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Complex educational innovations in vocational education and training (VET) schools require teamwork and distributed leadership so that team members are enabled to contribute based on their expertise. The literature suggests that distributed leadership is affected by formal leaders' and teachers' actions, but how their actions affect distributed leadership remains largely unknown. Our study, examining what kind of actions affect distributed leadership within VET teacher design teams (TDTs) working on educational innovations, helps to fill this knowledge gap. Individual interviews and group interviews were conducted with three formal leaders (team leaders) and thirteen members of five TDTs from one VET school. These interviews were analysed using thematic analysis. Regarding formal leaders' actions, results showed that team leaders created opportunities for distributed leadership in TDTs, but also set boundaries by, for instance, limiting the scope and making decisions. Regarding teachers' actions, results indicated that TDT members established leader-follower relationships through team learning processes. Furthermore, it was found that distributed leadership in teams changed according to the different phases of the educational innovation. Overall, this study shows that hybrid leadership configurations existed, in which team leaders and teachers played a central role in establishing distributed leadership in teams, and the study indicates that distributed leadership in teams depends on team members' expertise, time and context.

Teams of teachers are increasingly held accountable for the quality of education and educational reforms in vocational education and training institutions. However, historically teachers have not been required to engage in deep-level collaboration, thus team-oriented HR practices are being used to promote teamworking in the sector. This paper examines the relationship between team-oriented HR practices and team performance in terms of innovation and efficiency via teachers' affective team commitment and engagement in information processing. To examine these associations, a team-oriented HRM research instrument was developed and validated based on the ability-motivation-opportunity model (N = 970, 130 teams) and hypothesised associations were examined using multilevel structural equation modelling (N = 704, 70 teams). The results show positive relationships between the teamoriented HR practices of recruitment, team development, team evaluation and teamwork facilitation, and team innovation. Additionally, all practices except team development were positively related to team efficiency. The relationships between team-oriented HR practices and these team performance indicators were often partially or fully mediated by affective team commitment and information processing. Because affective team commitment and information processing sometimes only partially mediated the links between teamoriented HR practices and team performance, other underlying mechanisms await identification.

The current study examines how organizational career managementi.e. activities undertaken by schools in order to plan and manage teachers' careersrelates to teachers' career selfmanagementi.e. teachers steering their careers by means of searching for opportunities, networking, or seeking supervisory support. Moreover, it examines the mediating roles of occupational self-efficacy and learning goal orientation in this relationship. Mediation analysis in SPSS, using the PROCESS macro of survey data from 220 Dutch secondary school teachers, showed that positive relationships between organizational career management and career self-management were mediated by occupational self-efficacy and learning goal orientation. ARTICLE HISTORY

Agrobiodiversity has been decreasing substantially in Europe. Social scientific research in this area has paid limited attention to how citizens value agrobiodiversity and its decline, and how these valuations can be influenced. We explore the influence of different arguments for enhancing agro-biodiversity, delivered via short movies, on attitudes and behaviour of students, environmental professionals and people interested in nature conservation in the Netherlands. We conclude that information provision does not influence attitudes. However, it does influence values assigned to agrobiodiversity, but not always in the ways we hypothesized. Information about the intrinsic value of agrobiodiversity has the most effects on values assigned to agrobiodiversity. Among students, women and people with a low emotional attachment with agricultural landscapes ('place identity' and 'place dependence'), emphasizing the instrumental value of agrobiodiversity has a counter-intuitive effect. It does not influence the importance of this value but instead reinforces the intrinsic value they assign to agrobiodiversity. The latter finding is at odds with the instrumental biodiversity discourse in science and policy, which, under headings such as ecosystem services and natural capital, aims to mobilize support for nature conservation by emphasizing its instrumental, functional and economic values. Emphasizing the intrinsic value of agrobiodiversity seems more effective.