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This paper draws on a three‐year study of 24 schools involving classroom observations and interviews with teachers and principals. Through an examination of three cases, sets of leadership practices that focus on the learning of both students and teachers are described. This set of practices is called productive leadership and how these practices are dispersed among productive leaders in three schools is described. This form of leadership supports the achievement of both academic and social outcomes through a focus on pedagogy, a culture of care and related organizational processes. The concepts of learning organisations and teacher professional learning communities as ways of framing relationships in schools, in which ongoing teacher learning is complementary to student learning, are espoused.

This history of the politics of moves towards school‐based management in Queensland education is located within a broader historical and political analysis of such moves across Australia since the Karmel Report. This paper specifically focuses in on developments in Queensland. The Queensland analysis traces the moves from Labor’s Focus on Schools through the Coalition’s Leading Schools and the most recent Labor rearticulation in the document Future Directions for School‐based Management in Queensland State Schools. The analysis demonstrates that the concept of school‐based management has no stipulative meaning, but rather is a contested concept. More generally, the paper provides an account and analysis of new forms of governance in educational systems and the tension between centralising and decentralising tendencies as school‐based management is adopted in order to address a number of competing policy objectives.

The industrial realities of teaching are documented in history, sociology and policy research: studies of the school as workplace, the tools of teaching, processes within the workplace, the changing composition of the teaching workforce, the gender politics of the occupation, teacher organisations, and change in teachers’ work and employment relations. Teaching as a form of work is difficult to pin down because it involves an unspecifiable object of labour, a limitless labour process, and is, in a sense, unteachable. Teaching is always transformative labour, bringing new social realities into existence; and is also fundamentally interactive, not individual. Teachers’ work is not social reproduction, but is creative and therefore a site of social struggle. This can be seen in education in colonial societies, and in the global transformation of the education of girls and women. Teachers are now caught up in the neoliberal agenda, often unwillingly ‐ but since neoliberalism transforms institutions in the public sector, unavoidably, and sometimes traumatically. In a long historical perspective, the modern teaching workforce is unique, and has the possibility of shaping the learning capacities of the whole society; this may now be uniquely important.

Confidentiality in adoption has been the norm in this country since the 1930s. Traditionally, it has been perceived as beneficial to all sides of the adoption triangle: the adoptive parents, the adoptee, and the birth parents. Adoption agencies have supported the policy of confidentiality, and as a result the practice of concealment is almost universal in the United States. Alaska, Hawaii, and Kansas are the only states that allow adult adoptees access to their birth and adoption information.

Understanding the drivers of young adults' healthy food choices is vital to addressing the public health issue of obesity. The healthy eating motives that underlay such consumer choice behavior are particularly important to the well‐being of society. This research is novel in that it aims to investigate the food motives of young Australian adults in relation to five socio‐demographic factors, namely place of residence, gender, age, gross income and work hours. While overseas studies have examined some of these factors, the Australian context and its nuances is one that is notably absent. Thus, this research aims to provide meaningful contributions to the extant literature from an Australian perspective.

For this study of 18 to 24‐year‐old Australians, quantitative data from a total of 310 respondents (93.7 percent response rate) were collected using quota sampling.

The paper finds that gender and work hours significantly influenced food motives; however, place of residence, age and gross income while successful with young adults in other countries, did not influence healthy food choices in Australia.

While the findings corroborate some aspects of overseas studies, they contradict others and also add new information. Collectively, they contribute useful insights for social marketing intervention strategies concerned with influencing food choice among young Australian consumers.

This study indicates that intervention campaigns that are based upon residence, age and gross income in relation to healthy eating, while possibly successful with young adults in other countries, are likely to be ineffective in Australia.

We explored whether (1) an informational intervention improves ratings of individuals on the autism spectrum (IotAS) in a job interview by curbing salience bias and whether expert-based influence amplifies this effect (Study 1); (2) the effect of disclosure of autism on ratings depends on a candidate’s presentation as IotAS or neurotypical (Studies 1 and 2) and (3) social desirability bias affects ratings of and emotional responses to disclosers (Study 2).

In two studies, participants, randomly assigned to experimental conditions, watched a mock job interview of a candidate presenting as an IotAS or neurotypical and reported their perception of his job suitability and selection decision. Study 2 additionally measured participants’ traits associated with social desirability bias, self-reported emotions and involuntary emotions gauged via face-reading software.

In Study 1, the informational intervention improved ratings of the IotAS-presenting candidate; delivery by an expert made no difference. Disclosure increased ratings of both the IotAS-presenting and neurotypical-presenting candidates, especially the former, and information mattered more in the absence of disclosure. In Study 2, disclosure improved ratings of the IotAS-presenting candidate only; no evidence of social desirability bias emerged.

We explain that an informational intervention works by attenuating salience bias, focusing raters on IotAS' qualifications rather than on their unexpected behavior. We also show that disclosure is less helpful for IotAS who behave more neuronormatively and social desirability bias affects neither ratings of nor emotional responses to IotAS-presenting job candidates.

The authors used signaling theory to explain negative perceptions of individuals on the autism spectrum (IotAS) in the job interview and explored whether parasocial contact could improve perceptions.

Participants were randomly assigned across six experimental conditions. Some received information that IotAS' social and communication differences prevent them from attaining jobs they could perform (information), some received this information and watched a video showing IotAS working competently (parasocial contact) and others were exposed to neither information nor video (control). Participants then watched a mock interview of a job candidate presenting as an IotAS or neurotypical and gave their first impressions of him, perceptions of his job suitability and selection decision.

Participants had less favorable first impressions of the IotAS-presenting candidate and perceived him as having lower job suitability and were therefore less likely to select him. Parasocial contact had no effect. However, participants who had received information that IotAS' differences keep them from being hired for jobs they could do perceived the IotAS-presenting candidate as more suitable for the job and had greater intentions to interact with and select him.

The authors enhance understanding of autism in the workplace by explaining how IotAS' signaling behavior during a job interview impedes their selection. The authors also provide evidence that a brief message that IotAS' social and communication differences keep them from securing jobs they could perform can promote IotAS' selection by focusing decision-makers on their job-relevant qualifications.

In this paper, findings from the negotiation literature are tested in the context of mergers. Firms' relative threat capacity, surveillance by constituents, accountability to constituents, and the attractiveness of initial offers are shown to predict management's resistance to mergers in a manner consistent with theories in the negotiation literature. The pattern of predicted two‐way and three‐way interactions support speculations and findings previously reported in the negotiation literature as well. Theoretical and practical implications are discussed.