The online database of the second edition of the OED, combined with tools developed at the University of Waterloo, gives researchers a unique opportunity to explore the dictionary…
Abstract
The online database of the second edition of the OED, combined with tools developed at the University of Waterloo, gives researchers a unique opportunity to explore the dictionary in depth and in ways that would either be impossible or too time consuming to contemplate by manual means. However, the OED database is an unusually complex reference text. It makes use of many technical terms and abbreviations, and employs numerous structural and typographical conventions to alert users to elements within entries. The author discusses the history and structure of the OED database as well as tools developed to manipulate the database. Four sample searches are discussed in an appendix to the article.
Libraries must actively support humanities text files, but we must remember that to focus exclusively on texts tied to specific systems is to put ourselves in opposition to the…
Abstract
Libraries must actively support humanities text files, but we must remember that to focus exclusively on texts tied to specific systems is to put ourselves in opposition to the needs of the researchers we intend to serve. A working model of the sort of system and resource provision that is appropriate is described. The system, one put in place at the University of Michigan, is the result of several years of discussions and investigation. While by no means the only model upon which to base such a service, it incorporates several features that are essential to the support of these materials: standardized, generalized data; the reliance on standards for the delivery of information; and remote use. Sidebars discuss ARTFL, a textual database; the Oxford Text Archive; InteLex; the Open Text Corporation; the Text Encoding Initiative (TEI); the machine‐readable version of the Oxford English Dictionary, 2d edition; and the Center for Electronic Texts in the Humanities.
Donna Derksen, Parth Patel, Syed M. Mohyuddin, Verma Prikshat and Sehrish Shahid
This paper aims to propose an expatriate psychological adjustment model that postulates expatriate mental health as an antecedent to psychological adjustment. It presents novel…
Abstract
Purpose
This paper aims to propose an expatriate psychological adjustment model that postulates expatriate mental health as an antecedent to psychological adjustment. It presents novel predeparture and post-arrival international human resource management (IHRM) expatriate management mental health supportive interventions.
Design/methodology/approach
This paper critically reviews theoretical frameworks in the IHRM domain around expatriate psychological adjustments such as the U-Curve Adjustment Theory (Lysgaard, 1995), the Framework of International Adjustment (Black et al., 1991), the Dimensions of Expatriate Adjustment (Haslberger et al., 2013) and the Stress Outcome Model (Bader and Berg, 2014), in a quest to develop a new conceptual framework. This study presents a new conceptual framework along with propositions to take into consideration the relationship between mental health and expatriates' psychological adjustment.
Findings
The findings suggest that mental health is an antecedent paramount to psychological adjustment. The paper proposes mental health-supportive IHRM expatriate management interventions to address the potential failure of expatriates' psychological adjustment. The authors elaborate on the IHRM expatriate management policies and practices at the home and host country to ensure the mental health of company-assigned expatriates sent on international assignments.
Originality/value
The novel conceptual framework underpins mental health as the antecedent paramount to expatriate adjustment, taking into consid eration the elevated stress of situational events such as COVID-19, which had previously not received substantive formal consideration by research scholars in the IHRM domain. The conceptual framework encourages the inclusion of mental health as an antecedent in future research.
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Zhihong Wang and James E. Hunton
The purpose of the current study is to examine how employees from different cultures respond to participative budgeting when the budget planning horizon is congruent or…
Abstract
The purpose of the current study is to examine how employees from different cultures respond to participative budgeting when the budget planning horizon is congruent or incongruent with their cultural time orientation. We conducted a 2×2 quasi-experiment in which cultural time orientation (short term or long term) was measured and budget planning horizon (short term or long term) was manipulated. A total of 164 employees participated in the experiment – 87 from China and 77 from the United States, representing long-term and short-term cultural time orientations, respectively. The results indicate that satisfaction with participative budgeting was greater when cultural time orientation and budget planning horizon were congruent, relative to incongruent. Also, the differential reaction between congruence and incongruence was less extreme for the Chinese participants than the U.S. participants, which is consistent with Confucian thought of “The Doctrine of the Mean.” The results of this study contribute to participative budgeting literature and suggest that managers who operate in different countries should be cognizant of cultural differences when employing participative budgeting processes.
Robert G. DelCampo, Kathryn J.L. Jacobson, Harry J. Van Buren and Donna Maria Blancero
The purpose of this paper is to report the results of a study comparing perceptions of discrimination for immigrant and US‐born Hispanics, focusing on Hispanic business…
Abstract
Purpose
The purpose of this paper is to report the results of a study comparing perceptions of discrimination for immigrant and US‐born Hispanics, focusing on Hispanic business professionals.
Design/methodology/approach
Data were collected via nationwide survey of over 1,500 Hispanic business professionals and analyzed via analysis of variance.
Findings
No significant differences with regard to perceptions of discrimination were found, although both groups reported some level of discrimination. Immigrants had comparatively lower salaries and higher levels of Hispanic identity, yet, no differences in job satisfaction between groups were found. Post hoc analyses found that immigrants were significantly more likely to seek out mentors and US‐born Hispanics were more likely to join affinity groups at work.
Practical implications
Too often, immigrants are misunderstood and mistreated in the workplace. The present study provides an examination of how immigrants might perceive these differences and potential avenues for employers to assess this valuable segment of the workforce are suggested.
Originality/value
The present study creates the groundwork for more future in‐depth studies of the immigrant work experience. To this point, little research has been done on the discrimination perceptions of immigrant populations. The present study compares the perceptions of US‐ and foreign‐born Hispanic professionals.
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The six steps inherent to the development of an inhouse system are examined: 1) problem definition, 2) requirement specifications, 3) analysis and identification of alternatives…
Abstract
The six steps inherent to the development of an inhouse system are examined: 1) problem definition, 2) requirement specifications, 3) analysis and identification of alternatives and solutions, 4) design, 5) implementation, and 6) evaluation. A practical method for comparing and weighting options is illustrated and explained.
Good soldiers are people who engage in citizenship behaviors “to do good” instead of “to look good”. The purpose of this article is to explore the motivations behind and the…
Abstract
Purpose
Good soldiers are people who engage in citizenship behaviors “to do good” instead of “to look good”. The purpose of this article is to explore the motivations behind and the specific characteristics of behaviours of the good soldiers in the context of work using social exchange theory (SET) as a theoretical framework.
Design/methodology/approach
A total of 47 dyadic interviews with 94 individuals from three organisations where good soldiers are most likely to be observed were conducted.
Findings
Data analysis revealed that good soldiers are driven by concern for others and generalised reciprocity, but not by expectations of self-benefits. Their actions were further found to be discretionary, reactive and proactive and associated with different levels of self-sacrifice.
Practical implications
The findings of this study point human resources (HR) practitioners' attention towards qualitatively unique acts of good soldiers. An assumption is made that awareness of such behaviours can help organisations to stimulate individual self-motivation, so that the quality of helping behaviours could be improved.
Originality/value
Arguing for a fundamental rethink of the psychological foundations underpinning helpful behaviours, this paper departs from predominantly individualistic view on work motivation and reinforces the other-oriented, altruistic dimension of SET. In doing so, it addresses the lack of conceptual and theoretical clarity on differently motivated helping and extends the existing limited research evidence in this area. It further addresses a need for a comprehensive understanding of other-oriented behaviours and accounts for vital – yet neglected – features of such acts.