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The purpose of this paper is to investigate local climate change mitigation planning in California with the goal of understanding how the relationships between the state, the local air agencies, and the localities within their jurisdictions shape the willingness and capacity of local communities to plan for climate change mitigation through greenhouse gas emissions reduction.

The research: analyses documents relating to localities' climate change mitigation planning activities, including the production of action plans, general plan elements, emissions inventories, or official resolutions supporting mitigation planning, establishment of partnerships with other governmental and non‐governmental organizations, and development of community input processes and planning committee membership and structure. It also involves measurement and descriptive analysis of variables capturing: local air agencies' institutional character, orientation regarding climate change policymaking, and mitigation planning activities and programs; and localities' mitigation planning processes and policies, institutional and demographic characteristics, and relationships with other sub‐state entities working on climate change mitigation.

Intergovernmental partnerships can powerfully impact localities' technical and financial capacities for pursuing climate change mitigation planning. This exploratory study points to the potential for strong leadership by air quality control agencies to greatly influence the decision of localities within their jurisdictions to engage in voluntary mitigation planning. Furthermore, decentralized collaboration does not prevent, and may encourage, policy harmonization through localities' widespread reliance on the technical assistance from specialized non‐governmental organizations.

Findings might enable advocates of local‐level climate change mitigation planning to target their resources for maximal returns in terms of geographic policy coverage and pledged GHG emissions reductions. Theoretically, this study contributes to discussions on the relationship between the quality of policy outputs and various forms of environmental governance.

Climate change mitigation planning in the USA is in a formative stage. In fact, the authors found that even the California Governor's Office of Planning and Research (OPR) must work continuously and with imperfect data to compile a list of the state's local‐level mitigation planning efforts. This study contributes to the growing body of knowledge of local planning policy innovations in California and highlights the importance of leadership from the regional scale for city‐level engagement with mitigation planning.

Organizational Development and Change (ODC) has been called to aid organizational greening goals. Carbon labeling of products by organizations is a common greening strategy. However, its effectiveness is dependent on supportive consumer behavior. The Theory of Planned Behavior (TPB) is used to explain actor choice in buying low carbon products (LCPs). Actual buying behavior of 873 subjects in China, a country new to carbon labeling, demonstrated that Declarative norms, Attitude, and Perceived behavioral control explained significant variance in actual buying behavior of LCPs. The TPB model may be better served by observing actual behavior versus behavioral intention. Revisions to the TPB model for diagnosis and interventions in behavioral change are indicated. ODC should revert to theoretically informed practice versus the increasing reliance on A-theoretical tools and techniques.

Retailers are increasingly considering the introduction of service robots in their stores to support or even replace service staff. Service robots can execute service scripts during the service encounter that can influence customer interactions and the overall experience. While the role of service agents is well documented, more research is needed to understand customer responses to a technology-infused servicescape and to investigate the value of service robots as interaction partners. The purpose of this study is to examine the degree of customer immersion in human-human or human-robot interactions across different stages of the service experience and to understand how immersion affects store visit duration under each condition.

An experimental field study was developed to test the research hypotheses. The study was conducted in a retail store selling premium Italian leather goods with 50 respondents randomly allocated to one of two experimental conditions, interaction with a service robot or interaction with a human sales associate. Participants’ biometrics were collected to measure their immersion in the service encounter and to assess its impact on store visit duration.

The interaction with a service robot increases the level of customer immersion during the service encounter’s welcome and surprise moments. Immersion positively affects visit duration. However, participants exposed to a robot sales associate reported a shorter visit duration as compared to those who interacted with a human sales associate.

This study contributes to the emerging service and retail marketing literature on service robot applications applying a neuroscientific approach to the study of human–robot interactions across different moments of the service encounter. For managers, this study shows the conditions under which service robots can be successfully implemented in retail stores in accordance with the type of task performed and the degree of immersion generated in customers.

This chapter presents a novel method for using PechaKucha presentations to generate and analyze participant-generated video data. As a data source, participatory video (PV) differs from ethnographic or archival video by relying on participants to tell their own stories. As a presentation technique, PechaKucha produces six-minute-and-forty-second, narrated slideshow presentations. The slideshows or recordings from live PechaKucha presentations are a dense form of PV that is easier to code and analyze than traditional sources of PV. This chapter describes the procedures to capture and analyze PechaKucha-based PV and illustrates considerations for researchers who plan to use PV to gather data.

Gender budgeting aims to include a gender perspective at all stages of the budgetary process. Emerging economies (EEs) face different challenges in gender equality to high-income economies–with larger informal economic sectors that typically employ a larger proportion of women and weaker political accountability. We analyse the literature on gender budgeting in EEs and derive avenues for future research.

Adopting a systematic literature review, we investigate the focus of research on gender budgeting in EEs and analyse how the literature has developed over the last decade.

Our results show that gender budgeting is a relevant topic in EEs. The literature focuses on overall rationales for employing gender budgeting and its theoretical implementation. However, many studies remain explorative, reviewing existing content without collecting new and potentially more suitable data. The evidence on the success of gender budgeting initiatives is mixed. While a number of studies present positive experiences regarding certain aspects of gender budgeting, other studies discuss a decoupling between adopted instruments and their actual use, as well as projects not being further pursued or developed when donors retreat.

Given the identified lack of studies reporting on actual implementation experiences, future research should address gender budgeting from an accounting and accountability perspective and focus on the reform impacts.

In this chapter, we present results from an EU-wide survey on public administration reform. Our analysis shows that the 27 public administrations covered still organize their HR services very differently. Divergent structures, traditions, and paths taken do not seem to give rise to an overall shared new model of a European Administrative Space, yet. Different national traditions have a considerable impact on the modernization paths and the organization of HR decision-making structures and account for similarities between more related public administrations. The clusters based on the administrative traditions and on the HR systems proved to be helpful in outlining different patterns, but also revealed several directions for refinement.

Much has been theorized about what change strategies to employ given particular types of organizational change. Organizational theorists have linked participative strategies with culture change, strategies based on logic and reason with new technology implementations, and power strategies with the introduction of new laws and legislation. However, to what degree are these suggested recommendations carried out in organizations? In this paper, we explored the extent to which change recipients perceive the use of theorist recommended strategies when undergoing specific types of organizational changes. Using survey research (N = 88), we investigated the perceived relationship between two components of change: change content and change strategy. The results partially follow the ideals proposed by previous theorists, but they also highlight a significant relationship between power-coercive strategies and episodic change events that is contrary to those ideals. For practitioners, our findings draw attention to the connection between change content and change strategy in the hope of offering some guidance to those change agents who must determine how to lead a particular change initiative. Additionally, since our investigation is original and exploratory, we incite future research aimed at understanding the congruency between change content and change strategy formulation.

Discrimination and bullying contribute to mental ill-health in the workplace. At face value, they would seem linked but are often dealt with by different legislations. Workplace studies generally focus on bullying and population studies on discrimination. The authors aimed to evaluate the prevalence and relationship of discrimination and bullying in a male-dominated workforce, associated factors and relative impact on mental ill-health.

An online cohort survey was conducted amongst employees of an Australian mining company, measuring discrimination, bullying, demographics and workplace and health factors over two months. Cross-sectional and prospective analyses assessed the prevalence of each, their association and their effects on depression and anxiety.

A total of 580 employees (82% male) participated. There was no association between workplace bullying (n = 56, 9.7%) and discrimination (n = 160, 27.6%). Discrimination, but not bullying, was associated with higher depression, anxiety and suicidal ideation and lower well-being and resilience. After controlling for demographic, workplace and health and well-being factors, depression had the main effect on discrimination ß = 0.39, p = 0.003. Discrimination predicted an increase in depression scores at follow-up F (1, 129) = 4.88, p = 0.029.

In this male-dominated industry, discrimination was more prevalent than bullying. Discrimination, but not bullying, was associated with poorer mental health both cross sectionally and prospectively. Supporting the need to assess and manage discrimination and bullying in the workplace independently and the need for interventions to reduce a broader range of adverse interpersonal behaviours.