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Manual trades and information technology (IT) are male‐dominated occupations and as such cultivate unique forms of hegemonic masculinity. Women entering these occupations represent a kind of crisis to this gender order in the workplace, making the experiences of these women a useful way of studying how gender regimes are maintained and may be challenged at work. The aim of this paper is to examine how women found doing gender in the male dominated workplaces became a kind of work in itself.

A life history framework was used for this research, in which 15 women from manual trades and 15 women from IT occupations were interviewed. The in‐depth qualitative method allowed the participants the time and space to communicate the contradictions they experienced doing their gender and doing their gender at work.

The effort expended because the participants were women and because they were a minority was experienced both as an intense pressure and as significant to their success in their occupations. This indicates that gendered work outside of the formal duties of a job makes the work of those in a gender minority particularly strenuous. This understanding of gender at work as work is important to understanding how efforts to address gender equity in workplaces must work beyond quotas and policy and also address embodied gendered cultures.

While women working in male dominated cultures are often studied in terms of the challenges they face, from this research these challenges are framed as a kind of gendered work in itself. This work is often invisible, usually emotion work and mostly unrecognised. Highlighting the nature of this gendered labour and the pressures it places on women in male dominated work reframes what it means to work and the importance of these invisible forms of labour to maintaining successful production relations.

This paper seeks to present research findings on the relationship between culture and learning styles, as defined by Honey and Mumford in a Higher Education setting.

The research was conducted with first semester students studying in an International Institute of Higher Education. A questionnaire administered to students (n=113) of Indonesian, Chinese and French origin was analysed in order to compare their learning style preferences. This was followed by a detailed item‐by‐item analysis of their responses to the same questionnaire.

In the first instance, the data support a relationship between learning styles preferences and cultural background at the outset of a programme of Higher Education. Subsequent analysis provides insight into the nature of these differences.

The generalizability of the research findings is limited owing to the nature of the sample.

Educators in both Higher Education and business settings can draw on these research findings. It is suggested that allowing incoming students to explore learning style differences will enhance their understanding of how they go about learning as well as possibly influence their learning outcomes. Parallels have been drawn with incoming international employees.

These findings have relevance for educators, both in Higher Education and in industry, concerned with how to best develop international graduates and managers.

In the fall of 1966, a small and informal group of wives whose husbands were classified as Prisoner of War (POW) or Missing in Action (MIA) formed a small and informal group. By December 12, 1969, this group of women had gained such power, influence, and a multitude of disparate followers that twenty-six met with President and Mrs. Pat Nixon at the White House. In part, the POW/MIA story is about a small group of women taking a decisive role to change the United States POW/MIA policy, accentuate the plight of the prisoners, and demand humane treatment by Hanoi—all in a national and global arena.

This paper aims to revisit the extant evidence on gender bias in the market. Specifically, it revisits reaction to CEO announcements. Also, it explores whether the development of the bias over time and by firm size aligns with existing theory.

The paper examines cumulative abnormal returns around CEO announcements from 1992 through 2016 using a modified event study methodology. This evidence shown examines market reactions over time and by firm size.

Financial markets react more favorably to male CEO announcements, with a cumulative abnormal return of 49 basis points above the reaction to their female counterparts. Moreover, the paper finds that market reaction varies over time, which may be because of the increasing proportion of female CEOs, and by firm size, which may be due to the differences in new information available to investors.

Limitations include sample size due to the paucity of female CEO announcements. This paper does not examine the effect of industry, detailed CEO characteristics or announcement content on market reaction. In addition, using an extended event window may increase the likelihood of capturing confounding events, such as mergers or earnings announcements, which limits the interpretability of the results.

Gender bias in financial markets creates another institutional barrier for the advancement of female professionals, as well as implies inefficient capital allocation in markets.

The literature in this field is still inconclusive. Furthermore, bias development over time and the effect of information on bias remain unexplored. This study aims to fill that gap; furthermore, it introduces an extended event-window approach.

Tasks in today’s global marketplace are becoming increasingly reliant on the work of teams. As creativity and innovation are frequently required for organizational success, work teams are becoming more and more prominent within all types of organizations. With the rise of organizational teams, the purpose of this paper is to develop appropriate tools to measure how well these teams work together and how well they perform required tasks.

This paper outlines a measure of teamwork, a transactive memory system (TMS), and proposes new methods for using TMSs to measure team structures, processes, and performance. These new methods include dispersion models and social network analysis.

Dispersion models and social network analysis hold promise for the future evaluation of TMS and other team constructs.

This paper provides a summary of two novel approaches to the measurement of TMS and other team constructs.

The purpose of this paper is to describe the dispersion models, where within-team variance is the outcome of interest, and propose the application of these models to the measurement of the transactive memory system (TMS). As teams become increasingly prominent in educational contexts and within organizations, it is important to evaluate how various measures of individual and team attributes relate to team performance. One measure that has been evaluated by a number of previous empirical studies is TMSs.

In past studies of TMS and in most teams research, team-level data are collected and correlated with performance, or individual-level data are collected, aggregated to the team-level data and then correlated with performance. While this is appropriate in situations where data are isomorphic or similar across levels of measurement, there are often important differences among within-team responses that lead to a discrepancy between the sum of individual attributes and a team-level measure.

Preliminary results demonstrate that within-team variance in reported levels of TMS has an inverse relationship with team performance.

Future research should further evaluate the ability for dispersion models of TMS to predict team performance, especially in organizational settings with professional rather than student teams.

This paper provides a new approach to measuring TMS and relating TMS to team performance.

The purpose of this research was to seek a more refined understanding of the ways beneficiaries are evaluating nonprofit organisations (NPO), from the beneficiaries’ perspectives. Understanding evaluation from beneficiaries’ perspectives is not only important theoretically, but also for enabling evaluation processes to authentically contribute toward enhanced downward accountability.

Theorisation of immanent evaluation (Deleuze, 1998), the ontological view that there is no form imposed from outside or above but instead an articulation from within, was drawn upon to direct attention toward understanding beneficiaries’ inherent productive evaluative capacity and agency. This theorisation enabled a different way of observing and understanding beneficiary evaluation within a qualitative case study conducted in an Australian NPO. Data was sourced from interviews, observations and document analysis.

Findings suggest beneficiaries largely viewed the NPO’s evaluation processes to be unsatisfactory toward meeting their needs in relation to meaningful engagement. However, beneficiaries’ evaluative capacity was noted to include their own evaluation criteria and evaluative expressions indicating the production of an evaluative account. Here beneficiaries’ evaluative expressions are representations of events of evaluation, initiated by them. Findings enable a more refined understanding of beneficiaries’ engagement in evaluation, moving beyond traditional considerations of participative evaluation, and illustrating beneficiaries’ agency and active role in the production of evaluation.

This research furthers understandings of downward accountability and participative evaluation by detailing how beneficiaries’ evaluative capacity is part of an NPO’s evaluative environment, and as such, conceives of an immanent theory of beneficiary evaluation. Findings highlight how evaluation, as a mechanism of downward accountability, functions from beneficiaries’ perspectives and the type of organisational environment capable of enabling and better supporting beneficiary engagement.

Cause-related marketing (CRM) campaigns have become common features of the marketplace. CRM often involves a for-profit business agreeing to contribute a specified amount to a cause when the business’s customers engage in revenue-generating exchanges. Despite the central role that price is likely to play in a consumer’s decision to purchase or not to purchase an offer associated with a CRM campaign, to the best of the authors’ knowledge, very few have examined price framing effects in a CRM context. This paper aims to explore the effect of rightmost digits manipulation in prices on participation intentions for CRM campaigns.

In Study 1, 241 college students participated in an online experiment for class credit. The experiment used a 3 (price level: low, medium and high) × 2 (price ending: 99 ending and no ending) between-subjects design. The dependent variable was participation intention, and several moderators and mediators were considered. PROCESS was used to test the moderated mediation. In Study 2, 351 subjects participated in an online experiment with a design similar to the earlier study. In Study 2, however, new mediators were added and the moderated mediation was tested using SPSS PROCESS macro.

This research shows that price ending impacts the effectiveness of CRM as a tactic on consumers’ purchase intentions. Consistent with the authors’ prediction, this study shows that consumers exposed to a 99-ending CRM offer are more likely to participate in the offer compared to consumers exposed to a no-ending priced offer. Offer attractiveness, elaboration and corporate social responsibility were also shown to have a strong effect on participation intentions.

This research indicates that for moderately priced products, 99-ending prices led to an increased influence on consumer purchase intentions; on the other hand, no-ending/even-ending prices were more effective for high-priced products. Thus, the use of the right digit effect by managers in a CRM context as way of increasing consumers’ participation likelihood is likely to be more successful for moderately priced offers.

This research extends previous work on CRM and right digit effect in pricing. This study’s findings, in both Studies 1 and 2, demonstrate that the effectiveness of CRM campaigns on consumer choice is dependent on the offer price ending. Consumers exposed to the no-ending priced CRM offers tend to be affected less by CRM campaigns compared to consumers exposed to 99-ending offers, who perceive the offer as more attractive.

Using the threshold concepts framework, this paper aims to explore how differences in the ability to meaningfully apply relevant literature to one’s research are reflected in descriptions of graduate training undertaken in an academic year.

This paper used a sequential-explanatory mixed method design. Phase I analysis used quantitative performance data to differentiate research skill threshold crossers from non-crossers. Phase II analysis used qualitative interview data to identify common and differentiating themes across and between the two groups.

Participants identified coursework, research activities and teaching assignments as primary research skill development sites. However, only the patterns of mentorship and engagement with literature within the context of supervised research activities consistently differentiated threshold crossers from non-crossers. All non-crossers reported having full autonomy in their research endeavors, whereas all crossers articulated reliance on supervising mentor guidance. Similarly, most non-crossers did not frame research as incremental contributions to existing literature, while most crossers did.

The study sample size is small (n = 14), and the study is exploratory in nature.

The importance of exploring the factors that actually indicate and lead to research skill development is highlighted.

Few studies address graduate student research skill development, although this skill development is a core goal of many graduate programs. This study does so, using performance rather than self-report data.

This purpose of this paper is to facilitate the exploration of marketing strategy in general and branding strategy in particular for a non‐profit, governmental institution.

Students are taken to 2005 when the Canadian Forces needed to increase recruitment. Canada's ageing population and the war in Afghanistan were just two of the many reasons driving an immediate focus on signing up new young Canadians. However, the task was proving more difficult than anticipated.

A particular challenge lay in that the army's brand – always conservatively constructed to reflect the more peaceful side of military life – had served to alienate many would‐be soldiers who interpreted this portrayal as patronizing and boring. However, a new campaign focused on the more militaristic realities of war might have served only to put off the families of potential recruits to whom these youths turned for advice and support. With the face of the military presented largely through its recruitment campaigns, the Canadian Forces' marketing department needed to do some introspection in order to determine how to proceed.

This case serves to highlight the importance of branding and marketing strategy in a non‐traditional setting and related prompt discussion and learning. This case is intended for classroom use only. It is not intended to demonstrate effective or ineffective handling of a business situation.