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This study seeks to examine whether blame and fault assigned to victims and perpetrators in a hypothetical sexual violence case are distinct conceptually, and whether they are affected by gender of participant, perpetrator and victim.

Participants read an incident of either female or male rape, perpetrated by either a female or a male, and assigned attributions of blame and fault to both victims and perpetrators. Participants also completed Burt's Rape Myth Acceptance Scale.

Findings showed that none of the independent variables had any effect on victim attributions of blame and fault, only affecting blame and fault assigned to perpetrators. Perpetrators of male victim rape were assigned more blame than perpetrators of female victim rape. In terms of fault: male participants reduced the amount of fault that they attributed to female perpetrators relative to male perpetrators; and female participants increased the amount of fault that they attributed to female perpetrators relative to male perpetrators. In addition, greater endorsement of traditional sex‐role attitudes and rape myths was associated with higher rape victim blame.

Findings are discussed in relation to social norms, social categorisation theory and differential focus of specific rape victim vs rape victims in general.

In a time that could be described as a “perfect storm” in higher education, faculty and administration have been exploring all possible tools to attract students and help them stay on a curriculum path so they can graduate within a reasonable time. The purpose of this paper is to explore three strategies for riding the storm in a large mid-western USA university.

The authors identify three strategies for increasing student retention and course completion, including: increased choices in scheduling; redesigning the curriculum; and offering multiple options for mode of delivery. In addition, the pilot of these strategies in a Technical Data Analysis class will be described and evaluated.

Providing choices in scheduling courses (strategy 1), redesigning the curriculum to offer flexible pathways to graduation (strategy 2), and offering students options in delivery modes (strategy 3) increase the likelihood of student success, allowing them to find a way out of and therefore escape the “perfect storm” that higher education finds itself in today.

Flexibility in scheduling courses by offering multiple delivery modes increases student access while maintaining the same learning objectives and outcomes.

This paper addresses a known challenge in higher education and offers three strategies to improve retention and completion.

Drawing from resource-based theorising, the concept of network embeddedness and a process perspective on entrepreneurship, this paper establishes a conceptual framework to explain a multi-level and multi-locational network embeddedness of creative entrepreneurs in non-urban places. It challenges stylised facts about creative entrepreneurship as a predominantly urban phenomenon.

Based upon the conceptual framework for creative entrepreneurship in a non-urban place, an illustrative case study of small-scale creative-design entrepreneurs on the Lofoten Islands in Norway (2019) is utilised to discuss the framework.

The conceptual paper derives a fine-grained understanding about how creative entrepreneurship emerges and develops in non-urban places and contributes to a better understanding of how such places can nurture such entrepreneurship through multiple network embeddedness and resource-exchange configurations.

The article will enable further empirical research that tests, validates and, if necessary, refines the framework established.

Creative entrepreneurs should use various resource-exchange combinations with diverse networks to become locally embedded in non-urban places. Public-policy managers need to be aware of this variety that may exist with the network embeddedness of such entrepreneurs to support them and develop the location through resource provisions.

The paper uses an original conceptual framework.

This paper aims to present a historical case study of Norwegian transnational entrepreneurs (1880s–1930s) and the ecosystems that they founded in Russia’s Arctic periphery. Drawing from the contemporary transnational entrepreneurship and entrepreneurial ecosystem literature, and inspired by AnnaLee Saxenian’s concept of “brain circulation,” this study explores the journey and impact of these entrepreneurs in a time of evolving political turbulence.

This study applies a mixed-methodology approach, drawing from nine qualitative interviews held in 2021 and secondary material, including historical books, a podcast, videos and archival data.

The Norwegian entrepreneurs were both “pulled” by and “pushed” to the Russian region, their “New America,” where they could apply their personal skills and exploit their rich social and financial capital to establish a local entrepreneurial ecosystem. However, radical political change altered the context, which led many of the entrepreneurs to re-migrate to Norway.

This paper demonstrates the role of the political context for contemporary entrepreneurship and management research, as transnational entrepreneurs and international expatriates remain vulnerable to political change.

Public-policy actors and managers in companies need to support highly-skilled transnational entrepreneurs, including expatriates, in a setting with turbulence, crisis and even war, to foster the sustainable contribution of entrepreneurial migrants to regional economic development across different countries.

This paper presents an original, novel case study on the historical role of transnational entrepreneurs across different cultural settings, their impact on a foreign peripheral location, including social-network building and evolving political change in the historical context. The findings are relevant for contemporary management literature.

Fast-changing global environment, hybrid and virtual work, today’s workplace is confronted to an unprecedented level of complexity. This conceptual paper aims to explore ways to re-think and adapt informal workplace learning to those recent changes and important dimensions to consider when designing successful learning strategies in the future.

To let emerge interesting tensions and explore new ways to approach informal workplace learning, the authors first look at recent trends in the workplace environment, then go back to some key concepts and ideas from the literature on informal learning. The authors then present two real-life cases they experimented with as scholar-practitioners that demonstrate the importance of a relational learning environment that encompasses virtuality, adaptive challenges and vertical development.

The new environment calls for new ways to think about informal workplace learning and how to support it. More than ever, organisations should support a culture that promotes collaboration and interactions across areas of expertise, a key condition for finding solutions to complex problems. In this complex environment, where there is no one right solution, organisations will need to rely on leaders who can become role models and show others how to overcome the silo mentality, engage into collaborative reflections, generate alternatives, experiment and learn quickly from what does or does not work.

This study contributes to the literature about workplace learning. It extends the understanding of some benefits that informal workplace learning provides to employees in an attempt to become agile practitioners as the work environment quickly changes and becomes more complex.

Global companies in the digital service industry are experiencing a pressing urgency for ongoing transformations caused by external factors driven by the need to change business models. This study aims to evaluate the willingness and ability to change as constructs of employee attitude toward change, assess their predictors and develop an approach to analyzing willingness and ability to change.

This study uses an abductive approach, building on the refinement of existing theories. The authors conducted 306 employees' surveys and nine interviews to collect primary data.

The result of this study suggests that the employees are willing to change when they have a sense of perceived control based on collaboration with management. Factors that have an impact on the willingness and ability to change include job function, age, years of job experience, knowledge of values, company background, understanding the current challenges, understating the urgency for change, positive attitude toward past changes and trust in leadership.

This is research is focused on one organization, and research in other industries or firms in the digital service industry would be beneficial.

This research contributes to the practice on the conduct of diagnostic investigation in an organization's readiness and risk for a planned change. The authors add to the existing literature the new dimensions related to the prior experience with change and understanding the need and urgency for change -specific factors that are relevant to individual ability to change. Managers can use findings in this study to learn how to plan and manage organizational change in the fast-paced business environment of digital service industries.

This research will help to understand work attitudes, emotions and behaviors and therefore will improve the well-being in the organizations experiencing transformation.

Individual readiness as a stand-alone concept was not enough explored in the literature, thus creating an opportunity for this study to fill the research gap. The lessons learned from this study are the following: ongoing change initiatives require longer time with a need to extend the organizational restructuring to behavioral and mindset change. This research suggests a practical approach to the assessment of change readiness in organizations. A simple model explaining factors affecting employees' willingness and ability to change has been suggested.

The purpose of this paper is to examine the risk factors and characteristics that influence the integration of quality care across hospital services by adult Sickle cell disease (SCD) patients.

This paper is a systematic review.

Painful vaso-occlusive crisis was the major cause of hospital and emergency department admissions in patients with SCD, although high utilizing patients had more diagnoses of acute chest syndrome and sepsis. High utilizers also had more SCD complications (aseptic necrosis) and infections. Patients who were publically insured accounted for 76.5 percent (95% CI: 0.632–0.861) of all patients. Patients aged 18–30 years had the highest rate of utilization, which declined in those over 50. Women were more likely than men to seek hospital services.

There is a need for prospective studies with a prolonged follow-up, reasonable sample size, objective methods of data collection and similar outcome measures that address characteristics of utilization and integration across different clinical settings for this population.

There is a small subset of patients with SCD who consume a large percentage of resources. This may lend itself well to targeted collaborative and integrated care management services for these high consumers of healthcare resources.

SCD patients who used hospital services for care, regardless of the frequency of their encounters, were more likely young women who relied heavily on public insurance to seek relief from the pain of vaso-occlusive crises. The majority were from African–American and Hispanic communities.

This study examines the consumption of resources by a high utilizing group as a necessary step in the development of an integrated care management pathway.

This paper aims to consider how the situation of the COVID-19 pandemic questions the neoliberal project of ageing, based on a notion of a healthy, active, working older person. A long-term struggle to include older people has been (temporarily) replaced with a struggle to exclude them. This seems to be one of the most sensitive sore spots of the coronavirus crisis and one of the most serious challenges to social policy and welfare systems the world over. The purpose of this paper is to consider where the concepts of ageing and the action on ageing were at right before the crisis and what their further development may look like.

This paper provides a critical overview of main conceptions based on the neoliberal project of ageing.

The main principle of the neoliberal project of ageing, which had been formed on the crossroad of social theory and policy through decades, became vulnerable in the face of COVID-19 pandemic. The new forced ageing reveals its repressive nature through ensuring seniors’ safety from exposure, their removal from work and isolation. The theory now faces new challenges of meshing a neoliberal actor – active, independent and productive – with an older person in isolation, who needs safeguarding, of re-conceptualizing social exclusion of seniors in a situation where exclusion is equated with safety, of resolving a dilemma between isolation and respect of human rights and of keeping progress in anti-ageism.

This paper presents an overview of the main conceptions, underlying the neoliberal project of ageing. It aims to designate the vulnerabilities of the project, which were revealed under the situation of pandemic. Further development of the discussion needs detailed analysis of theoretical conceptions of ageing.

Theoretical debate reflects policy of ageing. Discussion of theoretical problems of ageism, social exclusion, safeguarding of the elderly and compulsion are necessary for improvement of social policy of ageing.

When the neoliberal project of ageing comes into collision with the reality with the reality, the authors recognize it as a crisis. It moves the society, and especially the elderly, to the situation of uncertainty. This paper calls for discussion and search for a new balance among the generations in a society.

This paper relies upon the current debate on neoliberal project of ageing and responds immediately to the situation of pandemic. Now conceptual problems in theories of ageing and policy projects became visible, and the authors suppose it is time to initiate this discussion.

The purpose of this paper is to examine the possible role of job insecurity climate as a moderator in the relationship between leader–member exchange (LMX) and organizational citizenship behaviors (OCBs).

Questionnaire data were collected from 466 employees working in 14 organizations from both the private and public sector. Following the core tenets of social exchange theory and occupational stress theories, the authors argue that ideally job insecurity is studied as a climate-level construct, given the fact that intra-group social exchange processes strongly influence the formation of employee perceptions about specific aspects of their work context (e.g. job insecurity).

In line with one of the hypotheses, multi-level analyses revealed that LMX is significantly and positively related to OCBs. In addition, the authors found support for a negative moderation effect, such that LMX has a less strongly positive relationship with extra-role behaviors that are beneficial to the organization when job insecurity climate is high.

The study contributes to the limited empirical scholarly research on job insecurity climate and its correlates. Management and HR professionals in working organizations are advised to focus on preventive measures (e.g. to invest in the professional development of their employees, that is focus on employability enhancement, in order to reduce job insecurity) as well as on participation-based interventions.