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During the lengthy process of PhD studies, supervisory changes commonly occur for several different reasons, but their most frequent trigger is a poor supervisory relationship. Even though a change in supervisors is a formal bureaucratic process and not least the students’ rights, in practice it can be experienced as challenging. Therefore, the purpose of this study is to explore how doctoral students experience a change in supervisory arrangements.

This study highlights the voices of 19 doctoral students who experienced at least one supervisory change during their doctoral studies.

The findings were structured chronologically, revealing the students’ experiences prior, during and after the changes. In total, 12 main themes were identified. Most of the interviewed students experienced the long decision-making processes as stressful, difficult and exhausting, sometimes causing a lack of mental well-being. However, once the change was complete, they felt renewed, energized and capable of continuing with their studies. It was common to go through more than one change in supervisory arrangements. Further, the students described both the advantages of making a change yet also the long-lasting consequences of this change that could affect them long after they had completed their PhD programs.

The study fulfills an identified need to investigate the understudied perspective of doctoral students in the context of change in supervisory arrangements. A change in the academic culture is needed to make any changes in supervisory arrangements more acceptable thus making PhD studies more sustainable.

This study aims to analyse value co-creation in innovative firms within innovation environments (IEs) in the south region of Brazil from a processual and dynamic perspective, including its antecedents, initiatives and its outcomes in the multiple facets of the firms’ performance.

A qualitative and quantitative multi-method study was carried out with the management and support teams of these IEs, as well as with a sample of 91 companies installed.

The results helped clarify the value co-creation process in IEs of an emerging economy, suggesting under which conditions and how value co-creation practices are performed and its significant role in specific performance dimensions of companies.

The study contributes to companies and IEs within emerging economies to prioritize practices related to the co-creation of value to enhance their results.

In emerging countries, IEs struggle to apply their scarce resources to the development of hosted firms. Having value co-creation as a concept that presupposes the involvement of the beneficiary and other actors to improve the companies’ value proposition, its practice may constitute a valuable ally in this effort. However, the dynamics of value co-creation in such environments, its antecedents and specific outcomes are still unclear.

Diversifying the teaching profession has been of international concern for several decades. While most attention has been devoted to issues of ‘race’ and ethnicity, in comparison, social class has been relatively invisible. Research suggests that those from working class backgrounds experience challenges with regard to belonging in what has been regarded as a middle class teaching profession. An area unexplored has been the complexities of researching with student teachers from under-represented groups, including those from working class backgrounds. This chapter draws on research conducted as part of the Access to Post-primary Teaching (APT) project funded under the Higher Education Authority's Programme for Access to Higher Education (PATH): Strand 1 – Equity of Access to Initial Teacher Education. APT supports the participation of student teachers from lower socio-economic groups in initial teacher education. Following the introduction and literature review, we provide information about the methodology of the overall project, as well as the data upon which we draw in this chapter. Next, we present a critical reflective analysis of working with APT participants over the last six years, drawing on our own critical reflections as researchers, as well as the voices of our participants through the project's research strand. Here we highlight concerns pertaining to relative researcher-participant positionality, and issues of identity and disclosure. Finally, we interrogate our analysis using the methodological literature about researching with marginalised groups and end with recommendations for supporting researcher reflexivity.

The authors of this chapter emphasise the importance of addressing the well-being of Pacific Island rugby players. Indeed, the need to consider players' physical and mental well-being, cultural identity, spirituality and socio-economic challenges is underscored. The personal background and lived experiences of the first author, who identifies as Pasifika and has a wealth of experience as a professional rugby player, as the captain of Fiji at the 2011 Rugby World Cup and founder of Pacific Rugby Players, add a unique perspective to the discussion. The authors advocate for a deeper understanding of what constitutes holistic well-being from a Pacific perspective. They suggest the need to embrace cultural awareness and incorporate cultural practices within rugby team environments to foster inclusivity and enhance players' well-being. The authors reveal the challenges of balancing cultural expectations and the demands of professional rugby within multicultural contexts. Further, the authors acknowledge the stress, anxiety and mental health challenges that can arise from the pressure to succeed in the sport and the role of being the primary breadwinner for their family and communities. The aim of this chapter is twofold. First, to introduce well-being models currently discussed within the literature, specifically Pacific and Māori conceptions of well-being. Second, to provide recommendations as to how coaches and administrators could apply the well-being models with the aim of enhancing the well-being of professional rugby players who identify as Pasifika, specifically their spiritual well-being.

According to previous research, exit interviews do not fulfil the purpose of generating useful feedback from parting employees. According to signaling theory, they might, however, serve a different purpose: to leave one last good impression on parting employees, and the aim of this study was to test this.

A survey was administered to a sample of 164 German employees.

Consistent with arguments based on signaling theory, those who experienced an exit interview reported more residual affective commitment toward their former employer and less willingness to complain about it, and these effects were mediated by interpersonal fairness perceptions. In addition, the probability of having an exit interview was found to depend on the resignation style of employees.

This new perspective on exit interviews can renew the interest in studying how organizations manage the offboarding process.

This study advises employers to conduct “exit conversations” (as two-way interactions rather than one-way interviews) and to carefully plan the exit phase.

To the best of the authors’ knowledge, this is the first study that proposes a signaling theory perspective of exit interviews and that links exit interviews with the literature on resignation styles.

Corporate social responsibility (CSR) is going through a critical period that challenges its capacity to respond to social and environmental crises, which could be associated with the growing Corporate Hypocrisy (CH) phenomenon. This study aims to identify the theoretical perspectives of the scientific literature on CH as a contemporary phenomenon concerning CSR.

We adopted a sequential mixed-method approach in this study. First, we conducted a bibliometric analysis of the publications on the Web of Science database. Subsequently, we performed a content analysis of CH with CSR.

The literature review revealed two main research paths: the first deals with the perceptions of hypocrisy; the second relates to the company’s responsibility for disclosure. In addition, we found that researchers use different expressions to refer to the gap between discourse and action in organisations. Some authors suggest subtle differences between these terms, while others use them interchangeably. The causes of this phenomenon vary according to the facets of hypocrisy and the negative implications for the reputation and credibility of companies.

This study contributes to understanding the dissociation between CSR statements and practices. To this end, it combines and collates the literature on a phenomenon studied from different sides using numerous designations.

Universities can play an important role in decarbonizing cities and tackling inequalities in urban settings. Both challenges are particularly critical in Latin America and the Caribbean where demographic transition toward urban areas and the persistent inequalities have increased the ecological footprint of human activities and the economy in general. In this chapter, we will discuss how universities can contribute in a multifaceted manner to the achievement of SDG11, its specific targets, and explore the synergies between SDG11 and other important Sustainable Development Goals (SDGs) in the Latin American and the Caribbean Region. The chapter presents the experience of the Center of the Sustainable Development Goals for Latin America and the Caribbean (CODS) in monitoring the progress in the achievement of the SDGs in the region. In addition, the trajectory of the Universidad de los Andes in Colombia is used to illustrate the challenges and the possibilities for a higher education institution in contributing to moving toward a more sustainable urban setting. These strategies include not only education and research, but also how it has intervened in the immediate neighborhood of the campus, the close ties with the city administration over decades, and close interactions with the private sector at the local and national levels.

To develop a model that assess the feasibility to telework new product activities.

Literature review of innovation and telework to find criteria relevant to use telework in new product development activities.

The first stage of the model assess the feasibility of telework in new product development activities according to four criteria: importance of teamwork, need of using equipment and laboratories, intensity of data processing, and frequency of meetings. The second stage assess the level of knowledge in each new product development activity. The model analyses the knowledge tasks according to four basic knowledge processes: generation, codification, storage and transfer. The third and final stage assess the distribution of productive work time of new product development employees to obtain groups of new product development activities suitable to be teleworked.

Firstly, to enlarge the taxonomy of variables that define each one of the four basic knowledge management processes included in the model. Secondly, to test empirically with case studies and surveys the working time requirements of knowledge tasks. The number of knowledge tasks included in the analysis could also be enlarged in future studies.

The framework provides an aid to research and managerial application of telework in new product development activities. The methodology developed in the paper may be useful for preliminary analysis of teleworking implementation projects. It may also help to the adoption of information and communication technologies for the company's new development processes.

The adoption of teleworking among knowledge processes arises the question whether teleworking may be used in the company's innovation activities. The methodology proposed in the paper wants to contribute to this topic by developing a framework adapted to the different activities in the new product development process.

The purpose of this paper is to study the effect of gender diversity (in executive boards and top management) on firm performance. To reconcile the inconsistent and non‐conclusive findings from previous studies, competing curvilinear relationships are theorized between gender diversity on boards and firm performance based on different theoretical backgrounds.

The paper comprises a literature review and development of theoretical propositions.

Curvilinear relationships were developed that may integrate different theoretical perspectives.

This paper provides theoretical support to reconcile the inconsistent and non‐conclusive findings from previous theoretical perspectives and empirical studies by proposing that competing recommendations from theoretical perspectives could be tested through curvilinear relationships.

The propositions provide a strong argument for having more women in top management positions who will be promoted later through the “glass ceiling” to more gender‐balanced boards.

The paper reconciles inconsistent and non‐conclusive findings from studies about gender diversity on boards and firm performance.