 1997 in Martins & Terblanche, 2003). The current organizational culture and the demands of creativity and innovation may lead to a conflict situation.

The purpose of this article is to identify and explore the organizational and behavioral factors that influence knowledge retention, specifically in the tacit knowledge sphere.

A multidisciplinary approach focusing on knowledge management and organizational behavior was followed to develop a theoretical model that identifies the organizational and behavioral factors to be considered when addressing the issues relating to knowledge loss. A quantitative empirical research paradigm using the survey method was adopted to determine the organizational and behavioral factors that impact on knowledge retention. The survey was conducted electronically and on paper in the water supply industry. The exploratory principal component factor analysis technique (PCFA technique) was used to explore the factor structure underlying the variables. The theoretical model was compared with the newly proposed factor model to determine similarities and differences.

Nine key factors were identified through the factor analysis, of which knowledge behaviors, strategy implementation, leadership and people knowledge loss risks proved to be the most important. In comparing the factor structure of the theoretically derived model and the PCFA‐composed factor structure, some factors essentially remained the same with few changes, and a number of new factors emerged.

The literature study reveals that little research has been conducted in the field of knowledge retention with a behavioral focus. However, a vast amount of literature is found on knowledge, knowledge management, knowledge retention with a focus on organizational challenges and solution driven knowledge retention initiatives, and the organizational behavior discipline as such, thus facilitating the application of the relevant concepts to knowledge retention from an organizational and behavioral perspective.

This study encourages practitioners to take cognizance of the fact that organizations are different and that enhancing and impeding organizational factors as well as behavioral factors of knowledge retention are to be considered.

The findings should provide insight into the organizational and behavioral factors that should be considered in implementing a knowledge retention strategy to retain critical tacit knowledge, thus ensuring organizational effectiveness and competitive advantage.

The framework of the Bologna Process, the bachelor's–master's degree structure, was introduced into the Netherlands in 2002. At the moment many other countries in Europe have adopted this structure, or are in the process of restructuring their higher education system in that direction. The so-called Dublin descriptors have been developed to provide a general statement of qualifications that students should have acquired at the end of each cycle. These descriptors can be seen as criteria in terms of competence levels regarding the following aspects: acquiring knowledge and understanding, applying knowledge and understanding, making informed judgements and choices, communicating knowledge and understanding, and capacities to continue learning. It can be argued that these competences are interdisciplinary in nature. For instance, a university graduate has to be able to collaborate and communicate in multi- or interdisciplinary teams. However, many of these competences will be acquired in disciplinary settings, and faculty will not easily recognise the general terms in which the descriptors are formulated. This raises questions about the interchangeability of the competences between disciplines. In this chapter we will argue that some of the Dublin descriptors can be seen as an attempt to make it clear that there is a common interdisciplinary language in certain fields of attributes, whereas there will be a strong component of disciplinarity in the programmes. An example in the field of research and enquiry competences will be elaborated for two distinctive programmes: in natural sciences and in social sciences.

This chapter explores the adaptation and evolution of stand-alone CSR reporting in two different political economies and late-capitalist countries: Brazil and South Korea. Instead of selecting between new institutionalism and the varieties of capitalism (VOC) approach, this study attempts to explore how the interaction between converging and diverging pressures appears in the adaptation and evolution of stand-alone CSR reporting (i.e., cross-fertilization process) in two countries.

Using qualitative content analysis this study focuses on the frameworks of CSR reports and the way CSR issues are described within the stand-alone CSR reports of four telecommunication companies in Brazil and South Korea.

Even though CSR reports in both countries have become similar due to the convergence of frameworks of CSR reporting, the key themes and the representation on each theme are still embedded within each form of market economy: a hierarchical market economy (HME) in Brazil and a network market economy (NME) in South Korea. From a cross-fertilization perspective, this chapter shows that the adaptation and evolution of CSR reporting occurs at two different levels of CSR reporting.

This study has three major values. First, it explains the two different levels of the adaptation and evolution process of CSR reporting by bringing a dynamic cross-fertilization view. Second, it provides a qualitative study that focuses on the content of CSR disclosures instead of the quantity of those disclosures. Lastly, it contributes to the academic and practical research on CSR in late-capitalist countries and in two under-researched types of political economies.

The aim of this small‐scale focus group study is to explore the impact the Human Papilloma Virus (HPV) vaccine has on attitudes towards HPV, cervical cancer and sexual risk taking amongst university students in the UK.

Participants were recruited through advertisements placed on notice boards throughout the campus of the University of Leeds. The study sampled purposively to obtain two groups of ten men and two groups of ten women. A total of 34 people attended the sessions. The missing participants gave no reason for the absence. Those who agreed to take part were aged 19‐24 and were from a range of academic courses. Ethical approval was sought and approved by the Medical School Ethics Committee at the University of Leeds.

Participants saw HPV as being distinct from genital warts. This led to a duality in their view of the vaccine, which they saw as a cancer vaccine for schoolgirls and as an STI vaccine in relation to people of their own age, and thus believed it would cause sexual complacency among young adults. There was a fear that the HPV vaccine would reinforce gender bias, reinforcing the idea that females are responsible for sexual health. They maintained that mass media campaigns were more effective than sex education for improving sexual health knowledge and practices.

With the exception of chlamydia screening, this age group tends to be ignored in sexual health promotion campaigns. This small‐scale study provides insights that can inform larger studies and help tailor future health education campaigns on HPV for this audience.

Gender-based abuses (GBAs; more frequently referred to as ‘violence against women’) have been a concern of current day feminists and their predecessors, dating back centuries, but only came under broader scrutiny in the latter half of the twentieth century. The goal of this chapter is to provide a historical overview of the emergence of feminist concerns and activism that led to a largely global identification and recognition of the prevalence and ramifications of GBA. The chapter includes a range of GBAs, such as sexual harassment, stalking, sex trafficking, and forced marriage, but focusses primarily on intimate partner abuse and rape. It is beyond the scope of one chapter, or even one book, to adequately address the efforts to respond to GBA across the world. Instead, the authors hope to describe the work by feminist activists and scholars to identify GBA as a serious and prevalent social problem, the various and often overlapping types of GBA, and the work to design and implement a range of responses to deter GBA, advocate for GBA survivors, hold gender-based abusers accountable, and provide safer communities. In addition to the early attempts to assess and respond to GBA, this chapter covers some of the most original and innovative documentations and responses to GBA from across the globe.