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The purpose of this case study is to explore the depth of integration of Corporate Social Responsibility (CSR), defined as the triple bottom line (3BL), throughout the Wilh. Wilhelmsen (WW) Shipping Company. The endeavor is to understand how the company defines CSR, the developmental experiences of the leaders toward CSR and to identify strategies, policies and practices implemented to support CSR.

As a part of a larger CSR research project on European‐based companies practicing CSR, Wilh. Wilhelmsen was the first organization selected to be studied in understanding the levels of integration of CSR throughout the company. The methodology used for collecting the data consisted of one‐on‐one interviews with senior executives and focus group sessions conducted with a cross‐section of staff employees and middle level managers at Wilh. Wilhelmsen headquarters in Lysaker, Norway.

Interviews and focus group sessions indicated that CSR and sustainability are not typically understood as the execution of a 3BL strategy among the majority of WW employees. However, when the 3BL concept was explained as the focus of the research, all seemed to be clear as to how it fits in the WW goals and objectives, and the responses from senior executive interviews and employee focus groups were very similar. In terms of how social responsibility got started at WW, most agreed that the practice is a tradition initiated by the Wilhelmsen family generations back and sustained by the current majority owner Mr Wilhelm Wilhelmsen. While all agreed that CSR leadership had been strong at WW, employees and mid‐level managers saw some problems in the consistent enactment of company values across the organization and some made suggestions for improvements. However, the employee/middle manager groups positioned WW, as a whole, closer to having a fully‐integrated sustainability practice than did the individual senior executives interviewed.

Interviews and focus groups were the methods used to collect data; however, data collection was mostly limited to senior executives and managers. Frontline workers (e.g. ship employees) were not present for either focus group. These frontline workers, particularly those who work on the ships internationally and interact with various cultures as they transport goods from country to country, may have offered a somewhat different perspective regarding implementation of CSR practices world‐wide.

Organizational leaders benefit from learning more about what practices, systems, and organizational culture components are important in initiating and sustaining CSR in business operations world‐wide.

As a case study, the paper provides an up‐close picture of the challenges one company has faced in implementing CSR and the factors underlying its success thus far.

The purpose is to understand how Wilh. Wilhelmsen Shipping Company defines CSR, the developmental experiences of the leaders toward CSR, and to identify strategies, policies and practices implemented to support CSR.

As part of a larger CSR research project on European‐based companies practicing CSR, the authors explore the depth and integration of CSR throughout the Wilh. Wilhelmsen Shipping Company, which has its headquarters in Norway.

There was interest and energy for developing or finding appropriate ways to measure the benefits of social initiatives that are as robust as the current environmental measures, so as to build a business case (in addition to a moral case) for this aspect of 3BL.

The authors concede that they did not learn much about how individuals came to value CSR, although clearly many did. For the most part, people saw protecting the environment and taking care of people as natural activities, both for ordinary citizens and corporate organizations.

Globally, traditional and online doctoral programs face difficulties with student persistence and progression. An online doctoral school implemented a first-year program sequence taught by a cadre of 20 specialized faculty members who engage in best practices to assist students in persisting and progressing toward program completion.

This qualitative program assessment using content analysis examined the program effectiveness of one online doctoral program's first-year program sequence. Two research questions guided this program assessment, they were: RQ1. Based on online doctoral students' perspectives, what motivators contribute to online doctoral student persistence and progression in an online doctoral program? RQ2. How do online faculty contribute to online doctoral student persistence and progression? Data collection included myriad of program metrics: content area meetings (CAMs); closing the loop assessment data; faculty and student end of course survey data; and faculty and student semistructured interviews.

The resultant themes indicated that students are motivated by support from family, friends and religious beliefs; and students persist based on support from fellow doctoral students and faculty members. Additional themes revealed that faculty members motivate students through building faculty–student relationships, individual coaching, providing university resources and through clarification of program requirements; and faculty members perceive that face-to-face doctoral residencies greatly contribute to student persistence and progression through interpersonal interaction and through improved clarity.

Implications of this program assessment have far-reaching impact on how doctoral granting institutions can structure small cadres of faculty to develop interpersonal relationships with doctoral students with focus on support and development.

This research examines how construal level shapes the effectiveness of rational (vs emotional) messages for inducing cessation behaviors. Concrete mindsets foster self-improvement goals, whereas abstract mindsets boost self-relevance goals.

In four studies, this research examines the moderating role of construal level on health messages and the underlying mechanism of goal pursuit.

Results demonstrate that concrete (vs abstract) mindsets increase consumers’ intent to engage in cessation behaviors when exposed to rational (vs emotional) messages. Consistent with this study’s theorizing, the authors found that self-improvement goals underlie the effects for concrete mindsets, whereas self-relevance goals mediate the effects for abstract mindsets.

The reported effects are limited to health messages focusing on cessation behaviors.

This research can help public policymakers to design more effective health messages to foster specific cessation behaviors – quitting smoking and reducing drinking – focusing on concrete (vs abstract) mindsets and rational (vs emotional) messages.

This investigation highlights construal level as an important moderator for message appeals (rational vs emotional) on cessation behaviors, along with the underlying mechanism of goal pursuit, thus contributing to health marketing literature.

Few scholars become notable figures in their areas of specialization. Understanding how and why some scholars are identified by their unusual accomplishments, therefore, can be difficult, especially when some scholars achieve more notable careers and are invisible in their professions than others, more recognized colleagues. The reasons for some scholars’ visibility and their colleagues’ invisibility may be unclear or ambiguous. One common reason for invisibility is being a woman in a patriarchal discipline. Men’s ideas, values, and careers are privileged and more highly rated in a patriarchal subject like sociology.

Here, I analyze case studies of invisibility that emerge from deliberate suppression but focus on the more hidden processes of making women invisible in sociology. These less overt processes of invisibility require different theories, networks, and methods to discover the women’s notable careers than those used in examples of more overt processes.

Making invisible women visible requires multiple processes, over time, by a number of professionals and gatekeepers.

Organizations increasingly use inclusion initiatives to reflect a meaningful involvement of their entire workforce as part of their larger diversity, equity and inclusion (DEI) strategies. However, the conceptualization of inclusion and its impact on larger DEI efforts and the organization remains unclear, coupled with the organizations’ struggles to find ways to embrace and advance inclusion. Hence, the purpose of this study is to synthesize ways of inclusion conceptualizations and review empirical evidence related to inclusion.

The authors conducted a literature review using the method of scoping review coupled with topical cluster mapping techniques.

The authors captured three ways of inclusion conceptualizations and provided an overview of topic clusters related to inclusion and its measurement tools. The authors also proposed a path model of inclusion based on emerging empirical evidence related to inclusion in the workplace.

To the best of the authors’ knowledge, this is one of the pioneering efforts to provide a much-needed review of inclusion in the workplace, which provides guidance for further research and practice to fulfill the goal of inclusion for all in the current workplace.

Describes how HIV and AIDS are carried and spread, particularly for high‐risk groups, but adds that it is not only behavioural but also those behaviours in conjunction with others. Employs figures and tables for added explanation and emphasis. Chronicles some individual case studies showing different “risk” behaviours and types of “unsafe” practices. Makes clear that the use of varied types of education are of major importance in the fight against ignorance and nonchalance in the battle against AIDS.