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Of all industries, agri-food has one of the largest environmental impacts. Reducing the production and consumption of meat, dairy and seafood, and moving to predominantly plant-based diets, is key to lowering our environmental footprint. Veg-friendly restaurants play a key role in this transition as they have the capacity to build a greener dining scene (e.g. positively change consumer opinions towards vegan food). Hence, the purpose of this paper is to understand the entrepreneurial journey of veg-friendly restaurateurs.

The authors employed an inductive-qualitative approach to analyse 12 veg-friendly restaurants in three countries (Spain, Australia and Colombia). In addition to inspecting available data on the restaurants and their menus, semi-structured interviews were conducted with the restaurateurs to uncover (1) the impact of their venture for customers and society, (2) the drivers to establishing their businesses and (3) the challenges faced and strategies used in the management of veg-friendly restaurants.

This work recognises veg-friendly restaurateurs as key actors in building a sustainable future through a greener dining scene. The authors uncover the main drivers of the entrepreneurial journey and propose a multi-dimensional approach to identity and passion as key antecedents of entrepreneurial intention. The authors also discuss how social and sustainable entrepreneurship may be the expression of an activist behaviour. Finally, challenges and strategies to manage veg-friendly restaurants are discussed with directions that contribute to both theory and practice.

A switch towards vegan and vegetarian diets has important implications for ecology, society and the economy. While most research has focused on the consumer side, this paper is unique in understanding how veg-friendly restaurants emerge. This is quite distinctive in the literature regarding sustainable restaurants, which until now, has focused on the managers' adoption of sustainable practices rather than the restaurateurs' entrepreneurial journey. This work additionally builds new insights in the entrepreneurship literature, through uncovering the motivations, experiences and challenges of entrepreneurs that, in most cases, show activist attributes.

In almost 100 years of Colombian cinema, very few productions have had action-oriented narratives at the core of the film, as this cinema has chiefly developed around mainstream genres of melodrama and popular comedy. Rather than a cinematic end, ‘action’ has worked more as a specific means, mainly through thrillers, for directors to represent, question, and denounce the Colombian armed conflict – a central national issue for over 70 years. Whilst such films have tended to showcase male heroes, some recent productions subvert this tradition, and echo aspects of contemporary action cinema in Hollywood, where female representations problematise the perpetuated male image of the action hero.

This chapter examines contemporary Colombian films that offer hybrid images of female warriors who are (anti)heroic or disruptive, within the conventions of the action genre and within the dominant patriarchal discourse of Colombian narrative cinema, concentrating on Rosario Tijeras (Maillé, 2005) and La Sargento Matacho (González, 2017). Following research on Colombian cinema, context and conflict, this chapter highlights how female characters subsist in the public sphere, taking an active part in illegal armed organisations. It also questions how these representations may promote typologies of female emancipations (victimisers, anti-heroines, hybrid tomboys and war fighters), articulating key notions of emancipation. Ultimately, this chapter reiterates how postmodern representations of the female body subvert classic features of the Hollywood action cinema, by offering inaugural images of tough women within the Colombian/Hispanic popular culture and contexts, by examining particular sequences through Creed's multiple views on the female multi-faceted representations in cinema and Tasker's ample theory on action women and bodies.

This study aims to investigate the direct effect of organizational reputation (OR), employer brand (EB) and organizational attributes (OA) on the intention to apply for a job vacancy (IAJV); further, it examined the mediating effect of employer brand in the OA-IAJV relationship while taking into consideration the moderating effect of organizational reputation.

A mixed-method approach was employed, with ten in-depth interviews followed by a questionnaire with additional 356 job seekers in Cairo and Giza cities; the sample includes both fresh graduates and experienced job applicants in the job market. The qualitative analysis confirmed that some respondents use organizational reputation as a signal of its performance. The path analysis technique tests the research hypotheses using a partial least squares structural equation modeling (PLS-SEM).

The findings revealed that the most influential variable in the intention to apply is organizational attributes, followed by organizational reputation and finally employer brand. There is a significant relationship between organizational attributes and intention to apply for a job vacancy via employer brand. In addition, the results indicate a noteworthy moderating impact of organizational reputation on the association between employer brand intentions to apply for a job and the relationship between organizational attributes and intention to apply for a job opening.

To the best of the authors’ knowledge, this study contributes to the understanding of the direct and indirect effects of organizational reputation and organizational attributes on intention to apply through the mediating role of the employer brand. This research opens new avenues for recruitment research, considering the moderating effect of organizational reputation on strengthening the impact of the independent variables on the intention to apply and the interaction between the variables affecting the intention. Further, this study focuses on the needs of the job applicants when perceiving the organizational factors and identifies which signals can generate the intention to apply according to the signaling theory.