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Desai, a College Student, faced a job search dilemma. Desai applied for two internships – one with a company known for a good culture, Strategic Carrier Logistics (SCL), the other with Thijs Marketing, a company in an industry more familiar and desirable to Desai. After a number of recruitment interactions with both companies, Desai received an offer from SCL and was given two days to decide. Unsure whether Thijs Marketing would make an offer, Desai considered accepting the offer from SCL, but reneging if Thijs eventually offered a job.

The case was developed from primary sources, where “Desai’s” first-hand experience in searching for a job provides the true account of the events noted in the case. The names and demographic information for individuals were changed.

This case study is appropriate for graduate and undergraduate courses in organizational behavior (i.e. decision-making), human resources management (i.e. employee recruitment), and business ethics (i.e. ethical decision-making).

A core concept of work–home interface research is boundary permeability – the frequency with which elements from one domain cross, or permeate, the boundary of another domain. Yet, there remains ambiguity as to what these elements are and how these permeations impact important outcomes such as role satisfaction and role performance. The authors introduce a multidimensional perspective of work–home boundary permeability, identifying five forms of boundary permeation: task, psychological, role referencing, object, and people. Furthermore, based on the notion that employee control over boundary permeability behavior is the key to achieving role satisfaction and role performance, the authors examine how organizations’ HR practices, leadership, and norms impact employee control over boundary permeability in the work and home domains. The authors conclude with an agenda for future research.

Problems of competence grow out of institutional culture and from the way these institutions shape the profession and its members. Toward that end, this chapter is organized around three general considerations. First, we discuss some general issues about leader quality. Second, the present shape of the leadership corps in higher education will be discussed. Finally, we introduce several 21st century leadership core competencies (Brooks & Normore, 2009) for consideration to hiring personnel so they do not repeatedly select and promote unqualified leaders who stifle creativity and encourage conformity.

The purpose of this paper is to make evidence-based recommendations for improving the responses of criminal justice agencies to juvenile burglary offenders.

The paper first analyzes what is known about factors relevant to young offenders’ initiation into burglary and subsequent persistence in that offense. It then evaluates research regarding juvenile justice interventions that can mitigate those factors in order to prevent youth from becoming involved in burglary or to encourage desistance in juvenile burglars.

Effective early intervention with juvenile burglars is vital, as burglars often begin committing this crime in their early teens and quickly develop expertise in the offense. Evidence supports the importance of positive mentoring, substance abuse programs, some forms of restorative justice and multi-modal interventions with education and employment components, while waiving these youth to adult court appears to offer little benefit over less punitive approaches.

This work delivers an original contribution by providing an analysis of existing burglary and juvenile justice research that may be useful to policymakers, law enforcement and other justice practitioners.

The literature considers three main models of nonprofit sector structure and development: liberal, welfare partnership, and social democratic. This study analyzes the cases of Italian and Canadian nonprofit organizations (NPOs) that operate in two third-sector contexts, widely known as “hybrids.” In particular, we aim to verify whether some features of governance, leadership, and volunteer participation have impacts on the financial performances of selected Italian and Canadian NPOs.

Differences between the two studied nonprofit contexts influenced the sampling, the data collection, and the methods of analysis. Data on Italian and Canadian NPOs are analyzed both together and separately, using multiple regression models. Revenues, fund-raising and other grants from the general public, and program expenses are used as measurements of financial performance.

Our analysis demonstrates that some board characteristics, as well as volunteer participation and representation on the board, have impacts on the nonprofit financial performance. The characteristics of the CEO studied in this work are not significantly associated with the level of financial performance.

This study has several important implications for research on board characteristics, CEO characteristics and volunteer management and governance, as well as implications for practitioners. The limitations of this study are related mostly to the different methods used for sampling NPOs and collecting data in the two different country contexts due to the different level of availability of data.

The past literature has not adequately examined the relationships among the board and CEO characteristics, the role of volunteers in governance and financial performance.

This chapter traces the history of intellectual disabilities by exploring significant historical periods and personalities who impacted the disability field and specifically the area of intellectual disability. Like other documented histories, the purpose of this chapter is to instruct and inform readers about the historical underpinnings of the labels, practices, and programs related to intellectual disability that are in effect today. While this chapter is not intended to be prescriptive in how the information presented here is to be interpreted, we are acutely aware that historical accounts are often interpreted based upon contemporary ideologies, knowledge, and practices. As such, as a historical account, this chapter is no exception. Current belief and practices about intellectual disabilities indeed influence the choices that, we as the chapter authors, made about the relative importance of the events that we select to highlight in this chapter. Nonetheless, this account reflects the events and personalities who, in our estimation, transformed and/or advanced the field of intellectual disability. We open with a brief prologue of the representations of the intellectual disability in popular culture and its potential impact on perceptions of persons with intellectual disability.

The research predicts which public school teachers are likely to resign their union membership since agency fees were found unconstitutional in Janus v. AFSCME. We compare teachers in right-to-work states with comprehensive collective bargaining laws with teachers in former agency shop states, using unique district-teacher matched data constructed from the School and Staffing Survey. We find that teachers who are male, Hispanic, part-time, with alternative certification, work either in charter schools or in schools with more students qualifying for free lunches are more likely to become nonunion. Teachers who are black, work under a collective bargaining, have post-graduate degrees, are more experienced, work in larger schools or in areas with a higher cost of living, perceive more school problems or a poor school climate, work in an elementary school, or teach special education are more likely to remain union members now that agency shop provisions are unenforceable.

As an aid to understanding brand image and brand attitude, this paper aims to present an innovative method of capturing qualitative brand associations from very large virtual groups.

From the target market, two familiar brands were selected: one more favored and one less favored by the market segment. Two samples of respondents engaged in a collaborative, virtual ideation session designed to elicit “top of mind” brand associations for two fast food brands, McDonald's and In‐N‐Out. Members of each group posted their brand associations and then rated each other's associations on the basis of agreement.

Analysis provided by dialogr.com showed sharp differences between the two brand images. To independently assess brand attitude, two judges evaluated favorability of the free associations as either “good,” “neutral,” or “bad.” The results confirmed initial expectations. The more favored brand received considerably more favorable free associations than did the less favored brand. The results are shown in qualitative word maps.

A potential limitation of this paper is that the proposed qualitative method is more applicable to well‐known, familiar brands; thus these techniques may not work as well with less familiar brands.

Virtual collaboration tools provide a proficient method of measuring brand image and brand attitudes, for very large groups. These tools are well suited for gaining greater understanding of the cognitive and affective dimensions of a realized brand position (image) as well as an aid to re‐positioning an errant brand image.

Most qualitative group interviews are limited to a small number of respondents, ranging from five to 12 people. Virtual ideation sessions, which are designed to elicit “top of mind” brand associations, enable collection of qualitative data from large groups quickly and efficiently; without the negative influences of face‐to‐face group interaction.