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Despite rapid expansion in provision of outdoor management development (OMD), there is a lack of empirical evidence to support the efficacy of the learning process and crucially, its transfer to the workplace. Prompted by the dearth of research into the linkage between programme aims, the methodologies utilised and outcomes that are purported to accrue, a new framework for analysing the mechanisms of skills transfer is proposed. The framework represents a decision making chain comprised of three factors i.e. the knowledge base, learning approach and practice setting. In order to explore the veracity of the framework, data were gathered about the methodologies used by ten major providers of OMD to promote the transfer of skills in conflict handling. Results confirmed the model to be tenable insofar as the variables represented within it were reportedly utilised as aspects of skills development. Significantly, however, there was little evidence for the application of this framework, or any other process‐based decision making, on the design of optimum content or method.

This paper aims to discuss a framework for analysing the learning and transfer of conflict handling skills via leadership development programmes. The framework links the role of knowledge in skill acquisition to the process of learning transfer to suggest how different methodologies may influence learning outcomes.

In order to explore the veracity of the framework, content analysis was conducted on 22 UK leadership development programmes. In addition, semi‐structured interviews were conducted with 18 managers acting in leadership roles and ten leadership development providers.

Results confirmed the model to be tenable insofar as providers reportedly utilised both design paths represented in the framework and as managers used the approaches in handling business conflicts.

The framework remains to be tested longitudinally with a large sample of managers and providers. Given the lack of empirical work to support an expressed link between design and outcome to maximise effect, a mixed methodology examining both approach and rationale would be essential.

It is suggested that clients question the training provider about the philosophy underlying skills learning and transfer. Due consideration should also be given to the circumstances under which learning transfer may be optimised.

It is proposed that the framework may offer clients an evaluation tool in respect of particular methodologies or course designs and that this may help to maximise the chances of focused learning and subsequent skills transfer.

A framework for the optimum development and transfer of conflict‐handling skills via outdoor management development (OMD) programmes has already been presented (Part I, Journal of Management Development, Vol. 23 No. 7). A qualitative study with ten OMD providers confirmed the framework to be tenable insofar as the concepts represented within it were reportedly utilised as aspects of provision but, crucially, there was little evidence of an underlying rationale or set of principles to optimise effect. Hence, a questionnaire survey was conducted to ascertain perceived provision from the client's perspective and to provide a foundation for assessment of the framework to a wider managerial population. The results suggested that aspects of the framework were identifiable to participants as features of course design but, once again, there was an apparent lack of awareness about how these approaches were best utilised to optimise skills transfer. Results from both studies indicate a common lack of understanding on behalf of both providers and clients as to the pedagogical or philosophical principles underlying the application of particular methodologies to maximise efficacy.

The purpose of this paper is to formally assess the training program received by information studies graduate students and the reference services they provided at a research-intensive university.

A qualitative content analysis was used to evaluate if graduate students incorporated the training they received in their provision of reference services. The students’ virtual reference transcripts were coded to identify the level of questions asked, if a reference interview occurred and if different teaching methods were used by the students in their interactions. The in-person reference transactions recorded by the students were coded for the level of questions asked.

The main findings demonstrate a low frequency of reference interviews in chat interactions with a presence in only 23 per cent of instances while showing that instructional methods are highly used by graduate student reference assistants and are present in 66 per cent of chat conversations.

This study is of interest to academic libraries who wish to partner with information studies programs and schools to offer graduate students valuable work experience. It aims to show the value that graduate students can bring to reference services. Furthermore, it highlights the importance of continuously developing training programs and assessing the performance of graduate students working in these roles.

This article aims to explain the transfer of training model used in the training of human resources within organizations and its possibilities for the mandatory internship (MI) in sport science (SS) higher education.

A review that argues the concept of transfer of learning, the model of factors that affect the transfer of training and its evolution was undertaken.

The possibilities and implications of thinking about the MI in the SS undergraduate courses are listed based on the transfer of learning and of training model. It is concluded that different factors such as the students' characteristics, the characteristics of the different spaces of SS professional's intervention, the evaluation, the academic and technical supervisors, the host organization and peers, as well as other elements of the transfer of training model, are important to develop the MI at the SS undergraduate courses.

The consideration of this model of factors could be relevant to improve the teaching and learning processes within the MI at the SS undergraduate courses.

We examine the work undertaken by salespersons in the menswear department of a well-known department store in New York City that sells specialized “luxury” clothing by using the theoretical perspective developed by Kenneth Burke, the philosopher of language and communication. He has argued that the most comprehensive way to describe human conduct is to examine what was done, what attitude did it manifest, where was it done, who did it, and how was it done. Burke summarized these questions as act, attitude, scene, agent, agency, and purpose. With these terms comprising a “hexad,” a great deal of complexity can be captured within an organizational context. Indeed, Burke refers to these terms as “the grammar of motives” – that is, the motives of human conduct (1969a, 1968). In the carefully staged menswear environment we find salesmen who negotiate the goals and purposes of the store as well as their individual motives through implicitly defined sequences of acts on the selling floor.

This study aims to test whether the introduction of a gender quota impacts functioning of boards of directors and internal committees thanks to female capacity in effort norms, cognitive conflicts and use of skills.

This paper uses a difference-in-differences method to trace the staggered mandatory adoption of gender quotas on boards on Italian listed firms, representing the regulative institution pillar of institutional theory.

This paper find that mandatory adopter firms have more frequent internal committee meetings and less frequent board of directors’ meetings after the introduction of the law. This confirms that the regulation re-prioritizes work in internal committees, thanks to women effort, capacity to resolution and use of skills.

This research provides empirical evidence on female contribution and on the impact that a specific mandatory regulation, as regulative institutional pillar, can have on board organization, showing how gender characteristics influence board functioning in terms of meetings.

While one's route on the World Wide Web (WWW) may not be “straight on 'til morning,” it can be nearly as exciting. Sometimes the promise of a WWW file is not fulfilled, or different titles yield the same file, or one receives a message claiming that a server is not accessible; however, there are many good resources for the deaf that are under construction on the Web. Creative, responsible people are trying to arrange information to make it accessible for everyone. In spite of current limitations, the World Wide Web is an excellent platform on which everyone can share information and compare almost instantly the information and knowledge found.

Given the acute competition between music-streaming platforms (MSPs), the purpose of this study is to identify the relational motivators of brand loyalty towards the MSP in terms of user-brand involvement, brand trust, brand engagement, brand recommendation and brand loyalty.

Cross-sectional quantitative data, gathered from a total of 340 eligible respondents via an online questionnaire survey, were empirically analysed and validated using a hybrid predictive-analytics structural equation modelling (SEM) and Artificial Neural Network (ANN) method.

The results of this study demonstrate that user-brand involvement promotes brand loyalty toward a MSP by fostering brand engagement, brand trust and positive word-of-mouth. SEM and ANN data comparison reveals good consistency.

The generalizability of the research outcomes may be constrained, as this study only considers the data from a single country (i.e. Malaysia) and one music streaming platform (i.e. Spotify). This study highlighted the relevance of user-brand involvement and non-core supporting services in the cultivation of brand loyalty, particularly their salient roles in promoting favourable attitudes and behaviours towards platform brands.

The insights produced can aid MSPs in devising better user retention strategies that can be used to maintain their competitive edge over time. The findings of this study made it abundantly evident that practitioners should facilitate more user-brand cooperative activities to encourage user-brand involvement and, ultimately, foster brand loyalty.

This study has addressed a major research gap by examining the relational roots of brand loyalty, which transcend the typical focus on transactional factors and technical lock-in. This study pioneered the investigation of brand involvement with user involvement.

The chapter aims to analyse the influence of the board of directors on transparency and integrity in hybrid organisations like state-owned enterprises. The effect of several characteristics of directors on the board’s effectiveness was assessed. The empirical analysis was based on 60 Italian listed and non-listed state-owned enterprises. Each enterprise’s website was individually examined and coded to obtain two self-constructed indexes on transparency and integrity, and a regression model was created to test the hypotheses.

The ‘knowledge structure’ of interlocking directors and board compensation were found to be both positively related to the level of commitment among state-owned enterprises to transparency and integrity. Skill and gender diversity on the board had no significant impact. The analysis used data from a one-year period but dealt with hidden and complex phenomena like corruption. Future longitudinal studies and qualitative approaches would provide more comprehensive insights into the relationship between the board of directors, transparency and integrity over time.

Policymakers and all those involved in the appointment of directors to state-owned enterprises should be aware that some features of board members may affect the levels of organisational transparency and integrity. The chapter contributes to the literature on governance of state-owned enterprises, emphasising the board’s role and its effectiveness in sustaining transparency and integrity.