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One aspect of attracting new employees that has historically been ignored by recruitment researchers is salary negotiations. In this study, we used a hypothetical scenario design to depict salary negotiation experiences in which we varied the levels of salary offer, the behavior of a company and its representative, and the deadlines for receiving a signing bonus. MBA students served as study participants who read the scenarios and responded to questions about perceived organizational attractiveness and job acceptance decisions—two important recruitment outcomes. As hypothesized, our results indicated that salaries, a company's responsiveness to candidate questions, and a company representative's expression of derogatory comments all impact recruitment outcomes. However, exploding signing bonuses had no significant effects, calling into question the negative connotation practitioners have of exploding compensation schemes. Our justice framework revealed that many of the effects that we found for our manipulations on participants' judgments regarding our recruitment outcomes were mediated by perceptions of organizational justice. Finally, we found some evidence of the frustration effect, as procedures that were considered fair worsened rather than mitigated the negative effects of unfair outcomes on job acceptance decisions.

Management training and development is currently in vogue. There appears to be a growing belief in the benefits of investment in training and development. When a market is buoyant is the time to consider and anticipate the consequences of a future downturn in demand. Such a downturn in demand may demonstrate increasing pressure to “justify” investment in training and development. There is a long established academic body of knowledge on the subject of evaluating training and development. From research evidence and the authors′ experience, the sponsors and the providers of training and development pay scant attention to systematic evaluation of these activities and investments. It is the authors′ contention that when the market′s critical assessment of the value of training and development increases there will be an increasing interest in evaluation. An overview of the history of evaluation traditions is provided and the state of play is commented upon. It is noted that there is a shortfall between theory and practice. It is argued that evaluation is a worthwhile and important activity and ways through the evaluation literature maze and the underpinnings of the activity are demonstrated, especially to management. Similarly the literature on evaluation techniques is reviewed. Tables are provided which demonstrate areas of major activity and identify relatively uncharted waters. This monograph provides a resource whereby practitioners can choose techniques which are appropriate to the activity on which they are engaged. It highlights the process which should be undertaken to make that choice in order that needs of the major stakeholders in the exercise are fully met.

The purpose of this paper is to propose voyeurism as one possible lens to analyse the experiential nature of dark tourism in places of socio‐political danger, thus expanding psychoanalytic understandings of those who travel to a “dark” place.

Freud's and Lacan's theories on voyeurism are used to examine the desire to travel to and gaze upon something that is (socially constructed as) forbidden, such as a place that is portrayed as being hostile to international tourists. A qualitative and critical analysis approach is employed to examine one tourist's experience of travelling to Iran and being imprisoned as a result of taking a photograph of what he thought was a sunrise but also pictured pylons near an electrical plant.

The authors' analysis of the experiences of this tourist in Iran reveals that tourism, in its widest sense, can be experienced as “dark” through the consumption and performance of danger. This finding moves beyond the examination of dark tourism merely as “tourist products”, or that frame a particular moment in time, or are merely founded on one's connection to or perception of the site.

Whilst the authors recognise the limitations of the case study approach taken here, and as such, generalisations cannot be inferred from the findings, it is argued that there is merit in exploring critically the motivational and experiential nature of travel to places that may be considered forbidden, dangerous or hostile in an attempt to further understand the concept of dark tourism from a tourist's lived perspective.

As the authors bring voyeurism into the debate on dark tourism, the study analyses the voyeuristic experiences of a dark tourist. In short, the authors argue that the lived and “deviant” experiential nature of tourism itself can be included in the discussion of “dark tourism”.

We explored social studies teachers’ dispositions towards working with immigrant students in an Atlantic new gateway state. We surveyed 99 middle and high school social studies teachers using the additive versus subtractive models as a theoretical framework. Although teachers’ professional backgrounds and school contexts were connected to teaching inclusively, their academic expectations of immigrant students, their beliefs on assimilation (regarding schools’ and teachers’ roles in maintaining heritage cultures and languages), and their opinions on the effective implementation of school policies concerning immigrant students’ learning were significant contributors to teaching inclusiveness.

In this article we focus on two women, Catherine Francis (1836‐1916) and Dorothy Dolling (1897‐ 1967), whose lives traversed England, New Zealand and South Australia. At the beginning of this period the British Empire was expanding and New Zealand and South Australia had much in common. They were white settler societies, that is ‘forms of colonial society which had displaced indigenous peoples from their land’. We have organised the article chronologically so the first section commences with Catherine’s birth in England and early life in South Australia, where she mostly inhabited the world of the young ladies school, a transnational phenomenon. The next section investigates her career in New Zealand from 1878 where she led the Mount Cook Infant’s School in Wellington and became one of the colony’s first renowned women principals. We turn to Dorothy Dolling in the third section, describing her childhood and work as a university student and tutor in New Zealand and England. The final section of our article focuses on the ways in which both women have been represented in the national memories of Australia and New Zealand. In so doing, we show that understandings about nationhood are also transnational, and that writing about Francis and Dolling reflects the shifting relationships between the three countries in the twentieth century.

When eyewitnesses talk to each other after witnessing a crime, they can contaminate each other’s memory. However, laboratory research shows that collaborative interviewing can also result in correction of mistakes and retrieval of more new information. The aim of this study is to examine whether these laboratory findings would generalise to real police interviews in The Netherlands. Because little is known about which interviewing techniques Dutch police detectives use, the secondary aim was to examine how Dutch detectives approach individual and collaborative eyewitness interviews.

In a field study, witnesses of serious incidents (e.g. police shooting) were interviewed individually and then collaboratively by real investigators, resulting in 15 interviews of 1–2 h each from five witness pairs (5,534 details in total). Transcripts were coded for detail type, forensic relevance, verifiability, retrieval strategies and interviewing techniques. Results were described using both quantitative descriptive data and a qualitative analysis of interview excerpts.

On average, collaborative interviews resulted in 131 new details, over half of which were considered highly relevant to the police investigation. Interview excerpts demonstrated how content-focused retrieval strategies (acknowledgements, repetitions, restatements, elaborations) can elicit new and highly relevant details. Interviewers mostly asked clarifying questions and equal numbers of open, closed and yes/no questions, but rarely allowed for uninterrupted free recall. Interviewers asked a higher proportion of open questions during collaborative interviews than during individual interviews.

Limitations included the small sample size and lack of a control condition.

To the best of the authors’ knowledge, this paper is the first to investigate the effectiveness and feasibility of the Collaborative Eyewitness Interview in real-world settings.

The literature has hitherto neglected the influence of specific cities on the decision to work abroad, implicitly treating all locations within countries as similar. Using a boundaryless careers and expatriation perspective, the purpose of this paper is to investigate a range of specific motives that individuals have when working in London, the British capital.

The results of semi‐structured, in‐depth interviews and a large‐scale quantitative survey shed light on the relative importance of individual drives, career and development motivations, family and partner factors, organizational context, national and city‐specific considerations to come to London.

A range of London‐specific attributes are identified and their importance assessed. A new framework of individual international mobility drivers is developed.

There is limited generalisability of findings of interview studies, especially as “white collar” workers and managers were interviewed. Theoretical contributions consist of the development of a framework for city attractiveness assessment and further insights into international mobility drivers and barriers.

The findings reiterate the importance of individual preparation of international sojourns based on proactive location choice. They also inform city policy considerations and organizational strategies, policies and practices with respect to international mobility.

The paper moves the literature on new international careers and global mobility to go beyond the organizational perspective to assess city attractiveness factors. The paper develops a framework for evaluating city attractiveness and assesses London's “pull factors”. This results in major implications for public policy, organizational resourcing and individual decision making.

Productivity gains powered by technological innovation have fueled expansion of the US economy during the 1990s. US economic prosperity has led to labor shortages, which are pushing organizations to engage in creative recruitment and retention practices and to employ workers from non‐traditional sources, leading to a more diverse workforce. HR professionals are realizing that they need to update their technological skills and develop systems for managing more virtual organizations. Human resource (HR) is also trying to become more of a strategic partner in firms. HR has the potential to create competitive advantage for firms by successfully combining a reputation as being an employer of choice with a high performance work system and an effective set of incentives.

Discusses research based on two sets of data, published ads and transcripts of interviews with chain interviews. Attempts to show that ‘status’ is a concept of value when considering what indicators of consumer behaviour highlight opportunities for change in a distribution analysis. Analyses results leading to a brief theoretical discussion of short‐run adaptations of decision rules and the necessary condition for construction of logical flow simulation models. Concludes that the attempts here to stimulate selection of a single grocery item for a weekly chain ad produced a simple model, which had several causes giving simplicity.

Some of the physical and intellectual requirements for management have been outlined, and in table ii, para 3.20, some generally agreed qualities are listed. Items 1 to 3 are individual and are not easily altered, certainly not at later stages in a career.