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Article
Publication date: 1 October 2003

Lawrence C. Hamilton, David E. Rohall, Benjamin C. Brown, Gregg F. Hayward and Barry D. Keim

New Hampshire’s mountains and winter climate support a ski industry that contributes substantially to the state economy. Through more than 70 years of history, this industry has…

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Abstract

New Hampshire’s mountains and winter climate support a ski industry that contributes substantially to the state economy. Through more than 70 years of history, this industry has adapted and changed with its host society. The climate itself has changed during this period too, in ways that influenced the ski industry’s development. During the 20th century, New Hampshire’s mean winter temperature warmed about 2.1° C (3.8° F). Much of that change occurred since 1970. The mult‐decadal variations in New Hampshire winters follow global temperature trends. Snowfall exhibits a downward trend, strongest in southern New Hampshire, and also correlates with the North Atlantic Oscillation. Many small ski areas opened during the early years while winters were cold and snowy. As winters warmed, areas in southern or lowelevation locations faced a critical disadvantage. Under pressure from both climate and competition, the number of small ski areas leveled off and then fell steeply after 1970. The number of larger, chairliftoperating ski areas began falling too after 1980. Aprolonged warming period increased the importance of geographic advantages, and also of capital investment in snowmaking, grooming and economic diversification. The consolidation trend continues today. Most of the surviving ski areas are located in the northern mountains. Elsewhere around the state, one can find the remains of “lost” ski areas in places that now rarely have snow suitable for downhill skiing. This case study demonstrates a general approach for conducting integrated empirical research on the human dimensions of climate change.

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International Journal of Sociology and Social Policy, vol. 23 no. 10
Type: Research Article
ISSN: 0144-333X

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Book part
Publication date: 13 August 2018

Robert L. Dipboye

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The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

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Book part
Publication date: 17 December 2015

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Knowing, Becoming, Doing as Teacher Educators: Identity, Intimate Scholarship, Inquiry
Type: Book
ISBN: 978-1-78441-140-4

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Book part
Publication date: 17 December 2015

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Knowing, Becoming, doing as Teacher Educators: Identity, Intimate Scholarship, Inquiry
Type: Book
ISBN: 978-1-78441-140-4

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Book part
Publication date: 17 December 2015

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Knowing, Becoming, doing as Teacher Educators: Identity, Intimate Scholarship, Inquiry
Type: Book
ISBN: 978-1-78441-140-4

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Book part
Publication date: 17 December 2015

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Knowing, Becoming, Doing as Teacher Educators: Identity, Intimate Scholarship, Inquiry
Type: Book
ISBN: 978-1-78441-140-4

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Book part
Publication date: 16 December 2016

Ilay H. Ozturk, John M. Amis and Royston Greenwood

The Scottish civil justice system is undergoing its most substantive transformation in over 150 years. This reformation will create new judicial bodies, alter the jurisdictional…

Abstract

The Scottish civil justice system is undergoing its most substantive transformation in over 150 years. This reformation will create new judicial bodies, alter the jurisdictional reach of courts, and drastically unsettle what has been, up to now, a highly stable institutional field. These changes have caused pronounced threats to the status of different groups of actors in the field. Our work examines the impact of these threats, and the varying responses among groups of professional actors. In so doing, we detail how intra-professional status differences and uncertainty hindered attempts to maintain threatened institutions.

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How Institutions Matter!
Type: Book
ISBN: 978-1-78635-431-0

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Book part
Publication date: 30 October 2023

Valerie J. Thompson and D. Crystal Coles

Black women faculty are experiencing multiple marginalities within their intersectional identities (Thomas & Hollenshead, 2001). The overwhelming obstacles that they face in…

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Black women faculty are experiencing multiple marginalities within their intersectional identities (Thomas & Hollenshead, 2001). The overwhelming obstacles that they face in academia regarding racism, lack of mentorship, and its impact on productivity are well documented (Allen, Huggins-Hoyt, Holosko, & Briggs, 2018). However, through a raced and gendered intersection centering Black women, these workplace obstacles can transform into something far more insidious (Young & Hines, 2018). Black women academics do not enter academic environments that have been liberated from racism, sexism, or misogynoir; instead, the environment itself is a microcosm of the world in which they reside (Thompson, 2020). Black women academics are double minorities and face issues such as isolation from collegial networks; lack of institutional/departmental support; forced positionality into the role of mentorship for students of color; and increased visibility and bodily presentation concerns (Allen et al., 2018; Pittman, 2010). Further still, the workplace dynamics and needs of students of color can collide within the work of Black women academics, increasing the prevalence of othermothering and a racialized and gendered racial uplift (Griffin, 2013; Mawhinney, 2011). Though previous studies have demonstrated positive effects of university diversification, women, ethnic minorities, sexual minorities, and religious minorities continue to face antagonistic environments (Cunningham, 2009; Hughes & Howard-Hamilton, 2003). Rooted within Black Feminist Thought and Critical Race Theory, this chapter aims to highlight the intersectional identities of Black women academics and identifies mechanisms to address how Black women are experiencing multiple marginalities within their intersectional identities (Hirshfield & Joseph, 2012).

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Article
Publication date: 1 February 2003

Donald E. Gibson and Scott J. Schroeder

Attributing blame for performance failure and credit for success is ubiquitous in organizations. These responsibility attributions can play an important role in aligning…

1004

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Attributing blame for performance failure and credit for success is ubiquitous in organizations. These responsibility attributions can play an important role in aligning individual and organizational performance expectations, but may also exacerbate conflict in groups and organizations. Theory suggests that an actor's organizational role will affect blame and credit attributions, yet empirical work on this prediction is lacking. This article tests an organizational role approach by assessing the effect of the responsible actor's hierarchical position and whether he or she acted as an individual or as part of a group on blame and credit attributions. The study finds that in response to organizational failures and successes leadership roles attract more blame than other positions, but in contrast to previous predictions, these roles do not attract more credit than lower level roles. In addition, upper level positions tend to be assigned greater blame than credit, while lower level positions show a reversed pattern: they attract more credit than blame. Groups are less likely to be assigned blame and more likely to be credited than are individuals, and occupants in flat organizational structures are assigned higher levels of blame and credit than are occupants in taller organizational structures.

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International Journal of Conflict Management, vol. 14 no. 2
Type: Research Article
ISSN: 1044-4068

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Book part
Publication date: 1 November 2018

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William A. Paton: A Study of his Accounting Thought
Type: Book
ISBN: 978-1-78756-408-4

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