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The purpose of this paper is to investigate how information technology (IT) firms are different from non-IT firms in terms of corporate social responsibility and financial variables for attracting and retaining employees.

Through logit regression models, the authors used corporate social responsibility and financial variables to examine the differences between 512 Fortune’s Best Companies to Work For and a random sample of 512 Non-Best Companies peer firms.

The analysis results show that IT firms are stronger in terms of research and development spending, return on assets, Tobin’s q and leverage conditions, as well as employee relations and environmental performance in corporate social responsibility. Moreover, for IT firms, innovativeness (characterized by high research and development expenditures) is by far the strongest predictor of whether a company is selected to be on the Best Companies to Work For list.

This research demonstrated a hybrid, multifaceted research design using different analysis tools to explore new factors of a research topic. The results confirm the associations among variables, which may not represent causal relationships.

The results shed light on the relationship between corporate social responsibility/finance and IT employee turnover, which provides another dimension for management’s consideration beyond the classic psychometric/fringe benefit analysis for examining employee turnover.

IT firms’ superior ability to attract and retain employees using their innovativeness may impact the general public’s career planning and training decisions.

This research project integrated data from four different sources and investigated the IT employee turnover issue from the organizational level rather than the individual employee level.

The healthcare system in the Philippines has insufficient patient and personnel management, inefficient inventory systems and disorganized medical record-keeping, contributing to unsatisfactory patient care. This occurrence calls for a centralized database, like enterprise resource planning (ERP) systems that manage healthcare systems efficiently. This study utilized partial least squares-based structural equation modeling and random forest classifier (RFC) to identify the factors influencing the adoption of ERP systems in secondary healthcare institutions.

The study proposed an extended unified theory of acceptance and use of technology framework integrated with the valence model to define behavioral intention and use behavior of ERP systems. A self-administered online survey was answered by 250 secondary healthcare stakeholders in the Philippines voluntarily.

Effort expectancy, performance expectancy and social influence result in a very high behavioral intention, leading to the use behavior of ERP systems, while facilitating conditions and innovativeness in information technology led to high significance. Price value and perceived benefits are significant factors. RFC was proven reliable in predicting the factors, with an accuracy of 96%, indicating that the proposed framework can be used in future research to examine enterprise system adoption in different healthcare facilities.

There has yet to be a study that covers ERP in the Philippines, let alone its adoption. Since the ERP system is relatively present for a certain period of time, its adoption among healthcare facilities has not been covered in the Philippines. This study is the first to decipher and understand the ERP adoption and its practical implications.

The purpose of this study is to examine the determinants of career satisfaction of professional accounting returnees who have studied and/or worked abroad and then returned to work in different types of international workplaces in their home country.

A survey of professional accounting returnees in Vietnam was undertaken and multiple regression analysis was applied to test the proposed relationships.

This study finds that career satisfaction is affected by career fit, career sacrifice, types of international workplaces (domestically headquartered firms versus globally headquartered firms) and cross-cultural work readjustment. Further, cross-cultural work readjustment partially mediates the effect of career fit and career sacrifice on career satisfaction.

The research provides the basis for designing career-related employee experiences to support career satisfaction of professional accounting returnees.

This study integrates dimensions of career embeddedness with cross-cultural work readjustment and employee experiences, which are normally studied separately, in different types of international workplaces. It contributes to the limited research on contributors to well-being in the form of career satisfaction among professional returnees in an emerging economy.

This paper delves into the profound influence of societal beauty standards and the prevalence of body shaming in contemporary culture. It explores how these societal norms contribute to self-esteem issues and psychological distress among individuals, particularly young people.

Through the poignant medium of student letters and the power of prayer, it explores the personal experiences and narratives of young individuals who have faced these challenges.

Moreover, this study highlights the transformative role of education in reshaping these societal norms and fostering a culture of body positivity.

This study underscores the potential of student letters and the spiritual guidance of prayer as tools for self-reflection and healing, ultimately advocating for the pivotal role of education in promoting body positivity and challenging the constraints of unrealistic beauty standards and body shaming.

There is strong and growing evidence of the importance of leadership and management factors influence on employee engagement and discretionary effort. However, the problem is that there has been limited recent effort to review where research gaps exit and provide a direction to guide future research. The purpose of this paper is to provide an integrated perspective on the influence of leadership and management factors on employee engagement and discretionary effort.

The review of the literature includes empirical research and case studies related to employee engagement and discretionary effort from various databases such as Business Premier, Cambridge University Press, JSTOR, Springer, Emerald, Wiley, ProQuest and ISI Web of Science. Supporting material was also accessed from reference books regarding similar concepts and theories.

The review provides a current view of the key topics, identifies three key research gaps, suggests a refined, up-to-date definition of both employee engagement and discretionary effort, and proposes a conceptual framework to inform future research. In doing so, it offers new directions for progressing studies on these critical workplace practices and behaviours particularly the inclusion of national culture as a moderating variable when investigating or implementing employee engagement and discretionary effort strategies.

Findings are based on existing literature and require empirical testing. Practical and theoretical implications are discussed.

Undertaking a review of the literature is an important part of any research and this review aims to organise, describe and appraise the current literature with a view to gaining a critical perspective for the benefit of researchers.

The purpose of this article is to identify various methods for responding to sexual harassment, defined in terms of quid pro quo and a hostile work environment, on an individual basis within an organisation. Four individuals typically involved in sexual harassment cases are discussed: the supervisor or manager, the victim, any witnesses, and the perpetrator. Based on an analysis of the literature, individual efforts should be focused on prevention of sexual harassment by guarding one’s own behaviour and stopping potential problems early. A simple test to prevent sexual harassment used by a prominent company is given.

Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Term. 37203. Mrs. Cheney does not sell the books listed here. They are available through normal trade sources. Mrs. Cheney, being a member of the editorial board of Pierian Press, will not review Pierian Press reference books in this column. Descriptions of Pierian Press reference books will be included elsewhere in this publication.

The Family and Medical Leave Act of 1993 was the first bill signed into law by President Clinton after taking office in 1993. The law, which took effect on August 5, 1993, requires employers with 50 or more employees to provide up to 12 weeks of unpaid leave to employees for childbirth, adoption, or family or personal illness. Employees are guaranteed their jobs or an equivalent position upon their return from leave. Prior to the FMLA's passage, the US was the last industrialised country in the world to require employers to provide family leave.

In a recent RQ column, Sharon L. Baker reviewed the profession's literature in the area of readers' advisory services. She found that very little research existed in the area of readers' advisory services. The research that does exist is focused on “passive” readers' advisory strategies. Baker is a leader in this area and her articles on overload and browsing, the use of displays, and genre classification are essential to understanding the adult fiction reader and ways in which libraries can assist these individuals in locating new authors and titles of interest.