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Purpose This paper aims to examine the learning gained from the evolving adjustment experiences of co-workers in moving to home-based working during the COVID-19 pandemic and the influence of these experiences on re-adjusting to return to co-working. Design/methodology/approach Results of a longitudinal qualitative study are reported where a group of co-workers were interviewed on three occasions between 2019 and 2022. Experiences are analysed alongside the adjustment to the remote work model using a boundary management lens. Findings The main adjustment experiences were in work location, temporal structures, professional and social interactions, and a new adjustment area was identified around family role commitment that emerged in the home-based setting. Boundary management practices were temporal, behavioural, spatial and object-related and evolved with the unfolding of adjustment experiences. A return to using co-working spaces was driven by the need for social interaction and spatial boundaries but affected by the requirement for increased privacy. Practical implications This paper will help workplace managers to understand adjustment experiences and develop facilities that will support a positive shared working environment not fulfilled through home-based working. Originality/value Although many workers abruptly transitioned to home-based working during the pandemic, this research considers those who would normally choose to work in a community-centred working environment rather than being home-based. As such, their experience of adjustment is of greater interest, particularly in terms of their expectations for shared working spaces.

The accounting literature often views managers as individuals whose financial reporting decisions are determined by their economic incentives and individual characteristics. However, managers typically work in a team and most decisions have at least some input from other members of the team. This study examines the impacts of two top management team (TMT) characteristics on financial reporting quality. The results indicate that background homogeneity and long-shared working experience are each distinctly related to a higher likelihood of restatements. Additional tests document that team homogeneity and shared experience also are positively associated with discretionary accruals for firms with income-increasing earnings management incentives. Moreover, the impact of TMTs on financial reporting quality varies with the proportion and tenure of independent directors. These findings indicate that top management team characteristics are important determinants of financial reporting quality.

The present paper investigates the location pattern of co-working spaces in Delhi which is absent in the existing body of knowledge. Delhi is a political, administrative, educational, scientific and innovation capital that accommodates many co-working spaces in India. We developed Ordinary least squares (OLS) and geographically weighted regression (GWR) models to understand the associations of co-working spaces of digital labourers with other urban socio-economic, services and lifestyle variables in Delhi using secondary data for 117 coworking locations in 280 municipal wards of NCT-Delhi. Model diagnostic suggested that the GWR model provides additional information regarding geographical distribution of coworking spaces, and density of bars, median house rent, fitness centres, metro train stations, restaurants, cinemas, cafés, and creative enterprises are statistically significant parameters to estimate them. The importance of coworking spaces has increased in the post-disaster period, so this study informs public policies to benefit people and companies who choose coworking routes, and recommends urban planners, developers, and real-estate professionals to consider the proximity of creative industries in planning and developing coworking spaces in the future. Also, in the post COVID-19 period, to increase local jobs and long-term place sustainability, a localised policy intervention for coworking spaces in Delhi is highly recommended.

The study aims to investigate the association between CEO extraversion and firm operating performance (measured by accounting- and market-based performance), employing the Five-Factor Personality Model (FFM) (Costa and McCrae, 2000) and data from the S&P 500 firms from 2007 to 2019. CEOs' extraversion scores are estimated using the Open Language Chief Executive Personality Tool (OLCPT) (Harrison, Thurgood, Boivie, and Pfarrer, 2019). The results show a significant and positive association between CEO extraversion and firm operating performance. In addition, this study finds that homogeneity in Top Management Team (TMT) backgrounds and equity volatility significantly weaken the positive association between CEO extraversion and firm performance, while TMT shared working experience and market competitiveness significantly strengthen the positive association between CEO extraversion and firm performance. Finally, the results remain consistent even when controlling for the effects of other four personality traits (i.e. conscientiousness, neuroticism, agreeableness, and openness), employing difference-in-difference analysis, using TMT tenure homogeneity as the moderator instead, and utilizing alternative proxies of accounting- and market-based performance.

Although helping people living with HIV manage their antiretroviral therapy is a core competency of HIV nursing care, no educational intervention has sought to strengthen this competency. Thus, we codeveloped a simulation of a virtual patient (VP) having difficulty adhering to treatment to foster the relational skills that nurses require in such situations. This viewpoint paper aims to describe the codevelopment process and the content of VP simulation, as well as the challenges encountered and the strategies used to overcome them. We use a collaborative and iterative approach to develop the simulation based on qualitative evidence, theoretical approaches (strengths-based nursing, motivational interviewing [MI], and adult learning theories), and expert recommendations. We carried out 2 main phases: (1) planning the simulation development and (2) designing the simulation content, sequence, and format. We created the script as if we were writing a choose-your-own-adventure book. All relational skills (behavior change counseling techniques derived from MI) were integrated into a nurse-patient dialogue. The logic of the simulation is as follows: if the nurse uses techniques consistent with MI (eg, open-ended questions, summarizing), a dialogue is opened up with the VP. If the nurse uses relational skills inconsistent with MI (eg, providing advice without asking for permission), the VP will react accordingly (eg, defensively). Learners have opportunities to assess and reflect on their interventions with the help of quizzes and feedback loops. Two main challenges are discussed. The most salient challenge was related to the second phase of the VP simulation development. The first was to start the project with divergent conceptions of how to approach the VP simulation-the simulation company's perspective of a procedural-type approach versus the clinical team's vision of a narrative approach. As a broad strategy, we came to a mutual understanding to develop a narrative-type VP simulation. It meshed with our conception of a nurse-patient relationship, the values of strengths-based nursing (a collaborative nurse-patient relationship), and the MI's counseling style. The second challenge was the complexity in designing realistic relational skills in preprogrammed and simulated nurse-patient dialogue while preserving an immersive learning experience. As a broad strategy, we created a collaborative and work-in-progress writing template as a shared working tool. Our experience may be helpful to anyone looking for practical cues and guidance in developing narrative VP simulations. As relational skills are used by all nurses-from novices to experts-and other health care practitioners, focusing on this clinical behavior is a good way to ensure the simulation's adaptability, sustainability, and efficiency.

Coworking is an understudied phenomenon in Russian science. Coworking is a style of work that involves a shared working environment, often an office, and independent activity. The study traces the hыistory of coworking spaces and the process of institutionalization of coworking. In the article coworking is treated as a space for collaborative work and as a community, which contributes to professional growth of freelancers, entrepreneurs/innovators and all independent workers. The author uses data of the 4th Global Coworking Survey 2013 which was conducted by the online Deskmag journal. The author gives examples of coworking centers support by municipalities and government structures in Russia and European countries.

Purpose Dysphagia experienced by adults with mental health conditions and/or intellectual disabilities (IDs) has been well-reported. However, accessible and inclusive assessment measures to identify and monitor for deterioration in dysphagia are very limited. The purpose of this paper is to explore the use of video to enhance inclusion in dysphagia assessment and intervention for an inpatient setting. Design/methodology/approach This service evaluation involved adults with IDs and mental illness living in in-patient accommodation and their multidisciplinary team. Participants were invited to film and then reflect on videos and their comments were transcribed for qualitative analysis. Findings In total, 42 adults gave consent to film, review and discuss mealtime video-clips. Staff feedback was invited. Thematic analysis was conducted for service-user and staff comments. A global theme of “involvement” was identified from the data analysis, with sub-themes of “enhancing participation, insight and incentive”. An additional global theme “clinical benefits” resulted from staff comments. This included sub-themes of breadth of assessment, shared working and outcome measures. Research limitations/implications Limitations included refusal of video by people with heightened anxiety but these were a minority. Most people showed enthusiasm and enhanced engagement. Practical issues were resolved regarding governance. Practical implications Video offers a dynamic record of muscle tone, coordination, mealtime experience and individual context benefiting both service-user and staff practice. It stimulates insightful discussion of outcomes and supports the inclusion of service-user perspectives. Further research is indicated to develop a greater understanding of dysphagia in this population. Inclusion of service-users in planning and managing safer mealtimes may be enhanced through the sensitive use of video. Social implications This evaluation suggests opportunities for improving inclusive approaches for service-users using video to promote insight. Originality/value Further research is indicated to explore the nature of dysphagia in people with mental health conditions using video as a dynamic and unique resource.

本研究依循Costa and McCrae（2000）的人格結構五因素模型（the Five-Factor Personality Model; FFM）及利用Harrison, Thurgood, Boivie, and Pfarrer（2019）所開發的開放式語言經理人人格特質工具（OLCPT），計算2007至2019年S＆P500公司執行長外向性格的人格特質分數，進而探討執行長外向性格與公司經營績效之關係。研究結果顯示，執行長外向性格對公司經營績效（會計績效與市場績效）有正向顯著之影響。此外，本研究亦發現，當高管團隊同質性與公司權益風險越高時，執行長外向性格對於公司經營績效的正向關係將顯著越弱；而當高管團隊共享經驗與市場競爭程度增高時，執行長外向性格對公司經營績效的正向關係將顯著增強。最後，本研究結果在使用差異中之差異分析（Difference-in-difference Analysis）、控制其他人格特質（嚴謹自律性、神經質性、經驗開放性、親和性）、高管團隊年資同質性作為調節變數及改採其他公司績效變數下仍成立。

This article was written by Hannah Chandler, the Official Papers Librarian for the Bodleian Libraries. Her article looks at how the print collections were managed in the past and how the collections are managed and arranged today in Oxford. It looks at the complex and dynamic environment of official publishing in terms both of print and e-format. Looking to the future, it considers how shared working practices and policy on giving access to and archiving born digital material are benefitting the legal deposit libraries. Finally, the article outlines the breadth of the challenge, not only giving access to information in perpetuity but also making it accessible to the information professional and user.

Using Kelly's mobilisation theory (1998) to assess their propensity to collective action, this article examines where videogame developers stand regarding the representation of their interests. These workers are good examples of knowledge work in project-based organisations. If Kelly's model allows in general for projections of unionisation in a given sector, we find this is not the case here. Rather, our study leads us to observe how much the labour market has changed since the elaboration of Kelly's model, and how much these workers' needs differ from the options laid out by traditional unions' action as presented by Kelly. This group fulfills two conditions leading to collective action: it has identified shared working problems across the industry and it primarily attributes the responsibility of these to the management. Still, three important conditions hinder any coalition movement under Kelly's model. For one, the group is divided on whether to define its interest in collective or individual terms. It is also divided regarding the degree of injustice or illegitimacy of the situations that they face. Moreover, when these workers make a cost/benefit analysis regarding collective action, any traditional enterprise-based certification and unionisation project poses many challenges. Therefore, Kelly's model would not predict mobilization. However, in place of unionization, videogame developers practice their own types of collective action that allow them to come to terms with the constraints of their environment. This brings us to conclude that Kelly's mobilization theory needs to be re-examined such that collective action is not limited to traditional union action. [PUBLICATION ABSTRACT]