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This study investigates one aspect of the multi‐source feedback process: the agreement between self‐ratings and coworker ratings of workplace behavior. Moderators of rating agreement (i.e., number of years that the coworker had known the employee, trustworthiness of the employee, and country status) are carefully examined. Eighty‐six Russian employee‐coworker dyads, 99 Polish dyads, and 95 U.S. dyads from more than 225 organizations participated. Regression results indicate that rating agreement was higher when the Polish and U.S. coworker knew the target employee a shorter period of time and when the Polish, Russian, and U.S. target employee was considered trustworthy.

This paper aims to present a new survey data set of 9,065 private sector respondents and other stakeholder groups, in Myanmar. The primary aim of this paper is to offer new insight avenues on local business–conflict–development interactions, and offer the full survey data set itself as an open-source research tool for scholars and practitioners.

The survey was conducted over smartphone in 2018. It asked questions that aimed to better understand the relationships between business, ethnic conflict, investment, corporate social responsibility and the United Nations sustainable development goals in Myanmar and in Rakhine State in particular.

The data set captures a series of significant differences in corporate leadership perspectives on the role of business in society, across sectors (e.g. banking, agriculture, retail, manufacturing, extractives) and variations across firm country of ownership (e.g. national firms, Global North firms, Indian firms, Chinese firms).

The authors conclude with a brief discussion of possible research findings from the survey, offering suggestions for possible forward analysis. The authors offer here the raw survey data as an attachment for full global open-source use and application.

This data set offers a unique window into stakeholder perceptions and understandings of working through conflict, and the role of business in development in a fragile conflict-affected state (Myanmar). The authors also conduct two example analyses of the data set using ANOVA and Kruskal–Wallis tests to illustrate possible uses and findings of the data set.

The authors briefly discuss social implications as well, particularly regarding the role of business in peacebuilding and development.

This data set offers a unique window into stakeholder perceptions and understandings of working through conflict, and the role of business in development in a fragile conflict-affected state (Myanmar). The authors also conduct two example analyses of the data set using ANOVA and Kruskal–Wallis tests to illustrate possible uses and findings of the data set.

An organization’s competitive advantage can be strengthened if they are able to identify highly creative individuals. In fact, organizational success in the 21st century may depend upon a firm’s ability to identify highly creative individuals who are able to develop novel and useful ideas, which are the outcome of creativity. The authors posit that Information Technology (IT) plays a significant role in creativity.

Applying the componential view of creativity, the authors propose the theoretically-derived concept of Individual IT Creativity (IITC). Utilizing a 5-phase methodology, the authors provide a theoretically-derived and rigorously-validated measure of IITC.

This study demonstrates that IITC is manifested in individuals who (1) possess IT expertise; (2) are motivated by IT tasks and (3) exhibit IT creativity-relevant processes. The authors then develop a scale to measure IITC and examine IITC within a broader nomological network.

This study facilitates the investigation of new streams of research into IITC, including new possible outcomes in addition to IT acceptance.

The purpose of paper is to shine light on the under‐theorised relationship between old age and victmisation. In classical criminological studies, the relationship between “age”, victimisation and crime has been dominated by analysis of younger people's experiences. This paper aims to address this knowledge deficit by exploring older people's experiences by linking it to the social construction of vulnerability.

The paper explores both historical and contemporary narratives relating to the diverse experiences of older people as victims in the UK. In particular, from 1945 to the present, statistical context and theoretical advancement illuminates that older people as a social group have a deep “fear of crime” to their relative victimisation.

A careful survey of the criminological literature highlights a paucity of research relating to older people's views and experiences of crime and victimisation. The conceptual issue of vulnerability in different contexts is important in understanding ageing and victimisation in UK. The paper's findings illustrate that their experiences have remained marginalised in the debates around social policy, and how the criminal justice system responds to these changes remains yet to be seen.

Any research attempt at theorising “age” should take into consideration not just younger people, but also the diverse experiences of older people. Policy makers may care to ponder that benchmarks be written that takes into full consideration of older people's experiences as vulnerability.

For criminal justice scholars and practitioners, there is a need to listen to the narratives of older people that should help shape and frame debate about their lived experiences. There should be an examination of existing formal and informal practices regarding elders, as the first step in developing an explicit and integrated set of policies and programmes to address the special needs of this group.

This is an original paper in highlighting how important old age is in construction of “victims” in modern society. By theorising age, victimisation and crime it is hoped to dispel and challenge some of the myths surrounding later life, crime and the older victim.

The rapid pace of progress in academic institutions in developing economies has created stressful and relatively toxic workplaces, resulting in different negative organizational outcomes indicating the need to transform universities into healthier academic workplaces. However, a review of the higher education literature in both developed and developing countries shows that the antecedents and consequences of academics' affective states has been a relatively unexplored area. Hence, our study aims at testing basic tenets of Affective Events Theory (AET) in a higher education context to address this issue.

This is a quantitative study which applies CB-SEM methodology in analyzing the collected data from 2,324 academics in Malaysian higher education sector. We analyzed the data using EQS software package.

Our results provided substantial support for the applicability and relevancy of AET in higher education domain. Specifically, welfare and supervisory support were identified as the two work environment features which significantly and equally contribute to academics' job satisfaction. In addition, the results showed that positive affect, in comparison with negative affect, was three times stronger in influencing academics' job satisfaction.

Given the considerable role of positive affect in our study, higher education policy makers are urged to make relevant policies to transform universities into more emotionally safe workplaces. In addition, policies should be formulated in a way that encourages supervisory support and decreases workloads to ensure that the conflicts in general are reduced among academics.

This work is the first large-scale study testing the main tenets of AET in the higher education context. In addition, it addresses the problem of multivariate normality and solves this problem based on the robust methodology which corrects standard errors and fit indices, thereby providing more precise and unbiased results.

CONFERENCES are becoming difficult. Recently the chairman of the Ray Committee remarked that there were too many of them, and added that if they were held in Wigan rather than Bournemouth or such places they would not be well attended. The assumption is that we attend them for our pleasure only. We do find pleasure in them, but any delegate who goes through a Library Association Conference has done a week's work more strenuous than most men do in their busiest business weeks. In fact he is worked much too hard. Sir William Ray is too experienced a public man not to know why an assembly of several thousands of persons cannot descend on places which are without accommodation. In any case the Library Association has met in recent years in Leeds, Birmingham, Manchester and Glasgow, which have their amenities but are not exactly pleasure resorts.

Various individual and environmental factors influencing employees’ online knowledge sharing have been identified, but the understanding regarding these has been mostly limited because of their independent and direct effects our understanding has been mostly limited to their independent and direct effects. This study aims to propose that the fit between employees and their environments (PE fit) matters. A model explaining how PE fit and misfit affect employees’ knowledge sharing behavior through influencing their affective commitment is developed and assessed.

The proposed model was assessed with data collected in a survey of 218 employees.

Results indicate that PE fit in the norm of collaboration, innovativeness and skill variety leads to the development of stronger affective commitment and, therefore, more knowledge sharing behavior than when they are in shortfall or excess in the environment (i.e. PE misfit).

The findings indicate a new direction for knowledge sharing research that focuses on PE fit and suggest that knowledge sharing can be improved more proactively in practice by assessing PE fit during recruitment.

This study investigated why employees' cyberloafing behavior is affected by their coworkers' cyberloafing behavior. By integrating social learning theory and deterrence theory, the authors developed a model to explain the role of employees' perceived certainty of formal and informal sanctions in understanding the effect of coworkers' cyberloafing behavior on employees' cyberloafing behavior.

The authors conducted a survey that involved a two-stage data collection process (including 293 respondents) to test our developed model. Mplus 7.0 was used to analyze the data.

The results revealed that employees' cyberloafing was positively affected by their coworkers' cyberloafing both directly and indirectly. The indirect effect of coworkers' cyberloafing on employees' cyberloafing was mediated by the employees' perceived certainty of formal and informal sanctions on cyberloafing. Employees' perceived certainty of formal and informal sanctions were found to mediate the relationship both separately (each type of sanctions mediates the relationship individually) and in combination (the two types of sanctions form a serial mediation effect).

The study reveals an important mechanism – employees’ perceived certainty of formal and informal sanctions – that underlies the relationship between coworkers' cyberloafing and employees' cyberloafing, thus, contributing to the cyberloafing literature. It also demonstrates the importance of negative reinforcement (perceived sanctions) in the social learning process, which contributes to the literature on social learning theory because previous studies have primarily focused on the role of positive reinforcement. Lastly, the study reveals a positive relationship between employees' perceived certainty of formal sanctions and informal sanctions, which has important implications for deterrence theory.

The purpose of this paper is to illustrate how first-time offenders and habitual criminals, while displaying wide differences in offense frequency, appear to follow a similar pattern in committing crime.

A conceptual approach is adopted in this paper.

It is argued that criminal thinking is the common denominator in both patterns, the difference being that habitual criminals have a higher resting level of proactive and reactive criminal thinking than first-time offenders. With an earlier age of onset, the habitual criminal may be more impulsive and reactive than first-time offenders, which partially explains why most low-rate offenders are not identified until adulthood.

Because actual and perceived deterrents to crime correlate weakly, if at all, it is recommended that perceived environmental events and criminal thinking be the primary targets of prevention and intervention programs.

Environmental stimuli, such as events that produce general strain, increase opportunities for crime, reinforce criminal associations, irritate the individual and interfere with the deterrent effect of perceived certainty, can both augment and interact with criminal thinking to increase the likelihood of a criminal act in both first-time offenders and habitual criminals.

The unique aspect of this paper is that it illustrates that certain features of crime and criminality are found across offending levels, whereas other features are more specific to a particular level.

Given the demanding and stressful nature of project work, with a view to explore established concepts of burnout within the project management context, the purpose of this paper is to examine two instruments: the Maslach Burnout Inventory (MBI) and the Areas of Worklife Survey (AWS). Since there is a paucity of literature in project management anchored within the MBI and the Areas of Worklife Survey (AWS), this paper proposes a high-level model on burnout in project management, drawing on the literature underlying these two instruments.

Using a conceptual approach, the paper reviews the social psychology literature on burnout and then the narrow stream of literature on burnout in project management. The paper develops and proposes a conceptual model as a foundation to explore the links between the determinants of project manager burnout/engagement and turnover/retention.

This paper contributes to an improved understanding of the determinants of project manager burnout, engagement, turnover, and retention.

The driver for this research is to contribute to the emerging literature on burnout in project management and strategies to help improve engagement and retention of project managers in the discipline – specifically, their tenure in organizations and/or the profession.

This paper contributes to the topic of burnout in the project management context. An improved understanding of the stressors in project management contexts, and the mechanisms to mitigate the stress, can add to our understanding of project manager well-being, engagement and retention, improved project success, and healthier work environments.