Mark P. Kriger and Bruce J. Hanson
This paper proposes a set of universal values, drawn from the world’s major religions, which are the basis for creating healthy organizations. These values are argued to be…
Abstract
This paper proposes a set of universal values, drawn from the world’s major religions, which are the basis for creating healthy organizations. These values are argued to be essential to enable both economic and spiritual ideals to thrive and to grow in modern organizations. In addition to articulating these values we propose a set of supporting activities which are necessary to foster these values. The paper is intended to shape and to guide the aspirations of organizations, their leaders and their members – to help them to identify and to articulate desirable values and behaviors rather than reflect currently realized organizational norms.
Details
Keywords
Kamilah B. Legette, Elan C. Hope, Johari Harris and Charity Brown Griffin
Social and emotional learning (SEL) is critical for students' social and academic success. Students' SEL is often contingent on their teachers' social and emotional competencies…
Abstract
Social and emotional learning (SEL) is critical for students' social and academic success. Students' SEL is often contingent on their teachers' social and emotional competencies and capacities (SECC; Jennings & Greenberg, 2009; Chapter 5) and teacher preparation to facilitate SEL in classrooms (Schonert-Reichl, Kitil, & Hanson-Peterson, 2017). Concerningly, teacher training to facilitate SEL is frequently predicated on a color-evasive perspective that ignores the ways structural racism impacts the schooling experiences of racially minoritized students and associated academic and SEL outcomes (Jagers, Rivas-Drake, & Borowski, 2018; Jagers, Rivas-Drake, & Williams, 2019). In order to support SEL for students from racially minoritized communities, we assert that teachers' social and emotional competencies and capacities must incorporate a culturally responsive pedagogical approach that explicitly acknowledges and addresses issues of race and justice (Jagers et al., 2019; Ladson-Billings, 2014; Ladson-Billings & Tate, 1995). In this chapter we (1) provide an overview of culturally relevant pedagogy in relation to teacher social and emotional competencies and capacities; (2) outline existing models that support a culturally relevant approach to teacher social and emotional competencies and capacities; and (3) discuss future directions for education research, practice, and policy.
Details
Keywords
Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some…
Abstract
Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.
Details
Keywords
Generation A individuals with Asperger's (high-functioning autism) might increase their chance that their skills fit with job requirements (person-job fit) by considering various…
Abstract
Generation A individuals with Asperger's (high-functioning autism) might increase their chance that their skills fit with job requirements (person-job fit) by considering various nonacademic and popular lists of Asperger's-friendly jobs. Asperger's “celebrity” and professor Temple Grandin's list of 51 jobs was investigated using Asperger's-related job characteristics from the US Department of Labor's O*NET job description database. Using a factor analysis resulting in six Asperger's-related job characteristics, social orientation was the only factor that significantly predicted Grandin's judgment of what is an Asperger's-related job based on a binomial logistic regression analysis. Another analysis using O*NET data showed a wide variety of jobs that were most and least associated with each of the six factors. Study limitations and future research follow the analyses.
Gary D. Schnitkey, Bruce J. Sherrick and Scott H. Irwin
This study evaluates the impacts on gross revenue distributions of the use of alternative crop insurance products across different coverage levels and across locations with…
Abstract
This study evaluates the impacts on gross revenue distributions of the use of alternative crop insurance products across different coverage levels and across locations with differing yield risks. Results are presented in terms of net costs, values‐at‐risk, and certainty equivalent returns associated with five types of multi‐peril crop insurance across different coverage levels. Findings show that the group policies often result in average payments exceeding their premium costs. Individual revenue products reduce risk in the tails more than group policies, but result in greater reductions in mean revenues. Rankings based on certainty equivalent returns and low frequency VaRs generally favor revenue products. As expected, crop insurance is associated with greater relative risk reduction in locations with greater underlying yield variability.
Details
Keywords
John Bret Becton, H. Jack Walker, J. Bruce Gilstrap and Paul H. Schwager
The purpose of this paper is to investigate how HR professionals use social networking website information to evaluate applicants’ propensity to engage in counterproductive work…
Abstract
Purpose
The purpose of this paper is to investigate how HR professionals use social networking website information to evaluate applicants’ propensity to engage in counterproductive work behaviors and suitability for hire.
Design/methodology/approach
Using an experimental design, 354 HR professionals participated in a two-part study. In part 1, participants viewed a fictitious resume and rated the applicant’s likelihood to engage in counterproductive work behavior as well as likelihood of a hiring recommendation. In part 2, participants viewed a fictitious social networking website profile for the applicant and repeated the ratings from part 1. The authors analyzed their responses to determine the effect viewing a social network website (SNW) profile had on ratings of the applicant.
Findings
Unprofessional SNW information negatively affected ratings of applicants regardless of applicants’ qualifications, while professional SNW profile information failed to improve evaluations regardless of qualifications.
Originality/value
Anecdotal reports suggest that many employers use SNW information to eliminate job applicants from consideration despite an absence of empirical research that has examined how SNW content influences HR recruiters’ evaluation of job applicants. This study represents one of the first attempts to understand how HR professionals use such information in screening applicants. The findings suggest that unprofessional SNW profiles negatively influence recruiter evaluations while professional SNW profile content has little to no effect on evaluations.