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Alumni provide a valuable marketing conduit for educational institutions to not only share program highlights but to illustrate the competencies learned that are positively impacting organizations. Alumni who are interested in giving back need a vehicle through which they can remain connected to their alma maters. Institutions can benefit greatly from building such bridges. The paper aims to discuss these issues.

Capella University has created a virtual chapter affiliated with the International Society for Performance Improvement where alumni, learners, and faculty can network in meaningful ways to address the interests and needs of all parties. Five key considerations and 12 purposeful activities that have proven to be critical to the success of the collaborative, virtual chapter site are presented.

Providing a virtual site where collaborative partners can work on meaningful projects that address mutual needs has proven to be beneficial to all parties involved. The university has clearly benefited from the authentic advertising that alumni provide. Alumni have benefitted from opportunities to work with the university in meaningful ways that enhance their vitaes. Learners are motivated to persist in their academic programs. And faculty are inspired to witness the impact of their work via the alumni. The virtual chapter site has been a valuable resource that facilitates a positive return for all involved.

Virtual chapters that connect alumni, learners, and faculty fill a critical need in an economy where budgets tighten as competition increases in higher education.

This paper is crafted to provide practical, cost‐effective advice to those who are vying for competitive funds for training initiatives. The paper aims to cover ten strategies that have proven effective in securing funds.

The paper is based on the author's 23 years experience as a successful writer of training proposals. Trade secrets are shared that have proven effective.

The findings are organized into ten categories of strategies the can easily be replicated to increase chances of securing competitive funds for training initiatives.

This paper is a valuable resource to anyone writing training proposals for competitive funds. The strategies are practical, cost effective, and easily implemented.

The purpose of this paper is to address ten key considerations regarding telecommuting that one should consider before leaving an onground position to become a telecommuter. The “insider's” view presented provides a realistic overview of changes that one can expect on a day‐to‐day basis comparing working in an office to working from home so an informed decision can be made.

This paper is written from the perspective of a telecommuter.

The paper finds that ten key considerations have been addressed that provide valuable insights into the telecommuting world.

The paper shows that anyone considering becoming a telecommuter would be well advised to weigh each of the considerations listed before making the virtual leap to working from a distance.

The paper is written from lived experience. The lessons learned addressed in this piece provide those considering telecommuting with a realistic overview of pros and cons to consider that can only come from an experienced telecommuter.

The intent of the study was to identify the factors that are contributing to the success of learner experiences at Capella University.

A case study of Capella University was conducted to determine success factors. An appreciative inquiry approach was used involving learners and faculty at Capella University to identify and analyze what was going well. Interviews, focus groups, and daily practice within courserooms and existing learner evaluations were also analyzed.

Success factors tend to cluster around ten categories. These are: shared learning centered vision; comprehensive course design process; customized scoring guides; group work strategies; characteristics of effective facilitators; faculty training and support; great expectations; meaningful feedback; monitoring and evaluation; and continuous improvement.

The study is limited to Capella University.

The ten success factors identified can be replicated at other institutions to positively impact their learners' experiences.

In the competitive e‐learning environment, it is critical to continually assess the strengths and opportunities for improvement among each program offering. Engaging in a cycle of continuous improvement ensures that a program will flourish and continue to attract new enrollees. Capitalizing on best practices experienced at other online institutions can prove to be a valuable means by which to strengthen individual programs.

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.

This paper aims to explore the nature of the celebrity chef phenomenon and its impact on the contemporary hospitality industry, to both enrich current knowledge on the topic, as well as inform future research endeavors.

The study was based on a narrative literature review of secondary data sources, namely, academic literature and industry-related articles, and video data collected from popular video-hosting websites.

Despite the vast popularity of celebrity chefs, the phenomenon remains underexplored, with limited coverage given to it by hospitality-related literature. Prior investigations primarily focused on celebrity chefs’ commercial influence and power of advocacy, with little reference to their impact on the next generation of culinary professionals and on the sustainability of the profession.

This commentary has numerous theoretical and practical implications for industry stakeholders who wish to explore this phenomenon beyond the limited confinements of its commercial impact. In particular, the study explores the nature of the phenomenon, where television, social media and the celebrity status of chefs influence both the values and norms surrounding the profession, and individuals’ vocational choices. That said, findings suggest that additional research is required on this topic.

The exploration of celebrity chefs as a topic has so far been limited and has leaned toward one dimension in hospitality literature, despite its interesting scope. This critical overview provides conceptual clarity on issues such as the phenomenon’s commercial and vocational impact and highlights areas of concern and opportunity. Moreover, the study sets a clear pathway for further research.

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。