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AbstractResearch indicates that the well‐being and productivity of over 100 million people in the global workforce may be compromised by posttraumatic stress (PTS). Given that work‐related experiences are often the source of the trauma that leads to PTS, and that PTS due to any cause can interfere with employees' job performance, organizations would do well to consider the antecedents and consequences of PTS. This review of research—primarily within fields adjacent to business—on the types, antecedents, consequences, and organizational implications of PTS is presented to advance inquiry within the field of business. The definition of PTS requires attention to the new classification of complex posttraumatic stress disorder that can result from threats that are not life‐threatening such as bullying and sexual harassment. PTS antecedents include organizational and extraorganizational traumas, and risk and resilience factors. Absenteeism, impaired cognitive functioning, strained relationships, and growth are among the consequences of PTS. Organizations can assist through disaster planning, empathetic leaders, mental health literacy initiatives, and employee assistance programs. Many research questions arise that, when answered, will allow organizations to better understand how they can improve employee productivity and well‐being by attending to PTS.

Black women academicians represent a highly educated group that at times hold positional power within institutions of higher education. In this paper, the authors utilize a critical race feminist frame to explore their experiences with relational aggressive dynamics within higher education work settings. Using auto-narrative qualitative methodology, they collected data through scholarly personal narratives in the form of journals. The entries were analyzed by utilizing an intersectional lens with a focus on coping. Data analysis yielded four themes framed as coping with frenemy dynamics between individuals and contexts. The authors consider the contribution of individual, institutional and structural elements.

PurposeDespite the availability of methods and techniques designed to assist with predictive and retrospective evaluation of ICT initiatives, management continues to struggle to perform meaningful evaluations, and the measurement of ICT investment payoff remains a challenge. A recurring problem associated with failed ICT‐based investment is poor change management. This paper aims to focus on the value of understanding the change management aspects of ICT investments.Design/methodology/approachA framework was developed from a study of the change management literature. An empirical investigation involving a qualitative case study approach was then conducted in order to assess the efficacy of the framework during the evaluation process.FindingsBusiness benefit from ICT is likely only when ICT investment is accompanied by appropriate change management skills. The study highlights the particular importance of communication, championing and change agency, resources, and the project timescale.Research limitations/implicationsResults were generated from a single case study. It is also acknowledged that it is unclear what impact (if any) a parallel project had on the project under investigation.Practical implicationsThe paper highlights the value of effective change management, placing particular emphasis on effective communication during all stages of a project.Originality/valueThe paper explicitly employs change management techniques in order to identify potential problem areas. It recommends longitudinal research be conducted in order to employ the framework during both ex ante and ex post evaluation for a single initiative.