The characteristics of early-stage research into human genes are substantially different from subsequent research

Throughout the last 2 decades, several scholars observed that present day research into human genes rarely turns toward genes that had not already been extensively investigated in the past. Guided by hypotheses derived from studies of science and innovation, we present here a literature-wide data-driven meta-analysis to identify the specific scientific and organizational contexts that coincided with early-stage research into human genes throughout the past half century. We demonstrate that early-stage research into human genes differs in team size, citation impact, funding mechanisms, and publication outlet, but that generalized insights derived from studies of science and innovation only partially apply to early-stage research into human genes. Further, we demonstrate that, presently, genome biology accounts for most of the initial early-stage research, while subsequent early-stage research can engage other life sciences fields. We therefore anticipate that the specificity of our findings will enable scientists and policymakers to better promote early-stage research into human genes and increase overall innovation within the life sciences.

Perspectives for Interdisciplinary Methodological Approaches for Technology Research in Healthcare

In this chapter, the author aim to approach new ways to understand how emerging technologies can better be applied in organizational contexts. For this purpose, collaborative methodological approaches were addressed—multi, inter, and transdisciplinary paradigms—aiming to promote a better level both of comprehension and adoption of technologies, paying special attention to the healthcare sector and to the One Health initiative, just defined as an interdisciplinary front. As an overall goal for the chapter, the adoption of those methodological principles is advised to the reader, enabling a better understanding of those technologies and their way to be effectively implemented.

To Serve, and to Be Served

Through a systematic literature review, this chapter aims at mapping the servant leader's psychosomatic traits in organizational contexts, and how these induce beneficial effects in organizational performance. It predicts that such leaders would need to display those traits, crystallized into a set of attitudes and behaviors, to address, manage, and overcome the challenges brought by globalization. Leaders would need to be keen on displaying broad knowledge and experience, as well as boundless curiosity and enthusiasm, which also connects to the need of entailing a contagious optimism towards every aspect of life, openly believing in people and teamwork. They need to be assertive and assume high standards in ethical and moral terms, taking risks, and focusing on the long-term growth. Such leaders will commit to excellence, making use of a constant adaptive capacity, because authenticity, integrity, cooperation, and confidence are their distinctive trademarks. Those personality traits, exerted under the servant leadership style, increase overall organizational performance.

Rehabilitation Programs for Bedridden Patients with Prolonged Immobility: A Scoping Review Protocol

Bedridden patients usually stay in bed for long periods, presenting several motor problems caused by immobility, such as reductions in muscle mass, bone mineral density and physical impairment, resulting in a long recovery process. Thus, identifying physical rehabilitation programs for bedridden patients with prolonged immobility is a matter of urgent research for a solution that will help health professionals and stakeholders to develop more adjusted programs and identify possible gaps. To date, no previous scoping reviews addressing this purpose have been found. This scoping review will be guided by the Joanna Briggs Institute (JBI) methodology, will focus on physical rehabilitation programs for bedridden patients with prolonged immobility and aims to map the programs, the devices used, and the parameters assessed. A relevant set of electronic databases and grey literature will be searched. Data extraction will be conducted using a tool developed by the research team that will address the review objectives and questions. Data synthesis will be presented in tabular form and a narrative summary aligned with the review’s objective. This scoping review will contribute to the improvement of clinical practice, identifying key challenges that might justify the need to develop new programs suitable in clinical and organizational contexts.

Assessing Interests in the Twenty-First-Century Workforce: Building on a Century of Interest Measurement

Recent research has re-emphasized the importance of vocational interests for understanding workplace attitudes and behavior. As a result, there is a renewed interest in the assessment of vocational interests in organizations. Numerous interest assessments have been developed over the past century, and they are now administered to millions of people throughout the world. Nevertheless, there is still work to be done, particularly as interest assessments are increasingly being used in organizational settings. This article reviews developments in interest assessments and discusses the implications of their use for both research and practice. It discusses the advantages and disadvantages of examining vocational interests in organizational contexts and proposes future research directions. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

Turning disability into a business: Disabled entrepreneurs’ anomalous bodily capital

In a time and place where being impaired is equated to being of lesser economic value, some disabled people take matters into their own hands by creating their own job and converting their bodily difference into bodily capital. This paper uses a Bourdieuan lens to discover what sets apart disabled entrepreneurs who build their business around disability and those who do not. Building on the experiences of 40 entrepreneurs, we outline the existence of certain bodily and mental schemata that lead to a body habituated to run a business centred around one’s impairment and experience of living as a disabled person in an ableist world. We specify such ‘anomalous’ bodily capital and discuss the constraints to its conversion related to the social environment and impairment effects. This study speaks back to the literature on disability in organizational contexts by extending the ‘value in disability’ debate whilst remaining cognizant of the danger of ‘supercrip’ stereotyping and disability ghettoization. In addition, the complex structure/agency interplay inherent to the practice of leveraging anomalous bodily capital offers a contribution to entrepreneurship research that tends to adhere to a simplistic view of the body.

Do Individual Perceptions of Organizational Culture Moderate the TFL-Helping Behavior and the TFL-Performance Linkages? Evidence from a Korean Public Employee Survey

Among the many potential organizational contexts, this study focuses on organizational culture, as it is critical for transformational leadership (TFL) behaviors to percolate into individual employees. Particularly, the study relies on the Competing Values Framework developed by Quinn and his colleagues. Relying on a Korean survey of central and local government employees, the study explores whether TFL influences employees’ perceptions of helping behavior and performance. Moreover, the study examines the moderating role of employees’ perceptions of organizational culture on the TFL-helping and TFL-performance linkages. The results demonstrate that clan culture enhances the TFL-helping and TFL-performance linkages, whereas hierarchical culture attenuates TFL’s relationship with helping behavior and performance.

Resilience Training Programs in Organizational Contexts: A Scoping Review

The importance of resilience for employees' well-being and performance at work has grown steadily in recent years. This development has become even more pronounced through the recent COVID-19 pandemic and its consequences, including major changes in occupational settings. Although there is increasing interest in resilience in general and a growing number of publications focusing on the development of resilience in particular, many questions remain about resilience training, especially in organizational contexts. The purpose of this scoping review is to uncover what is known about resilience training in organizational contexts. A systematic search of four databases for articles published through 2021 was conducted. A total of 48 studies focusing on resilience training programs in organizational contexts were included in this review. The review provides relevant insights into resilience training programs by focusing on program characteristics, target group, study design, and outcomes. Based on the results, the main aspects that concern the development of resilience training programs for organizational settings and requirements for the study design for empirical investigation were summarized. The results of the review highlight possible directions for future research and offer useful insights for resilience-enhancing training programs in organizations.

Micro Change Agents for Gender Equality: Transforming European Research Performing Organizations

This article explores the experiences of micro change agents for gender equality in seven European Research Performing Organizations in seven different countries. The micro change agents were all participants of an international collaborative project consortium, implementing gender equality plans (GEPs), and funded by the European Commission during 4 years. The analysis draws on empirical data consisting of information submitted by the micro change agents during these 4 years and collected using three different monitoring tools, developed within the project to follow the progress of the implementation efforts, but also to provide an arena for individual and collaborative reflection and knowledge exchange between the partners. The aim of the article is to present a systematic analysis of the change practices that these micro change agents experienced as useful and important for promoting gender equality in their different organizational contexts. A total of six such micro change practices are identified, emerging from the empirical data: 1. communicating, 2. community building, 3. building trust and legitimacy, 4. accumulating and using resources, 5. using and transferring knowledge, and 6. drawing on personal motivation. The findings illustrate the multifaceted character of micro change agency for gender equality, particularly in a time-limited project context with a designated funding period. The results from this study can be useful when developing gender equality strategies, policies and practices and can also be used to empower gender equality micro change agents that face challenges while trying to implement GEPs and promote structural change in any kind of institution.

Making sense of continuous development of digital infrastructures

Continuous development extends the agile approach and focuses on bringing valuable services to users with the aim of achieving a continuous flow of learning and development in short cycles. The objective of this work is to theorize the idea of continuous development in the context of digital infrastructure evolution and explore the organizational interactions underlying continuous development. By drawing on literature on digital infrastructure theory and continuous development as it has emerged as an idea from the DevOps thinking expanded from agile, we outline main characteristics of continuous development and propose a theoretical definition of continuous development in organizational contexts. Then, in answering our research question “which patterns of interactions can be identified in the continuous development of digital infrastructures?”, we conducted a longitudinal case study at a Norwegian grid company and explored how a specific digital infrastructure evolved through continuous development. We identified generic interaction patterns with two cycles of sense-giving and sense-making between organizational actors, enabling the continuous development of the digital infrastructure. Our findings and model of interaction patterns offer a nuanced perspective on both digital infrastructure evolution and established views of sense-making and sense-giving mechanisms, as well as new ways to think about digitalization in incumbent firms.