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Discusses and examines the relationship of major stakeholders in open learning within management development and the association of open learning with management development. Used a survey methodology to obtain information from purchaser and provider stakeholders. Interprets survey findings in written and graphical format to show the progression of open learning over the last ten years; the likely future progress with reference to the main technologies, media and trends; the factors most influential in the change in perception and utilization; and an identification of the advantages and barriers of open learning within management development. Discusses limitations along with the implications for future research. Concludes with an evaluation of the research findings and the presentation of a multiple stakeholders model of open learning in management development, which could be used for future research.

Surveys and evaluates the existing literature on open and distance learning, with particular emphasis on the management development field. Aspects of open learning terminology are clarified by reference to previous literature and by a diagrammatic synthesis of the different terms and concepts. Explores and summarizes in diagrammatic format the relationship of open learning and management development. A discussion of the existing models and frameworks supports the findings that there is a gap in the literature between what is happening in the market and what is represented in the literature. Argues in conclusion that there is a need for a market‐driven multiple stakeholders model of open learning in management development which would help to explain the interactions of the various different and competing actors. Such a model would help to explain the questions over the future direction of open learning in management development and would go some way to explaining more fully the phenomenon of open learning which is still not fully understood because of its continually developing nature.

The field of Human Resource Management (HRM) has long recognized the importance of interpersonal influence for employee and organizational effectiveness. HRM research and practice have focused primarily on individuals’ characteristics and behaviors as a means to understand “who” is influential in organizations, with substantially less attention paid to social networks. To reinvigorate a focus on network structures to explain interpersonal influence, the authors present a comprehensive account of how network structures enable and constrain influence within organizations. The authors begin by describing how power and status, two key determinants of individual influence in organizations, operate through different mechanisms, and delineate a range of network positions that yield power, reflect status, and/or capture realized influence. Then, the authors extend initial structural views of influence beyond the positions of individuals to consider how network structures within and between groups – capturing group social capital and/or shared leadership – enable and constrain groups’ ability to influence group members, other groups, and the broader organizational system. The authors also discuss how HRM may leverage these insights to facilitate interpersonal influence in ways that support individual, group, and organizational effectiveness.

Despite indications of scholarly interest, there are still gaps in the research of the concept of felt accountability, especially the felt accountability of board members. This paper aims to clarify the sources of accountability experienced by board members. Especially those in a non-executive capacity. How these sources can be accessed to enhance felt accountability and thereby governance effectiveness is explored.

Qualitative, exploratory research methods were used. In total, 15 semi-structured, in-depth interviews were completed with non-executive board members of Johannesburg Stock Exchange listed companies in South Africa. Thematic content analysis was used to analyse data.

The findings clarified the formal and informal sources of accountability experienced by non-executive board members. This included relational and structural mechanisms that can be used within corporate governance to enhance both types of accountability. Accessing the identified sources of accountability through appropriate mechanisms could increase the levels of felt accountability experienced by the individual non-executive board member, thereby strengthening accountability inside the boardroom and improving overall board effectiveness. The study also revealed a layer of implicit and explicit accountability.

The study was conducted solely in South Africa, with non-executive board members of Johannesburg Stock Exchange listed companies.

There is limited research that clarifies the sources of accountability experienced by non-executive board members. This study aims to address this gap in the literature by providing techniques on how to enable the clarified sources of accountability to improve governance effectiveness.

The Kensington transit corridor runs between Huntingdon and Allegheny stations in the Kensington area of Philadelphia, Pennsylvania, and is one of the largest illicit drug areas in the country. The authors report qualitative findings from ride-alongs with transit police officers assigned to a vehicle patrol dedicated to reducing the response time to opioid overdoses in and around the transit system (trains and buses) in this large open-air drug market. This study's focus was on management and mitigation of the criminogenic harms associated with the illicit drug environment.

For ten months, transit officers patrolled the Kensington transit corridor in a dedicated vehicle (callsign “Oscar One”). Oscar One operated during either an early (8 a.m. to 4 p.m.) or late (4 p.m. to midnight) shift, between September 2020 and June 2021. 269 shifts were randomly selected for Oscar One from 574 possible shifts. Researchers accompanied Oscar One for 51 observations (19%), 45 of which were completed by the authors. Semi-structured interviews occurred during these shifts, as well as ethnographic field observations.

Four main themes emerged from the study. These centered on the role of law enforcement in a large drug market, the politics of enforcement within the city of Philadelphia, the policing world around risk and proactive engagement post–George Floyd, and the sense of police being overwhelmed on the front-line of community safety.

Police officers have a community safety as well as a law enforcement mandate, and this study explores the community safety and harm mitigation role from their perspective. The article draws on their words, based on approximately 400 h of field observation.

This work aims to establish the relationship between painting art and sustainability, which allows for highlighting implications likely to improve sustainability for humanity's welfare.

To achieve this objective, painting art is measured by a composite index aggregating the quantity and quality represented by the market value. As for sustainable development, it is represented by a composite index comprising three variables: the climate change performance index (ecological dimension), the wage index reflecting distributive justice (social dimension) and the gross domestic product (economic dimension). The composite indices were determined through adjusted data envelopment analysis. In addition, two other methods are used in this work: correlation analysis and a neural network method. These methods are applied to data from 2007 to 2021 across the world.

The correlation method highlighted a perfect positive correlation between painting art and sustainability. As for the neural network method, it revealed that the quality of painting has the greatest impact on sustainability. The neural network method also showed that the most positively impacted variable of sustainability by painting art is the social variable, with a pseudo-probability of 0.90.

The relationship between painting art and sustainability is underexplored, in particular in terms of statistical analysis. Therefore, this research intends to fill this gap. Moreover, analysis of the relationship between both using composite indices computed via an original method (adjusted data envelopment analysis) and a neural network method is nonexistent, which constitutes the novelty of this work.

The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-01-2023-0006

Reflexive Antiracism is an approach to antiracism that seeks to avoid the limitations of essentialism and negative emotional reactions through a focus on racialisation (a concept that encompasses both racism and antiracism) as well as the formation and maintenance of racialised identities. This paper aims to outline the construction and validation of a scale to measure this novel theoretical construct: the Reflexive Antiracism Scale‐Indigenous (RAS‐I).

In the context of a cultural training course focused on Indigenous peoples in Australia, 20 items to assess attitudes were developed along with four hypothetical scenarios designed to assess behavioural intentions in specific situations. The survey formed by these items and scenarios was piloted to assess test‐retest, concurrent and construct validity as well as item endorsement and internal reliability.

Findings suggest that an 11‐item scale based on this survey forms a valid and reliable measure of Reflexive Antiracism. Further research and applications are discussed.

This paper will prompt further exploration of Reflexive Antiracism as a concept that can be applied in a range of settings where a more nuanced understanding and approach to antiracism may be of benefit. Being aware of their position within a society that is racialised will allow antiracists to be reflexive (and realistic) about their ability as individuals to achieve antiracist ideals while continuing to strive towards them.

This study aims to examine the phenomenon of self-perceived age (SPA) identity for Generation X (GenX) women in the UK. Squeezed between the more ubiquitous “boomer” and “millennial” cohorts, and now with both gender and age stigma-related challenges, this study looks to provide insights for understanding this group for marketing.

This study adopts an existential phenomenological approach using a hybrid structured/hermeneutic research design. Data is collected using solicited diary research (SDR) that elicits autoethnographic insights into the lived experiences of GenX women, these in the context of SPA.

For this group, the authors find age a gendered phenomenon represented via seven “age frames”, collectively an “organisation of experience”. Age identity appears not to have unified meaning but is contingent upon individuals and their experiences. These frames then provide further insights into how diarists react to the stigma of gendered ageism.

SDR appeals to participants who like completing diaries and are motivated by the research topic. This limits both diversity of response and sample size, but coincidentally enhances elicitation potential – outweighing, the authors believe, these constraints. The sample comprises UK women only.

This study acknowledges GenX women as socially real, but from an SPA perspective they are heterogeneous, and consequently distributed across many segments. Here, age is a psychographic, not demographic, variable – a subjective rather than chronological condition requiring a nuanced response from marketers.

To the best of the authors’ knowledge, this is the first formal study into how SPA identity is manifested for GenX women. Methodologically, this study uses e-journals/diaries, an approach not yet fully exploited in marketing research.

Patients treated within secure/forensic settings experience numerous barriers to meaningful vocation, including restrictions under the Mental Health Act, which limit community access. The purpose of this paper is to describe the development of Real Work Opportunities, an inclusive and accessible vocational rehabilitation programme within a forensic intellectual disability service. The programme involved setting up employment and interview workshops, interviews, and interview feedback, and job roles within the secure service, to simulate the real work process.

A reflective account of the development and implementation of the Real Work Opportunity programme with a forensic intellectual disability population.

The programme was well received by the patients involved and a high attendance rate was maintained over time despite the demands that were expected. Roles have been advertised for two employment periods and have had two sets of successful candidates. Patients demonstrated skills development throughout the employment process, including general work-based skills, punctuality and time management, managing duties, responsibility, specific role-related skills, interpersonal skills and personal presentation.

Despite limited experience of work prior to admission, many patients were enthusiastic and motivated to work. The initial trial of the programme has been well received by both patients and staff. Future developments will include widening the number and types of opportunity offered by the programme.

This paper describes a vocational rehabilitation programme for a particularly marginalised population, people with intellectual disabilities within a forensic service. The programme proved highly popular with patients, and enabled them to develop transferable employment skills.

Behaviours that challenge in a school setting can lead to responses from teachers that are restrictive. It can impact learning and can limit opportunities for the future. These types of behaviours can also lead to exclusion from school. The purpose of this paper was to review the effectiveness of a non-restrictive strategy, behavioural contracting, in reducing behaviours that challenge.

Three case studies are included in this paper, showing how behavioural contracting can be used flexibly and individually to reduce behaviours that challenge. The specific behaviours focused on include pinching, hitting, grabbing, hair-pulling, disrobing, kicking, spitting and biting.

In all three case studies, the behaviours that challenge reduced significantly. This positively impacted the quality of life for these three individuals and has led to more opportunities for learning in the school setting.

Previous research has demonstrated the effectiveness of behavioural contracting to reduce a number of different behaviours that challenge. This paper showed how behavioural contracting can be simplified to make it more applicable to individuals with complex needs. It is important that non-restrictive strategies are used to address behaviours that challenge, and behavioural contracting can be a simple strategy that can be used across many different settings.