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Research in commercial organizations has provided a multitude of examples on how leadership development can effectively foster employees’ performance and work-related attitudes such as commitment or satisfaction. In contrast, to date systematic leadership development is largely lacking for employees in higher education. However, we suggest that the positive effects of leadership development in commercial organizations also apply to the academic context. Thus, the purpose of this applied article is to present two approaches to the development of leadership in higher education. More specifically, we provide a detailed description of two different programs offered to researchers at a large German university. The first program constitutes a leader development initiative for junior faculty on an individual level, whereas the second focuses on the development of leadership within university departments on a group level. We provide recommendations for establishing and evaluating effective leadership development in higher education.

This chapter summarizes the specific challenges for leadership in academia with a focus on universities, and discusses recent approaches to facilitate the development of leadership abilities in this context. Individuals and groups in academia essentially strive for creativity and innovation through knowledge creation and transfer. Their performance is measured relative to specified targets (e.g., quality and quantity of publications, third-party funding, teaching and student supervision). We argue that in academia constant tensions between creativity and innovation on the one hand, and structures, procedures, and (legal) regulations on the other hand persist. This poses significant challenges to leadership. The chapter starts with a short characterization of the most pressing challenges and their implications for leadership. We then distinguish between leadership of universities (i.e., administrative leadership) and leadership in universities (i.e., research leadership). Next, we depict approaches that highlight leadership as a property of individuals and as a collective phenomenon in academia. Finally, we draw lessons for leaders and organizations who seek to create enabling conditions for sustained successes in the quest for creativity and innovation.

The paper describes the method and the results of a pilot‐study on recreational effects of holidays. The objective of the study was to get first insights in the psychological process of recreation during holidays: E.g. How can recreation be measured? What kind of changes in the emotional state do occur during long term recreational processes? Do people perceive themselves as «recreated» during or after a holiday? A sample of 59 German teachers were asked to fill in psychological questionnaires before, during and after their summer holiday 1992. The questionnaires used measured different dimensions of personal condition (mood), individual effects of work load, and some data concerning organisational and motivational aspects of the holiday trip as well as sociodemographic data.

The purpose of this paper is to explore the entrepreneurial and policy consequences of the structural changes associated with postindustrialization.

The approach uses Schumpeterian and institutional theories to predict the consequences of postindustrialization on four types of innovative markets: global mass markets; global niche markets; local mass markets and local niche markets.

The paper makes two key predictions. First, global mass markets will account for most cost-cutting process innovations. Second, niche markets, whether global or local, will provide the bulk of product innovations. Opportunities for product innovations in niche markets multiply both as the result of a more complex economy and as the result of heterogeneous preferences of consumers with divergent learning trajectories.

The key implication of the theoretical pattern prediction of this paper is that there are increasing opportunities for entrepreneurs to introduce novelties that cater to niche demands, and this includes new lifestyle communities. The increasing diversity of values and preferences implies that one-size-fit-all policies are becoming increasingly inimical to the entrepreneurial discovery of higher-valued resource uses.

This paper takes a standard prediction of entrepreneurial theories – that innovations become more common with an increase in economy-wide product complexity – and extends this to increasing complexity on the consumption side. With increases in opportunities for learning, consumers diverge and develop disparate lifestyles. The resultant super-diversity, which multiplies consumption niches to a much greater extent than what ethnicity-based diversity indices would imply, makes it more difficult to achieve consensus about the desirability of public policies.

The purpose of this paper is to analyse the effect of job satisfaction on the intended retirement age of self‐employed and organisationally‐employed white‐collar professionals. The analysis also examines potential boundary conditions imposed by other domains of life for the applicability of this relationship.

The study employs ordered probit regressions to analyse primary survey data comprising 1,262 Finnish white‐collar professionals.

The econometric results suggest that job satisfaction is a significant determinant of the intention to retire later and thus prolong a career. The analysis does not find a difference in the effect of job satisfaction between salary earners and self‐employed individuals. However, the analysis finds that other domains of life influence how job satisfaction affects retirement‐age intentions, and that these influences differ between self‐employed and salaried respondents.

The findings imply that developing measures to improve the job satisfaction of (highly educated) older workers is an alternative to the widely debated regulatory approach of prolonging working careers by increasing the statutory retirement age. The principal limitation is the focus on white‐collar professionals in a single country.

This is the first empirical comparison of the effect of job satisfaction on the intended retirement age between salary earners and self‐employed individuals. It is also the first examination of the effect of job satisfaction on retirement intentions or behaviour that accounts for the effects of other domains of life satisfaction.

The main purpose of this paper is to analyze knowledge management in service networks. It analyzes the knowledge management process and identifies related challenges. The authors take a strategic management approach instead of a more technology‐oriented approach, since it is believed that managerial problems still remain after technological problems are solved.

The paper explores the literature on the topic of knowledge management as well as the resource (or knowledge) based view of the firm. It offers conceptual insights and provides possible solutions for knowledge management problems.

The paper discusses several possible solutions for managing knowledge processes in knowledge‐intensive service networks. Solutions for knowledge identification/generation, knowledge application, knowledge combination/transfer and supporting the evolution of tacit network knowledge include personal and technological aspects, as well as organizational and cultural elements.

In a complex environment, knowledge management and network management become crucial for business success. It is the task of network management to establish routines, and to build and regularly refresh meta‐knowledge about the competencies and abilities that exist within the network. It is suggested that each network partner should be rated according to the contribution to the network knowledge base. Based on this rating, a particular network partner is a member of a certain knowledge club, meaning that the partner has access to a particular level of network knowledge. Such an established routine provides strong incentives to add knowledge to the network's knowledge base

This paper is a first attempt to outline the problems of knowledge management in knowledge‐intensive service networks and, by so doing, to introduce strategic management reasoning to the discussion.

Briefly reviews issues of palatability, food composition, energy metabolism, and eating behaviour in relation to overeating and obesity, with a particular emphasis on the possible role of popular, sweet and high‐fat “snack” foods. Consumption of such foods may be one contributor to a high overall dietary fat intake. However, while it is increasingly clear that relative intakes of fat (but not carbohydrate) may be causally associated with the development of obesity, it is difficult to relate this condition to the consumption of any single food or food group. Many popular “snack” foods present problems of control for individuals attempting to restrict or reduce their energy intakes and, by virtue of the high fat content and energy density of such foods, they may be viewed as possible contributors to overeating amongst susceptible individuals.