Charles A. Pierce, Katherine A. Karl and Eric T. Brey
This paper seeks to examine experimentally the effects of stipulations in an organization's workplace romance policy and procedures on individuals' perceptions of fairness…
Abstract
Purpose
This paper seeks to examine experimentally the effects of stipulations in an organization's workplace romance policy and procedures on individuals' perceptions of fairness, workplace fun, person‐organization (P‐O) fit, organizational attraction, and intent to pursue employment in the organization.
Design/methodology/approach
A total of 103 business students and 79 casino employees assumed the role of a job seeker. They read one of five versions of a vignette that describes an organization's romance policy and consensual relationship agreement, and completed measures of dependent and control variables.
Findings
An organization's type of romance policy has an effect on individuals' perceptions of fairness of the policy and degree to which the organization would be a fun place to work, and its type of consensual relationship agreement has an effect on individuals' perceptions of the degree to which the organization treats its employees fairly. The results also indicate that individuals' perceptions of the fairness of the type of romance policy and relationship agreement are positively associated with the degree to which they perceive the organization to be a fun place to work and their perceived P‐O fit. Individuals' perceptions of the organization being a fun place to work and P‐O fit are, in turn, positively associated with their organizational attraction, which, in its turn, is positively associated with their job pursuit intentions.
Practical implications
Perceived fairness of stipulations in an organization's romance policy and procedures may signal to job seekers the degree to which the organization would be a fun place to work, provide P‐O fit, and be attractive to pursue as an employer. Thus, with respect to managing workplace romances proactively via policies and procedures, organizations should consider the fairness perceptions of job seekers and not just organizational members.
Originality/value
This is the first study to show that workplace romance policies and procedures may play a role in job pursuit intentions.
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DorisAnn McGinnis, Jae Young Kim, Ain Grooms, Duhita Mahatmya and Ebonee Johnson
Education policies in the United States reinforce social stratification by prioritizing and normalizing middle-class whiteness in schools (Leonardo, 2007; Picower, 2009). The…
Abstract
Education policies in the United States reinforce social stratification by prioritizing and normalizing middle-class whiteness in schools (Leonardo, 2007; Picower, 2009). The teacher labor market has also become more feminized, making white middle-class women paragons of exemplary educators (Rury, 1989; Tolley & Beadie, 2006). These sociopolitical and historical factors continue to play out in the current U.S. education workforce where 80% teachers are white and 76% of teachers are female (Hussar et al., 2020). Meanwhile, student demographics are shifting with students of color comprising over 50% of the public student population (de Brey et al., 2019). Diversifying the educator pipeline is a well-documented strategy to improve educational outcomes for all students, specifically students of color, and to achieve greater equity and inclusion in public education. However, the retention and promotion of educators of color remains a critical and complex issue.
Thus, looking at the intersection of race and gender in the education workplace, the purpose of this chapter is to highlight the experiences and expertise of women K-12 educators of color to identify best practices for career development. Applying Psychology of Working Theory (PWT) and utilizing modified meta-synthesis methodology, the chapter highlights the experiences of Black, Latinx, Asian American, and Indigenous/Native American women K-12 principals and superintendents to (1) thematize and conceptualize how women of color define their work in education spaces through a PWT lens and (2) understand how PWT themes can illuminate ways to build more diverse and inclusive career pathways for women of color leaders.
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Denise Kwan and Libi Shen
The purpose of this case study was to explore senior librarians’ perceptions of successful leadership skills in the 21st century. The data gathered from 10 senior library leaders…
Abstract
The purpose of this case study was to explore senior librarians’ perceptions of successful leadership skills in the 21st century. The data gathered from 10 senior library leaders consisted of demographic information and responses to six open-ended interview questions. From the NVivo 10 analysis, several significant themes emerged regarding successful library leadership skills in the 21st century at two levels: foundational and interpersonal. At the foundational level, technical and knowledge skills form the building blocks for the next level of interpersonal skills. Persuasion and collaborative skills are interwoven with these interpersonal skills, both of which are at the core of the postindustrial paradigm of leadership. These two levels of skills, with an emphasis on persuasion skills, should form the basis of succession planning programs for next generation librarians. Implementing such programs could lead to increased leadership diversity, greater job satisfaction, improved job performance and effectiveness, all of which help retain librarians and ease staff shortages. Further studies are recommended.
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Rihana S. Mason, Curtis D. Byrd and Lycurgus Muldrow
Historically black colleges and universities (HBCUs) possess an advantage in preparing students of color for the science, technology, engineering, and mathematics (STEM) workforce…
Abstract
Historically black colleges and universities (HBCUs) possess an advantage in preparing students of color for the science, technology, engineering, and mathematics (STEM) workforce (Gasman & Nguyen, 2014; Upton & Tannenbaum, 2014). It has been suggested that implementing additional strategies to increase the availability, dissemination, and quality of information related to successful HBCU outcomes will allow HBCUs to sustain themselves into the future (Gasman & Nguyen, 2016). We discuss the use and benefits of a novel framework THRIVE Index tool (Byrd & Mason, 2020). THRIVE uses seven dimensions (e.g., Type, History, Research, Inclusion, Identity, Voice, and Expectation) to illustrate best practices of academic pipeline programs and increase the availability of HBCU success outcomes in a comparable format. Academic pipeline programs come in several varieties, but their goal is to propel individuals from one level of the academy to another and into the workforce. Using a common framework like THRIVE also allows for the creation of a clearinghouse of what successfully works for us at HBCUs from the perspective of HBCU pipeline program directors. We describe strategies for how this option for knowledge transfer to stakeholders (e.g. parents, corporations, educational institutions, etc.) can aid in long-term sustainability efforts like recruitment strategies and partnership efforts.
There have always been traditional differences between the various regions of the British Isles. For example, meat consumption is greater in the North than the South; most…
Abstract
There have always been traditional differences between the various regions of the British Isles. For example, meat consumption is greater in the North than the South; most families take some meat at every meal and this extends to the children. The North is the home of the savoury meat products, eg., faggots, rissoles and similar preparations and a high meat content for such foods as sausages is expected; between 80 and 90% with the cereal only present for binding purposes. Present minimum meat contents would be considered a swindle, also the nature of the lean meat and the lean meat/fat ratio. The high water content similarly would have been unacceptable.
Zach Jenkins and Christina Yao
While research consistently highlights the benefits of internships for business students, this scholarly discussion is typically framed in race-neutral and meritocratic language…
Abstract
Purpose
While research consistently highlights the benefits of internships for business students, this scholarly discussion is typically framed in race-neutral and meritocratic language that minimizes the importance that race plays during internship experiences. Given the problematic nature of meritocracy from a social justice perspective (Lawrence, 2015; Liu, 2011), this study aims to transpose the existing meritocratic scholarly narrative of internships to one that is more racially just.
Design/methodology/approach
To answer the research question, how is the myth of meritocracy shaping the scholarly narrative surrounding internship benefits? We systematically reviewed the literature using the search terms (interns OR internship programs) AND business AND benefits across the academic databases Business Source Complete, ERIC, Education Source and APA PsycINFO. This search produced 151 articles, 10 of which met the inclusion criteria. Utilizing Love’s (2004) myth of meritocracy framework, critical discourse analysis (Fairclough, 2013) was employed to analyze the data.
Findings
Our findings suggest that (1) scholars tend to frame internships as economically, sociologically and racially neutral, (2) internships are a tool for socializing interns into whiteness, (3) the literature is plagued by color-evasiveness, (4) equal opportunity for all students to pursue internships is implied and (5) internships are depicted as meritoriously awarded.
Originality/value
This research is among the first to explicitly outline and challenge the majoritarian story of internships as meritocratic experiences across the internship literature. Moreover, this work adds an important voice to the chorus of practitioners and scholars advocating for a more racially equitable internship landscape.
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The purpose of this paper is to re-examine the proposal that Luciano Floridi’s philosphy of information (PI) may be an appropriate conceptual foundation for the discipline of…
Abstract
Purpose
The purpose of this paper is to re-examine the proposal that Luciano Floridi’s philosphy of information (PI) may be an appropriate conceptual foundation for the discipline of library and information science (LIS).
Design/methodology/approach
A selective literature review and analysis are carried out.
Findings
It is concluded that LIS is in need of a new conceptual framework, and that PI is appropriate for this purpose.
Originality/value
Floridi proposed a close relationship between PI and LIS more than a decade ago. Although various authors have addressed the aspects of this relationship since then, this is the first proposal from an LIS perspective that PI be adopted as a basis for LIS.
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Paula Olszewski-Kubilius, Rena F. Subotnik and Frank C. Worrell
The purpose of this paper is to inform readers about the nature of talent development prior to post-secondary education; describe the obstacles that individuals face because of…
Abstract
Purpose
The purpose of this paper is to inform readers about the nature of talent development prior to post-secondary education; describe the obstacles that individuals face because of poverty, racism or geography; and recommend asset-based approaches that can enable more individuals to be prepared to make significant contributions to society within their domain of talent.
Design/methodology/approach
The methodology used was to review research from the fields of education and psychology about talent in varied domains of sport, academics and the arts, as it relates to key components (domain pathways, opportunities and psychosocial skills) of the talent development megamodel proposed by Subotnik et al. (2011).
Findings
Findings include a delineation of the challenges that many nations face in cultivating talent among its young citizens particularly related to their socioeconomic status, race and ethnicity and geography. Findings include recommendations for new approaches to identification; a substantial increase in school and community-based, domain-specific opportunities; teacher training; and deliberate cultivation of psychosocial skills that can support achievement.
Originality/value
This paper emphasizes the importance of focusing efforts on talent development at earlier stages, which is critical to creating pathways for marginalized youths to maximize their potential and contributions to the workplace.
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The purpose of this paper is to investigate the course withdrawal behavior of business and engineering students in a private university. While previous research has studied such…
Abstract
Purpose
The purpose of this paper is to investigate the course withdrawal behavior of business and engineering students in a private university. While previous research has studied such behavior, the literature remains sparse and dated.
Design/methodology/approach
This study uses a negative binomial model in order to model the total number of course withdrawals for 760 students. The data set includes all courses taken by the students, with a total of 25,160 course outcomes.
Findings
Among the findings of the study are that males withdraw from courses more than females, engineering courses have the highest withdrawal rates, and male engineering students withdraw more than any other group.
Originality/value
While dropping out of college has received cross-national interest, the same cannot be said of course withdrawal. Most research to date has been conducted in a community college setting or has used a subset of the courses taken by students at universities in the USA. Thus, this is one of the first studies to investigate course withdrawal in another country.
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Wendy B. Schiff, K. Marinka Gadzichowski, Matthew G. Le Brasseur and Melissa C. Carlin
This study aimed to investigate the impact of a university’s abrupt closure on the lives of graduate students and examined the role of grit, social support and school…
Abstract
Purpose
This study aimed to investigate the impact of a university’s abrupt closure on the lives of graduate students and examined the role of grit, social support and school identification as they transferred to a new institution.
Design/methodology/approach
An online survey was administered to a diverse sample of 130 psychology graduate students after their university unexpectedly closed and the students transferred to another institution to complete their degrees. The survey included both qualitative and quantitative measures of the impact on different areas of their lives, anxiety and depression, life satisfaction, social support, grit and school identification.
Findings
Students reported experiencing financial loss, family and marital strain, anger, fear, uncertainty and loss of progress toward professional goals. Nearly 40% of participants had scores indicating elevated anxiety and depression. Students with higher anxiety and depression and lower life satisfaction tended to identify less with their new institution. Both social support and grit were related to better adjustment and life satisfaction.
Originality/value
To the best of the authors’ knowledge, this is the first study to examine the impact on graduate students following the closure of an institution of higher education. The findings have implications for educational policy and graduate student support services.