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The purpose of this paper is to examine potential differences between male and female workaholics in relation to work stress and work‐life imbalance; also to test for gender as a moderator in the relation between workaholism with work stress and work‐life imbalance.

An exploratory approach was used to examine employees on workaholism, work stress, and work‐life imbalance. A separate variances t‐test tested gender differences in the study variables. Hierarchical regression analyses tested the potential moderator effect of gender on the work stress‐workaholism and work‐life imbalance‐workaholism relations.

It was found that work stress and work‐life imbalance correlated with workaholism, regardless of gender. Gender did not moderate the relations between workaholism with work stress and work‐life imbalance.

Limited generalizability between cultures was a limitation; future research should collect data from diverse races. Reliance on self‐report measures is another limitation; a more accurate picture could be attained by gathering data from other sources.

There is some support to the notion that the once traditional roles of men and women may not predominate in today's workforce; women may be taking a more career‐minded view, while men are becoming more family‐oriented. Thus, it is imperative that intervention programs focus on decreasing workaholism in both men and women. Also, such interventions as on‐site childcare, flexible work time, and telecommuting should be included.

The data were analyzed with a composite variable to capture workaholism in a continuous fashion. Unlike the traditional median split technique, with the composite approach, one is able to use data from all participants who are not missing data.

This paper aims to test TV sponsorship bumper effects, for the same brand, on 30-s TV spot advertising.

An experimental study tests sponsorship bumpers and 30-s TV spot ads for eight brands, four familiar and four unfamiliar, using realistic stimuli and a sample representative of the US population.

Sponsorship boosts ad effectiveness and is measured by ad awareness and ad liking. Both effects were stronger for unfamiliar brands.

The results show that combining sponsorship with spot advertising has an additive effect. The study design did not allow tests for potential synergy (multiplicative) effects.

Advertisers can use the results to evaluate investing in sponsorship and advertising packages, which can help unfamiliar brands achieve familiar brand awareness.

To the authors’ knowledge, this is the first study to compare the effectiveness of sponsorship-boosted ads with sponsorship bumpers alone and with TV spot ads.

The purpose of this study is to validate multiplicative cycle that exists between the job readiness and satisfaction model explored by Matthews et al. (2018), the satisfaction and performance paradigmatic nuances analyzed by Judge et al. (2001) and Gu and Chi (2009), in addition to the expectancy model theorized by Vroom (1964). The motivation to transfer learning serves as a conveyable variable transmitted within a learning continuum that sustains cyclical outputs.

An archetype to explore the connection between the three hypothesized theories is created through a neural network program. Exploring this connection develops deeper understandings of the derivatives of employee motivation as it pertains to its effect on readiness, satisfaction, performance and achievement dyads. A detailed analysis of the literature leads to the hypothesis that the motivation to transfer learning creates a multiplicative effect among hypothesized relationships.

The neural network program scaffolds the proposed general belief that positive effects of transfer motives cause a cyclical effect that continues to perpetuate among hypothesized dyads. Conversely, if this motivation decreases or ceases among one or more dyads, the cyclical effect will retract and, eventually stop.

Based on the neurologic outcome, one central theme emerged: managers must offer opportunities to acquire knowledge through assistive mechanisms (i.e. training) by providing external stability through controlled channels that activates the motivation to transfer learning into new opportunities. The transference of this knowledge produces reconstructive growth opportunities through continuous learning thus increasing performance.

本研究的目的、除了驗證弗魯姆 (Vroom) (1964) 建立的「期望模型」理論外，也去驗證存在於工作準備就緒與馬修斯等人 (Matthews et al.) (2018) 所探索的滿足感模型之間的倍增週期，及質治等人 (Judge et al.) (2001) 和古與池 (Gu & Chi) (2009) 所分析的滿足感及表現之範式細微差別。學習轉移的動機作為一個被傳送至學習漸變體內的可輸送變量而運作，而這個學習漸變體是會維持週期性的輸出的。

透過神經網絡程序，創造一個用以探索這三個假設性理論之間的關係的原型。探究這些關係，會使我們更能深入了解僱員動機的衍生品，因這涉及僱員動機對準備就緒、滿足感、表現及功績二元體的影響。仔細分析文獻帶出了一個假設，就是: 學習轉移的動機會在各假設的關係裏創造一個倍增的效果。

這個神經網絡程序續步闡釋了一個被倡議的普遍觀念，那就是轉移動機的正面影響會帶來一個在假設性的二元體中會繼續持續下去的週期性效應。相反地，如果這動機在一個或多個二元體中減弱或停止，這週期性效應將會撤回及最終停止。

基於神經病學的結果，一個核心主題浮現了， 就是：管理人員必須提供透過輔助機制 (就是說：培訓) 而獲取知識的機會。方法是給會引發把學習轉為新機會的動機之受控渠道、提供外在穩定性。這知識的轉移，透過不斷學習而創造重建的成長，表現因而得以提升。

This study aims to look at the relationship between extraneous cognitive load and germane cognitive load and how the use of cognitive learning strategies might moderate the relationship.

This present study used survey data (n = 440) from randomly selected students taking large online classes in South Korea.

This research found a negative relationship between extraneous and germane loads. Furthermore, this study found that the use of cognitive strategies moderates this relationship. This shows that the use of cognitive strategies can help overcome unclear instruction and help to produce higher levels of student learning.

Within online learning environments, the degree to which nonessential information contributes to cognitive overload among learners becomes an important area of investigation, along with the ways in which learning strategies can mitigate some of this overload.

Despite data being a hot topic, little is known about how data can be successfully used in interactions in business-to-business relationships, specifically in the boundary spanning contexts of firms working together to use data and create value. Hence, this study aims to investigate the boundary spanning context of data-driven customer value projects to understand the outcomes of such activities, including the types of value created, how resulting value is shared between the interacting firms, the types of capabilities required for firms to deliver value from data and in what contexts different outcomes are created and different capabilities required.

Three abductive case studies were undertaken with firms from different business-to-business domains. Data were coded in NVivo and interpreted using template analysis and cross-case comparison. Findings were sense checked with the case study companies and other practitioners for accuracy, relevance and resonance.

The findings expand our understanding of firm interactions when extracting value from data, and this study presents 15 outcomes of value created by the firms in the study. This study illustrates the complexity and intertwined nature of the process of value creation, which emphasises the need to understand distinct types of outcomes of value creation and how they benefit the firms involved. This study goes beyond this by categorising these outcomes as unilateral (one actor benefits), developmental (one actor benefits from the other) or bilateral (both actors benefit).

This research is exploratory in nature. This study provides a basis for further exploration of how firm interactions surrounding the implementation of data-driven customer value projects can benefit the firms involved and offers some transferable knowledge which is of particular relevance to practitioners.

This research contributes to the understanding of data-driven customer-focused projects and offers some practical management tools. The identification of outcomes helps define project goals and helps connect these goals to strategy. The organisation of outcomes into themes and contexts helps managers allocate appropriate human resources to oversee projects, mitigating the impacts of a current lack of talent in this area. Additionally, using the findings of this research, firms can develop specific capabilities to exploit the project outcomes and the opportunities such projects provide. The findings can also be used to enhance relationships between firms and their customers, providing customer value.

This work builds on research that explores the creation of value from data and how value is created in boundary spanning contexts. This study expands existing work by providing greater insight into the mechanics and outcomes of value creation and by providing specific examples of value created. This study also offers some recommendations of capability requirements for firms undertaking such work.

The purpose of this paper is to outline the qualitative research findings of the effectiveness of Her Majesty’s Prison and Probation Service Programme Needs Assessment (PNA) in supporting decision making regarding selection onto high-intensity offending behaviour programmes.

Qualitative data analysis was used through the application of thematic analysis. Results were pooled using principles from meta-synthesis in order to draw conclusions as to whether the PNA was operating as designed.

Four overarching themes were identified, which have meaning in guiding decision making into, or out of high-intensity programmes. These were risk, need and responsivity, the importance of attitudes, motivation and formulation and planning.

The majority of data were collected from category C prisons. Generalisability of findings to high-intensity programmes delivered in maximum security prisons and prisons for younger people aged 18–21 years is limited. The research team had prior knowledge of the PNA, whether through design or application. Procedures were put in place to minimise researcher biases.

Findings suggest that the PNA is effective in guiding clinical decision making. Practitioners and policy makers can be assured that the processes in place to select into high-intensity programmes are effective, and aligned with the What Works in reducing re-offending.

This is the first evaluation into the effectiveness of the PNA designed to support clinical decision making regarding participant selection onto accredited offending behaviour programmes. Implications for practice have been discussed.

The purpose of this paper is to contribute to the understanding of the workplace experiences and access to career-enhancing opportunities of transgender employees and to apprise organization leaders of opportunities to create an all-inclusive workplace environment.

This phenomenological study used semi-structured interviews with transgender and gender non-conforming individuals in the US. Study participants (n = 12) varied slightly in racial and ethnic identities, the highest level of formal education completed and the industry sector they were employed at the time of interviews.

The data reveals a lingering presence of dominant narrative (cissexism) in US organizations and its adverse impact on workplace experience and access to career-enhancing opportunities of transgender and gender non-conforming individuals. The participants’ narratives reveal recommendations for effective organizational practices for a transgender-inclusive workplace.

The challenge of recruiting qualified participants from the marginalized group along with the selection criteria of English proficiency and legally adult age resulted in a relatively limited sample (n = 12) nevertheless adequate for the study.

Results of this study point at the urgent need to increase visibility and acceptance of the represented population and expand workplace diversity policies to create inclusive, just and equitable organizations for all individuals that will translate into job satisfaction and improved productivity.

This study contributes to developing a culture of inclusion and prevention of discrimination in the workplace thus ensuring respect, safety and agency for gender minority employees.

This study contributes to a better understanding of workplace experiences, access to career-enhancing opportunities of transgender and gender non-conforming individuals and best practices for a transgender-inclusive workplace.

The purpose of this research is to examine the extent to which source attractiveness and source credibility (or skill in a sporting context) provide an effective marketing strategy for Field Hockey in New Zealand, a minority sport Minority sports struggle to generate capital and have minimal sponsorship backing due to small participation and viewership rates compared to “major sports”. By understanding how source attractiveness and source credibility work in the context of a minority sport such as hockey, more effective advertising towards target audiences can be achieved. We also consider differences between advertising to players and no-players of the sport. This is the first research to consider these issues.

Four advertisements were created in an experimental design that manipulated the two variables: source credibility and source attractiveness, in an advertisement promoting Hockey. A survey was conducted, using an online questionnaire.

Results show that a mixture physical attractiveness and skill (credibility) increase attitudes towards the advertisement. This results in positive intentions to both watch and play hockey. When the respondents were segmented into hockey players and non-hockey players, only skill is effective for the Hockey Player segment, whereas both skill and attractiveness are effective for non-players.

Future research should include comparing hockey to further minority sports codes. Additionally, understanding if male models created the same effects would be particularly interesting for further research.

Management should focus on skill, with physical attractiveness being considered, but not as the most important attribute. If targeting hockey players, skill needs to be especially visible. Even though these elements could be argued to be within the “proverbial eye of the beholder”, the results have shown that in terms of sports advertising, it is possible to portray these two attributes in a generalised way.

This research to focuses on source credibility and attractiveness in a minority sporting context, in particular field hockey, whereas the majority of research considers major sporting codes. In addition, involvement with the sport is also considered.

The need for random assignment in sexual offending programme evaluation is clear. Decades of high dependence on weak-inference methodology, that of observational studies, has inhibited professional agreement regarding the effects of programmes. Observational studies have a place in evaluation research when more rigorous scientific designs precede them, as occurs in neighbouring fields of drug development and health. If, however, observational studies remain the only method used to evaluate sexual offending programmes, the field will continue to endure uncertainty with confident causal inferences regarding their effects remaining elusive. The paper aims to discuss these issues.

The paper takes the form of a literature review and discussion.

The case for random assignment is made alongside a rebuttal of arguments against their use.

This is an original look at the need for random assignment in sexual offending programme evaluation taking into account existing studies and discussion topics.

The adaptationist approach of evolutionary psychology provides a model of substantial scope for understanding the function of human behaviour, including harmful behaviour. The purpose of this paper is to discuss the evolutionary importance of social belonging, and also its relevance to why people deny stigmatised harmful behaviour, and the potential problems of labelling them by it.

The paper takes the form of a discussion and professional opinion.

Evolution reveals how natural selection has shaped the human nervous system for threat-detection and cooperation. It casts a light on why people convicted of harmful and stigmatised behaviour may hide, deny and lie as a means of limiting social devaluation and maintaining their fitness to belong in groups.

Amidst all our efforts as forensic practitioners to empower people to pro-socially reconnect and lead safer crime-free lives, endlessly associating them with their most unacceptable and harmful acts, might not help.

Evolutionary forensic psychology and evolutionary criminology are sub-disciplines of science that are progressively emerging. They place the adaptationist approach front and centre in the study and theory of criminal behaviour. This paper aims to offer an example of this synergy, but with a specific focus on forensic practice itself.