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This systematic review of the current gender inequality issues in operations and supply chain management (OSCM) seeks to illuminate the multifaceted aspects of this issue and their various implications for the field.

Employing systematic literature review and Preferred Reporting Items for Systematic Literature Reviews and Meta-Analyses (PRISMA) methodologies, this research delves into an analysis of 238 journal articles spanning a 47-year period. The objective is to discern existing voids and put forth actionable suggestions that align with the United Nations’ Sustainable Development Goal Number 5 (SDG5) in the context of men and women, which pertains to realizing gender equality and empowering girls and women.

The results show a significant increase in published articles over the period. However, only five literature review articles were found that specifically address gender inequality in OSCM. The five common themes impacting gender inequality in this field are gender issues, mindset, transportation disparities, human resources and gender roles in OSCM, alongside sustainability, mobility and government policy intersections. The paper emphasizes the need for further research on these themes. It also suggests implications for educators, researchers, companies, OSCM departments and policymakers to achieve SDG5.

This study offers valuable insights by comprehensively reviewing and systematically analyzing the prevailing gender inequality issues within OSCM. It accentuates the significance of gender equality in OSCM, augmenting the burgeoning discourse and catalyzing concerted endeavors for gender equality.

Core economy is defined as the economic activity, which is mostly underestimated as the non-market economy. As a result of certain concurrent studies, it is however estimated to be 25% of the economy of the USA with 1.91 trillion USD for the year 1998, which can’t be measured directly in spite of generating direct benefits. District bazaars and marketplaces and the street economy, an intersection point of the ones tired of suppression and tyranny of the Landowners and Sheikhdom, snowed under the sectarian conflicts, the ones feeling outcasted from the society, who would like to enjoy the benefits of modern life, the ones without the sufficient capital to establish a business or a regular business, the ones who would like to contribute to their families, the ones who are outside and excluded from the professional life; some of the ones are thugs and ramblers and lumpen, and the ones with no jobs and got nothing as defined as ‘Bosiacs’ by Maxim Gorki.

The chapter provides the reader with a critical, conceptual framework for further independent exploration of actor-network theory (ANT) when applied to higher education reform. First, it introduces briefly the potentials of ANT as a means of questioning, and eventually escaping, the formal policy level as the “natural” point of departure for studying policy reform. Second, by pointing to my experiences from an on-going study on a Danish subset of the European Bologna process, in which I invited relevant actors to participate in formulating the research questions, it concretizes – and critically reviews – how ANT may feed new insights as well as challenges into the research process.

Partly in the unfolding course of events and partly by intention, we in the transatlantic/English‐speaking region of the world now have an established and standard bibliographic system for printed verbal media—books, serials, and microform. Among them, with some computer assistance, Bowker, H.W. Wilson, Whitaker, the Library of Congress, the British Library, the British Museum Library, and a number of supplementary publishers and collections provide major twentieth century in‐print means of access, as close to being comprehensive, reliable, and coordinated as can humanly be expected at present. You can be reasonably confident that if the information on a print medium exists, you can get it—“you” being either reference/ acquisitions staff or a user.

In our current context, constant adaptation to emerging trends is crucial. There has been much discussion about digital transformation affecting all sectors. The art and event sector is no different and has been directly affected by digitalization, but what influence does this movement have on the management of these events? At the event management level, digital transformation entails organizational adjustments to roles, personal competencies, management techniques and technologies, and, more importantly, leadership philosophies to develop digital inclusion initiatives to attain broader participation in the arts.

Digital transformation's integration into events takes various forms, especially in response to challenges like the pandemic. While it creates opportunities for engagement, it also poses challenges, potentially isolating community members without digital access. The digitalization of an event must be considered at all levels to connect to the participants. Evidence in this chapter is displayed through a hybrid curated and Fringe arts festival: North Australian Festival of Arts, a leading industry example exhibiting new digital transformation models in the Australian arts. We will explore key factors underlying how digital transformation must enhance the experience and access by creating an environment that is familiar to attendees but has enough originality to make the event special and digitally inclusive. This chapter concludes by suggesting key constructs of digital transformation models for event and live performances to embrace digital inclusiveness in the arts.

The role of perceived organizational support (POS) and job satisfaction on the effectiveness of transfer of training in the workplace has begun to receive attention among recent studies. However, there is still limited understanding of how these factors may work together to affect the transfer of training. The purpose of this paper is to address this gap by exploring the relationship between POS, job satisfaction and transfer of training.

The data of this study have been collected from a group of employees, and their supervisors through survey. The data were analyzed using structural equation modeling.

The findings reveal that job satisfaction mediates the relationship between POS and transfer of training.

This study suggests that POS can improve employees’ job satisfaction, which in turn increase transfer of training in the workplace. The significant relationship between the factors (POS – job satisfaction – transfer of training) is an important finding that has not been empirically determined previously, particularly in the transfer of training literature. The findings show that job satisfaction plays an essential role as a mediator in the relationship between POS and transfer of training.