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As demographic changes impact the workplace, governments, organizations, and workers are looking for ways to sustain optimal working lives at higher ages. Workplace flexibility has been introduced as a potential way workers can have more satisfying working lives until their retirement ages. This chapter presents a critical review of the literature on workplace flexibility across the lifespan. It discusses how flexibility has been conceptualized across different disciplines, and postulates a definition that captures the joint roles of employer and employee in negotiating workplace flexibility that contributes to both employee and organization benefits. Moreover, it reviews how flexibility has been theorized and investigated in relation to older workers. The chapter ends with a future research agenda for advancing understanding of how workplace flexibility may enhance working experiences of older workers, and in particular focuses on the critical investigation of uses of flexibility in relation to older workers.

The purpose of this article is to understand how academics in management deal with the concept of generation in the workplace. We begin by conducting an interdisciplinary literature analysis, thereby elaborating a conceptual framework concerning generational diversity. This framework consists of four levels of analysis (society, career, organisation and occupation) and three dimensions (age, cohort and event/period). We then conduct a meta-analysis using this conceptual framework to analyse papers from the management field. The results from this analysis reveal the existence of a diversity of generational approaches, which focus on the dimensions of age and cohort on a societal level. Four factors seem to explain these results: the recent de-synchronisation of generational dimensions and levels, the novelty of theoretical models, the amplification of stereotypes by mass media and the methodologies employed by researchers. In sum, this article contributes to a more realistic view of generational diversity in the workplace for both academics and practitioners.

The purpose of this paper is to bring together job design and career theory in the examination of how proactive employees optimize their well-being (i.e. job satisfaction and perceived health) through job crafting and career competencies. This study offers an integrated account of the pathway from proactive personality to well-being.

Data were collected by a cross-sectional self-report survey study among 574 employees working in various organizations.

The results of structural equation modeling analyses supported the proposed double mediation model: job crafting and career competencies both mediated the positive relationship between proactive personality and well-being. The findings suggest that proactive employees can enhance their well-being both through proactive job redesign and the development of career-related skills and abilities.

This study precludes causal explanations. Future research should further investigate the role of employee proactivity related to contemporary work topics, including temporary contracts and self-employment.

Managers and HR practitioners can optimize employee well-being by focusing on HR policies related to job redesign, as well as investing in training and development of career competencies.

This paper integrates two research domains by exploring how proactive employees take a proactive stance toward their job as well as their career, and investigates how this proactive approach contributes to their well-being. In addition, the authors demonstrated a link between the development of career competencies and employee health.

Given declining tuition funds and government grants, Kenyan universities need to develop strategies, including increased research grants and collaborations, to diversify their income sources. Well-managed doctoral students can boost a university’s teaching and research outputs. However, numbers of students enrolled in doctoral programmes at Kenyan universities are low, and graduation rates and time-to-graduate statistics are disturbing. Research undertaken elsewhere underline the important role played by supervisors and peers in facilitating students’ sense of belonging and their success. Therefore, this study aims to investigate the influence of supervisory and peer support on PhD students’ sense of belonging and their success at Kenyan universities.

In this cross-sectional study, data were gathered through an online questionnaire from 614 students admitted to doctoral programmes at Kenyan universities between 2010 and 2018. We used multi-item scales to collect data on PhD students’ self-efficacy, supervisory and peer support and a sense of belonging.

Structural equation modelling results revealed that PhD students’ modes of study and self-efficacy were significantly associated with the quality of supervision, peer support and a sense of belonging. However, only age, a sense of belonging and the quality of supervision were directly linked to their success.

This study contributes to the literature on doctoral-level education, responding to the need for research on the influence of relationships with supervisors and peers on PhD students’ sense of belonging and their success, especially in developing countries.

The purpose of this paper is to describe a semi-analytical modeling technique to predict eddy currents in three-dimensional (3D) conducting structures with finite dimensions. Using the developed method, power losses and parasitic forces that result from eddy current distributions can be computed.

In conducting regions, the Fourier-based solutions are developed to include a spatially dependent conductivity in the expressions of electromagnetic quantities. To validate the method, it is applied to an electromagnetic configuration and the results are compared to finite element results.

The method shows good agreement with the finite element method for a large range of frequencies. The convergence of the presented model is analyzed.

Because of the Fourier series basis of the solution, the results depend on the considered number of harmonics. When conducting structures are small with respect to the spatial period, the number of harmonics has to be relatively large.

Because of the general form of the solutions, the technique can be applied to a wide range of electromagnetic configurations to predict, e.g. eddy current losses in magnets or wireless energy transfer systems. By adaptation of the conductivity function in conducting regions, eddy current distributions in structures containing holes or slit patterns can be obtained.

With the presented technique, eddy currents in conducting structures of finite dimensions can be modeled. The semi-analytical model is for a relatively low number of harmonics computationally faster than 3D finite element methods. The method has been validated and shown to be computationally accurate.

The purpose of this paper is to adopt a paradox lens for dovetailing the human resource management sub-domains of talent management (TM) and diversity management (DM), in the attempt to create closer alignment between the two.

The authors review paradox theory, TM and DM literatures and formulate a paradox that becomes apparent when considering TM and DM simultaneously.

The authors coin this tension as the “exclusion-inclusion paradox,” highlighting that TM and DM reflect contradictory, yet interrelated principles: organizations promote exclusion through a TM architecture that focuses on the identification and development of a few selected employees, while simultaneously, organizations promote inclusion, in the attempt to minimize existing inequalities for traditionally marginalized groups.

Once uncovered, the exclusion-inclusion paradox enables organizational actors to make choices on whether to respond actively or defensively to the paradox. The authors argue for active responses in order to work through the paradox.

This is the first paper adopting a paradox lens in order to interweave the DM literature with TM literature in the attempt to explain how DM and TM constitute contradicting yet interrelated principles.

The purpose of this paper is to examine the moderating role of pay in the relationship between employee ambition and taking charge behavior, and its subsequent effects on employee career satisfaction.

A two-wave quantitative investigation was conducted among alumni of a large public university in the Netherlands.

The results show that taking charge behavior mediates the positive relationship between employee ambition and career satisfaction. They also show that pay positively moderates this mediation, such that the relationship between employee ambition and taking charge behavior is stronger when ambitious employees receive an increase in pay, leading to increased career satisfaction. Conversely, a decrease in pay does not moderate ambitious employees’ taking charge behavior and the impact on their career satisfaction.

The study draws on self-report data collected in one country: the Netherlands.

The study highlights the importance of pay for higher job involvement, demonstrating its impact on taking charge behavior among employees with higher levels of ambition.

This is the first empirical study to examine the impact of pay on employees’ taking charge behavior and the subsequent implications for career satisfaction.

The present article focuses on the gap between motivation and action in relation to condom use among drug users in non‐commercial relationships. The study showed that most drug users were not motivated to use condoms within steady relationships. In casual sexual relationships the intention to use condoms was higher, but several enactment factors were identified that may inhibit actual condom use. These findings about the difference in perceived type of sexual relationship and of the enactment factors should be taken into account when promoting safe sex among drug users.

This paper examines the effect of charter schools on student achievement in Michigan using a matched student dataset. Proponents of charter schools argue that by applying market pressure to traditional public schools, having the freedom and incentives to apply innovative curricular and instructional ideas, and offering students a choice in the schools they attend, charter schools can raise student achievement. Studies of the effect of charter schools on student achievement have been mixed, however. Methodologies vary widely depending upon the availability of data. Some studies track the same students as they transfer between charter schools and traditional schools; others rely on cross-sectional student or building-level data. We construct a dataset that matches the scores of the same student taking tests in two consecutive years. Estimating a value-added education production function, we find that charter schools are at a disadvantage to traditional public schools by an average of 0.2 standard deviations. These findings depend upon proper matching of students across school types, which in this case is accomplished by using prior test scores as a control variable and as a way to segment the sample. We also find that charter schools run by for-profit companies have an advantage over those run by not-for-profits and that charter schools improve the longer they are in operation.