From the blogosphere into the parliament: The role of digital technologies in organizing social movements

In this paper, we present a process model exploring the roles played by digital technologies (DTs) in the organization of collective action (CA) of social movements (SMs) at different points in their lifecycles. The process model, which is based on an exploratory case study of the Italian Five Star Movement, relates the environmental conditions to the working logic, structure and use of DTs at three different stages of the SMs. We explain how these choices are adopted at each stage to address internal and environmental challenges and how they create further challenges to be addressed to pass to the next stage. We further explore the dynamics between the logic of connective and collective action and reflect on the growing need for structures and control. By so doing, our work addresses the need for a better understanding of the coevolution between DTs and organizational structures and of the ways in which DTs are used to mobilize people to sustain CA along the SM lifecycle.     

Qualification as corporate activism: How Swedish apparel retailers attach circular fashion qualities to take-back systems

This paper explains how corporations can develop market-based activities to influence environmental policies. The empirical focus is on how Swedish apparel retailers qualify take-back systems for used clothes and textiles as steps toward creating circular fashion. An analysis of the qualities that retailers attach to take-back systems shows how qualification helps corporations feature fashion as potentially sustainable and able to develop circular material flows, with the aim to enroll staff, customers, and other stakeholders in new behaviors and patterns of responsibility. We apply the notion of corporate activism to demonstrate how corporations use qualification to engage in market-based activities with the aim of influencing the regulatory agenda.     

Producing solidarity in social media activism: The case of My Stealthy Freedom

Solidarity, i.e., an individual's feelings of devotion and commitment to others in a collective, is one of the defining features of social movements. It is regarded as a key motivator of collective action in that it collectivizes what would otherwise remain individual experiences and emotions. However, as social movements are increasingly relying on Internet technology, particularly social media, for instrumental and expressive communication, some question whether solidarity plays any role in e-movements at all. Others propose that new forms of solidarity are developing in these mediated environments. Since most prior research fails to account for the role of physical bodies in online social movements, the objective of this paper is to explore the roles and forms of solidarity in contemporary social movements that hybridize online and physically-embodied action. To this end, we develop a multi-faceted and practice-based definition of solidarity through which we read two configurations of a social movement called My Stealthy Freedom (MySF), which opposes the compulsory veiling laws (i.e., hijab) in Iran. In both enactments of MySF, the activists' physical bodies played a significant role in the social movement's online presence but the forms of solidarity they produced differed. We therefore theorize the role of materiality – particularly social media and activists' physical bodies –in social media activism.     

Principles for the design of digital occupational health systems

There is a growing body of literature that addresses the importance of health and wellbeing in the workplace, and the effectiveness of corporate wellness programs. Following advancements in low-cost and unobtrusive computing technology, an emerging trend in corporate wellness programs is to offer wearable devices to employees. These devices monitor employees' physiological and environmental conditions in order to improve their awareness of their personal health. In addition, organizations can harness the aggregated anonymized data provided by such technology to investigate ways of improving the work environment. However, promoting digital health monitoring systems introduces new dynamic interactions between the social actors and technology. Three main categories of strain caused by the use of these systems in a work environment are value tensions (privacy vs. wellbeing); action tensions (work vs. leisure activities), and role tensions (leisure vs. work roles). Based on an analysis of these tensions, design principles for digital occupational health systems are derived that minimize strain and have much bigger chances to be accepted and thus to create value for all stakeholders. Consequently, this study follows the design science research paradigm to derive design principles.     

Supply chain finance: From traditional to supply chain credit rating

Traditional credit rating models, adopted by financial institutions to assess the credit risk of a company, adopt a purely financial perspective, and often fail to properly assess small and medium enterprises. On the other hand, buyers usually assess suppliers by means of comprehensive vendor ratings, considering a broad range of operational performance. This paper investigates whether financial and vendor ratings can be integrated into a supply chain credit rating model that jointly considers financial indicators of the supplier and its operational evaluation provided by buyers; the paper also investigates the benefits and the challenges of such a model for all the stakeholders involved (buyers, suppliers, financial institutions, and technology providers), adopting the lenses of the stakeholder theory. We adopted both multiple case studies and an iterative focus group, involving representatives from suppliers, buyers, financial institutions, and technology providers. The results confirm the potential value of such an integrated rating, mainly for strategic suppliers, showing the expected benefits for all stakeholders and highlighting the potential challenges to face.     

How supervisors set the tone for long hours: Vicarious learning,subordinates' self-motives and the contagion of working hours

This paper develops a theoretical model that highlights the mechanisms underlying the contagion of long working hours from supervisors to subordinates at different stages of their relationship. Drawing upon social learning theory, we suggest that subordinates mimic the supervisor's working hours through vicarious learning. Focusing first on the role-taking stage of the supervisor-subordinate relationship, we identify four factors, namely supervisor's perceived status, subordinate's work centrality, congruence between organizational norms and supervisor's working hours, and subordinate's identification with the supervisor, that may influence the perceived desirability of adopting the supervisor's working hours. We then examine the relative influence of each of these factors through the lens of subordinates' self-motives. Turning, next, to the routinized supervisor-subordinate relationship, we elaborate on how social contagion may evolve over time. Lastly, the implications of our model as well as future research avenues are presented.     

Mindfulness-based training interventions for employees: A qualitative review of the literature

We provide a comprehensive qualitative review of 67 published studies that have examined mindfulness-based training interventions conducted with employees. The findings indicate that the most common research designs were the pre-test/post-test only design (35.8%) and the randomized waitlist control group design (26.9%). About two-thirds of the studies included a control group (61.2%), with approximately three-quarters (75.6%) of these studies using random assignment. Of the 63 studies that used a conventional experimental design, the majority (65.1%) included only one follow-up assessment, most often immediately after training. Results indicated a great degree of heterogeneity in terms of program content, although many studies used some adaptation of Kabat-Zinn's (1990) Mindfulness-Based Stress Reduction (41.8%), an approach with a strong evidentiary base with clinical populations. All training programs incorporated practice, most (85.1%) used multiple methods of delivering the training material, and training varied considerably in total duration, session length, and the number of training sessions. Our review also found that the intended purpose of mindfulness-based training for employees was most commonly the reduction of stress/strain (80.6%), although a wide range of other targeted outcomes were documented. Based on our findings, we offer suggestions for future research aimed at advancing our understanding of mindfulness-based training interventions with employees.     

Uncovering the supplier selection knowledge structure: A systematic citation network analysis from 1991 to 2017

Because of the critical role supplier selection plays in organizational success, both practitioners and academics have expressed a strong interest in the subject area generating an extensive body of research. The volume and breadth of publications in this area makes it difficult to understand the knowledge structure of the field and the academic work that has influenced the evolution of the domain.This mixed-method study systematically reviews 246 papers that investigated supplier selection issues and were published between 1991 and 2017. We initially examined the statistics of papers by unveiling influential journals, affiliations and articles. Second, we utilized co-citation network analysis, an objective procedure to extract clusters of what has been researched in supplier selection literature. The study analytically retrieves six major knowledge clusters: 1) conceptual foundation of the field; 2) modeling of the procurement environment; 3) handling group-decision making and unprecise input data; 4) computational research; 5) green/sustainable research and 6) risk-based supplier selection. Finally, we conducted main path analysis to get an overview of the evolution of knowledge in the supplier selection field by uncovering its major paths and key articles.     

Governance and control in distributed ledgers: Understanding the challenges facing blockchain technology in financial services

As blockchain platforms are becoming increasingly noticeable in financial services and beyond, questions arise regarding their suitability to compete with or replace existing payment systems and marketplaces and redesign the financial infrastructures of the future. Prominent among these concerns are issues around governance and control in distributed ledgers: How are distributed ledger technologies governed? Can blockchains address complex administration problems? What key issues of note for practitioners and academics have emerged thus far? In this paper we aim to review the existing governance practices of established or popular blockchain and decentralized autonomous organization (DAO) systems with a view to understanding how they hold up in times of crises. What questions are raised when they are compromised or faced consensus challenges in coordinating action especially around control and accountability? We use a translational process, generating focal insights about present concerns from the reference point of completed academic studies and extensive practitioner consultation. Rather than adopting a declarative approach attempting to provide all the answers, we draw insights from the IT platform governance literature to offer a critical perspective for asking the right questions around key governance issues in financial infrastructure such as decision rights, control mechanisms, and incentives.     

Creating comprehensive leadership pipelines: Applying the real options approach to organizational leadership development

Typically, firms consider leadership development (i.e., training focused on skills required for success in leadership roles) and succession planning (i.e., the creation and implementation of long-term plans that address changes in top leadership roles) as two distinct organizational initiatives. In recent years, however, scholars and practitioners have called for a new, more comprehensive approach that considers the organization as a system. Rather than considering succession planning and leadership development as distinctly different initiatives, organizations should work to create internal leadership pipelines that span entry-level employees to executives. To leverage potential advantages associated with instituting comprehensive leadership pipelines and to address practical concerns associated with risk and talent management, we propose the introduction of incremental investment in organization-wide leadership development programs via distinct, evaluative stages – a real options reasoning (ROR) approach to leadership. We argue that blending ROR with skills-based leadership models diversifies risk associated with investments in talent management and increases the ability for targeted, purposeful investment in potential organizational leaders.     

Supply Chain Finance: A supply chain-oriented perspective to mitigate commodity risk and pricing volatility

This study addresses the Supply Chain Finance challenge of Commodity Price Volatility (CPV) by adopting a supply chain-oriented perspective. In particular, the effectiveness of two Supply Chain Risk Management (SCRM) strategies in mitigating CPV, namely, Switching suppliers and Substituting Commodities, and the main factors that may affect their value, are investigated with a simulation analysis. A Real Option Valuation (ROV) model was developed and tested on real cases of CPV mitigation, as experienced by a large multinational company (Fortune 100) leader in the Fast Moving Consumer Goods (FMCG) industry. The results show the effectiveness of Switching suppliers and Substituting Commodities in mitigating CPV, highlighting that the convenience of adopting such strategies is strongly influenced by some specific conditions, like the relative values of the long-term prices of the commodities, the purchasing volume, and the sunk cost needed to build flexibility.     

Human Resource Management and the ability,motivation and opportunity to continue working: A review of quantitative studies

Organisations are challenged to retain older workers, however knowledge on how this should be done is scattered. The aim of this paper is to integrate knowledge on the actions organisations can take to facilitate the extension of working lives by identifying and examining the effectiveness of Human Resource Management activities directed at the extension of working lives. To this end a systematic review was conducted, which identified 110 peer-reviewed and unpublished empirical articles concerning the influence of job demands, job resources and Human Resource practices on the ability, motivation and opportunity to work(ing). The results indicate that offering job resources has a positive effect on the ability, motivation and opportunity to continue working. Furthermore, work ability was found to be most negatively related with job demands whereas employability was most positively related with developmental practices. The paper concludes by suggesting directions for future research and practical implications to encourage evidence-based practice.     

The impact of disability-assistance animals on the psychological health of workplaces: A systematic review

This study presents a systematic review of the impact of disability-assistance animals in the workplace. While the importance of establishing workplace diversity initiatives is widely established, there is little thought as to how organizations can support it beyond legal compliance with anti-discrimination laws. This paper adopts an innovative approach to analysing diversity, combining business, psychology and law literature to identify the positive and negative implications of disability assistance animals in the workplace. The literature review reveals three benefits to having assistance animals in the workplace: it positively affects disability support; it improves the productivity and psychological health of employees; and it increases workplace attractiveness. However, because these positive effects may be moderated by individual preferences, we acknowledge potential negative effects, such as allergies, phobias and disruptions when animals are introduced to a workplace. We conclude by presenting a framework to guide future research, and analysing the practical and theoretical implications of assistance animals in the workplace.