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In this chapter, I will outline the labels of giftedness and underachievement and present the theoretical debates surrounding these labels. A historicist examination of these labels follows, highlighting how the gifted underachievement (GUA) label emerges through the negation of “giftedness.” Subsequently, I explore the concept of GUA and its negative connotations, stemming from the positive valuation inherent in the term “giftedness” and its implications for what is considered “normal.” This chapter also reviews perspectives on shifting the focus away from the individual within the current paradigm of labeling giftedness and explores insights from systemic thinking and symbolic interactionism (SI). The conclusion underscores the necessity of a symbolic interactionist perspective to address the gaps in research on the labeling of giftedness and underachievement. Finally, I propose a generic definition that can be used in GUA research in the light of SI.

Technological innovations have affected and modified practically every element of human life and work. Education is one of the areas that has been greatly influenced by its dynamism. Technology has created an ecosystem in which education can be delivered via e-modes. The objective of this chapter is to study the impact of personalized learning on the student’s concentration level. The research methodology is top-down and includes both primary and secondary data sources. The sample was drawn using a probability-random sampling procedure with a response distribution of 50%, a margin of error of 10%, and a confidence level of 90%. The inquiry was carried out in various Indian states throughout the academic year 2020–2023. A 419-student sample was used in the study, and they were evaluated in two rounds using a pre-tested questionnaire. The association was determined for the experiencing group utilizing SPSS Version 25 and the analytic methods of factor analysis. This chapter presents options for higher education institutions, governments, and regulators to embrace and adapt. We are convinced that the study’s various recommendations will contribute to the development of a long-term strategy and plan to achieve the aim of ‘education for all, work for all’. The study investigates how the existing education model might adapt in the near future to keep up with the shifting paradigm and the arrival of Education 5.0.

This chapter adopts a historiographical methodology, meticulously retracing the lineage of Augmented Reality (AR) from the 16th century and scrutinizing the conceptual genesis of Virtual Reality (VR) in the mid-20th century. It rigorously scrutinizes the fundamental principles and applications of AR and VR, extending the discourse to encompass the foundational tenets and ramifications of the burgeoning Metaverse. Thoroughly examining ethical considerations and challenges, there is an emphasis on perpetuating research, judicious implementation, and establishing ethical frameworks. Elucidating the profound ramifications of AR on sundry industries, the transformative potential of VR in crafting immersive environments, and the emergent interconnected virtual realm of the Metaverse, key principles such as spatial mapping, interaction modalities, and cross-platform interoperability are accentuated. Ethical challenges inherent in Metaverse development, notably digital identity, and privacy are identified. The narrative steadfastly underscores the significance of perpetuated research and ethical considerations in steering the evolutionary trajectory of avant-garde technologies. The findings hold far-reaching implications for diverse sectors, encompassing navigation, marketing, healthcare, architecture, education, and entertainment. The Metaverse’s potential to reconfigure digital experiences ubiquitously and its consequential impact on privacy and content moderation accentuate the exigency for circumspect consideration in development and implementation. This chapter fervently advocates for responsible usage and the facilitation of equitable access. This chapter contributes to the scholarly corpus by synthesizing historical perspectives, core principles, and ethical considerations across the domains of AR, VR, and the Metaverse. The unique emphasis on sustained research endeavors and the establishment of ethical frameworks adds distinctive insights, thereby guiding the sagacious evolution of these paradigm-shifting technologies.

The purpose of this study was to examine the moderating role of institutional ownership on the relationship between board gender diversity and earnings management (EM) among listed firms in East African Community (EAC) partner states.

The study used a sample of 71 firms listed in the EAC partner states over 2011–2020. Data were handpicked from the individual firm's audited annual financial reports. Based on the results of the Hausman test, the study used the results of the fixed-effect regression model to test the hypotheses. To test the robustness of the results, the study employed an alternative measure of EM and two additional econometric techniques, including the pooled ordinary least squares (OLS) and the system generalized method of moments (GMM).

The empirical findings revealed that female directors improve the board's effectiveness in monitoring managerial roles. Specifically, the results showed a significantly negative relationship between the proportion of women in the corporate board and EM (as measured by discretionary accruals (DAs)). The findings further revealed an inverse relationship between the proportion of institutional ownership and EM. Finally, the results further demonstrated that institutional ownership enhances the role of board gender diversity in mitigating EM among listed firms in the EAC.

The findings of this study may be useful to managers, investors and regulators in assessing the role of institutional ownership and women's participation on corporate boards as a strategy for alleviating unethical manipulation of earnings.

The findings of this study contribute to the growing concern on gender inequality, especially the marginalization of women from the paid labor force and decision-making. The findings highlight the importance of having more women in the corporate board since this may help in mitigating corporate fraud. Similarly, the findings highlight the importance of institutional ownership as a corporate governance (CG) tool.

Previous studies have reported mixed empirical results on whether board gender diversity mitigates EM. To the best of the author's knowledge, this is the first paper to fill the existing gap by exploring whether institutional ownership moderates the relationship between board gender diversity and EM among listed firms in the EAC.

This study assesses the relationship between job satisfaction, perceived organizational support and workplace factors on officer turnover intention within an urban, municipal police organization.

Using data from an online survey of New York City Police Officers (n = 1,823), both bivariate analysis and logistic regression models were utilized to assess the salience of police officer job satisfaction, perceived organizational support and perception of six workplace domains, including financial compensation, environmental factors, professional fulfillment, work/quality of life balance, treatment from management and occupational risk, on predicting turnover intention.

The cross-sectional study finds that job satisfaction, financial factors (salary, benefits and retirement benefits) and fulfillment predict lower levels of turnover intention (i.e. higher levels of organizational commitment). Work–life balance and environmental factors (cleanliness of work environment and condition of equipment) predict higher levels of turnover intention. Both perceptions of organizational support and occupational risk, while significant in the bivariate models, were not significantly associated after accounting for other factors. There is no evidence that officer perception of public support or the risk of being injured/killed at work were related to officer turnover intention.

The current study is limited by its focus on only one police department and its use of cross-sectional data, which may limit the generalizability of the results to agencies that differ in size and type and do not allow for assessment of causality.

Officer turnover intention may be reduced by increasing financial compensation, improving the work environment and promoting a healthy work–life balance.

The study contributes to a growing body of research on police officer voluntary turnover by evaluating established predictors along with workplace factors in an urban police department: the setting where officer turnover intention is hypothesized to be the greatest.