The past decade has experienced an increase in the number of studies on organizational space or where work occurs. A number of these studies challenge traditional views of organizational space as a fixed, physical workspace because researchers fail to account for the spatial dynamics that they observe. New technologies, shifting employee-employer relations, and burgeoning expectations of the contemporary workforce blur boundaries between home and work, connect people and things that historically could not be linked, and extend workspaces to nearly everywhere, not just office buildings. Research on these transformations calls for incorporating movement into the physicality of work. Thus, organizational scholars have turned to process studies as ways to examine the dynamic features that create and alter spatial arrangements. However, the rapidly growing work in this area lacks integration and theoretical development. To address these concerns, we review and classify the organizational literature that casts space as a process, that is, dynamically as movements, performances, flows, and changing routines. This review yields five orientations of organizational space scholarship that we label as developing, transitioning, imbricating, becoming, and constituting. We discuss these orientations, examine how they relate to key constructs of organizational space, and show how this work offers opportunities to theorizing about organizations.Within organization and management studies, the research on space has moved from a fringe area to a pivotal concern for organizational theorizing. Organizational space refers to the built environments that emerge from organizational activities, objects, arrangements, and social practices 2 (Beyes & Steyaert, 2012;Cunliffe & Luchman, 2013). This move has ushered in the treatment of space as both enabling and constraining actions rather than functioning as a neutral, stable container (Dale & Burrell, 2008;Taylor & Spicer, 2007). It also crosses vital issues in management studies, for example, how space interfaces with strategic work (Hydle, 2015;Jarzabkowski, Burke, & Spee, 2015;Lancione & Clegg, 2013), how physical arrangements play a role in maintaining institutions (Siebert, Wilson, & Hamilton, 2017), and how new working areas allow employees to implement organizational changes (Kellogg, 2009).Organizational space is pivotal to studies of iden-

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Attention deficit hyperactivity disorder (ADHD) is a pervasive condition affecting persons across all age groups, although it is primarily diagnosed in children. This neurological condition affects behavior, learning, and social adjustment and requires specific symptomatic criteria to be fulfilled for diagnosis. ADHD may be treated with a combination of psychological or psychiatric therapeutic interventions, but it often goes unattended. People with ADHD face societal bias challenges that impact how they manage the disorder and how they view themselves. This paper summarizes the present state of understanding of this disorder, with particular attention to early diagnosis and innovative therapeutic intervention. Contemporary understanding of the mind–brain duality allows for innovative therapeutic interventions based on neurological stimulation. This paper introduces the concept of neurostimulation as a therapeutic intervention for ADHD and poses the question of the relationship between patient adherence to self-administered therapy and the aesthetic design features of the neurostimulation device. By fabricating devices that go beyond safety and efficacy to embrace the aesthetic preferences of the patient, it is proposed that there will be improvements in patient adherence to a device intended to address ADHD.

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Crowdwork is one type of crowdsourcing enabled by digital platforms of work and the global widespread of Internet connectivity. While employers find it a model of sourcing temporary labour to perform specific tasks with light employment obligations, recent statistics show that workers increasingly adopt it as a model of fulltime longterm employment. This study examines workers lived experience to uncover how workers adopt crowdwork as a model of fulltime employment. It does so in the context of a developing country in Africa; Nigeria, where international organisations and governments particularly find it holding potentials to reduce the serious unemployment problems in these countries. Through inductive research process, the theoretical lens of institutional work emerges as a plausible explanation of the research findings. It shows that crowdworkers in the context of Nigeria create a fulltime long-term employment of crowdwork through five interlinked strategies that mediate between the constrains of their existing institutions and their need to sustain crowdwork employment. Contribution to theory and practice is then discussed.

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