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The purpose of this research is to investigate the relationship between adult attention deficit and efficacy for working in teams.

A total of 181 management students working in short term project teams (13 weeks) completed established assessments of efficacy for working in teams and a multi‐dimensional measure of adult attention deficit. The hypotheses were tested using product moment correlations and multiple regression.

Multiple regression provided support for the general hypothesis that adult attention deficit predicts lower efficacy for working in teams (F(5, 176) = 7.31, p=0.00). All dimensions of adult attention deficit were significantly correlated with efficacy for teamwork (r = −0.20 to −0.41), and the hypothesis that difficulty managing emotional interference uniquely predicts efficacy for teamwork was supported (β: p=0.000).

Future research needs to include a variety of workplace teams.

The strength of the results suggests that organizations implementing work teams need to be more aware of the effect of adult attention deficit on team member confidence and ability. Organizational development practices need to include interventions that assist the members with adult attention deficit.

This research helps to raise awareness of the relationship between adult attention deficit and key organizational behaviors. This research is of value to researchers, managers, organizational development specialists and employees who are trying to develop effective ways of supporting employees who are struggling with adult attention deficit.

Many national retailers have complained about increases in business rates tax bills since the 2017 revaluation. What impact has the 2017 business rates revaluation had on independent high street retailers in market towns in the north of England? The paper aims to discuss these issues.

The study uses Valuation Office Agency rating list data to determine rateable value and business rates payable for independent high street retailers in eight northern market towns either side of the 2017 rating revaluation. The data were analysed using business rates matrices to reveal the impact of the new rating list on independent retailers in the eight locations.

Analysis reveals that the majority of independent retailers in the northern market towns sampled have experienced reductions in both the rateable value of their premises and business rates payable. Increase in the rates relief threshold has extended relief to almost half of the independent retailers in the study, most of whom receive 100 per cent relief.

Charity shops receive at least 80 per cent rates relief which means they are able to afford to pay higher rents. This “sets the tone” for landlords setting market rents in that location which are then used as comparable evidence by the VOA when determining rateable values at revaluation further polarising the gap between rate payers and those to are exempt.

Focussing on independent retailers on high streets in markets towns in north of England, this study provides an alternative perspective to the orthodox view of business rates revaluations having a negative impact on retailers.

This paper aims to demonstrate the variety of ways institutions and their libraries approach student success both conceptionally and operationally.

Librarians from eight different institutions of higher education were given a series of questions about student success on their campuses and in their libraries. They responded with written essays describing their experiences and perspectives.

The contributed pieces in this second installment are collected together and a variety of ways the academic library engage with “student success” are discussed. Initiatives include high-impact practices, fostering academic rapport and creating a sense of belonging, experiential learning and creative spaces and professional development.

These examples help to observe what is happening throughout higher education and see potential paths forward at the institutions engaged in this work.

This study investigates how and when psychological capital (PsyCap) enhances well-being at work (WBW). Drawing on the job demands-resources (JD-R) model and the conservation of resource (COR) theory, an integrated model attempts to identify the relationship between PsyCap and employees' workplace well-being, mediated through work engagement (WE). Furthermore, the authors seek to understand how coaching-based leadership (CBL) moderates the relationship above.

Data were obtained from healthcare professionals who worked during the COVID-19 pandemic crisis in Tunisian hospitals. An online survey was distributed anonymously. A total of 449 questionnaires were included in the analysis. The PROCESS macro for SPSS (models 4 and 7) was employed to analyze the data.

The findings revealed that PsyCap significantly relates to WBW; and WE and CBL act as a mediating mechanism and a boundary condition, respectively. The collective effect of PsyCap, WE and CBL on WBW was also confirmed based on moderated mediation analysis.

This study gives HR managers insights into the importance of developing workers' PsyCap to promote their WBW. The findings also suggest that healthcare managers and leaders who aim to promote well-being should act as coaches.

This study extends research on WBW and sheds light on essential mechanisms and boundary conditions under which PsyCap promotes workplace well-being.

Accounting practitioners and educators agree that effective oral and written communication skills are essential to success in the accounting profession. Despite numerous initiatives to improve accounting majors’ communication skills, many students remain deficient in this area. Communication literature suggests that one factor rendering these initiatives ineffective is communication apprehension (CA). There is general agreement that accounting students around the globe have higher levels of CA than other majors. Therefore, accounting educators interested in improving students’ communication skills need to be aware of the dimensions and implications of CA. This chapter provides a review of the relevant literature on CA, with a focus on CA in accounting majors. It also presents intervention techniques for use in the classroom and makes suggestions for future research.

Power and politics have long been accepted as often detrimental elements of change processes. An element of the political arena that has received limited attention, however, is the inadvertent symbolism associated with the presence of an external consultant or change agent. Presents a retrospective analysis of role symbolism of two consultants during a 14‐month change project. Using concepts drawn from theories on organizational power, stages of change, and symbolism, a framework of five symbolic roles of the external consultant is presented. These roles include symbol of change‐to‐come, symbol of changing norms and values, symbol of power redistribution, symbolic wishing well, and symbol of organizational empowerment. The emergence, significance and implications of these symbolic roles during different change stages are explored. Implications are developed for researchers, change agents and external consultants in general.

WE begin a New Year in circumstances far removed from those in which any former year began. We were at war last January, it is true, but the actuality of it had not advanced over our own threshold as it has since done. The history of 1940 from our library viewpoint must await the assessment of more tranquil times, but in the cardinal tests to which libraries have been subjected we are convinced that they have been proven good. Fortunes have varied from the total destruction—except for 20,000 salvaged reference books—of the Gulson Library at Coventry to the loss of some glass or ceilings in other towns, but everywhere there has been remarkable resilience and an attempt, nearly always successful to restart the library service with little or no interruption. And the public has been most appreciative as letters we have seen prove: Richmond even received a congratulatory telegram from a reader. The contrast in this war between the desire for libraries and the continuous spurious economy “council” and “press” attacks upon them in the last one has been a significant social phenomenon.

Much research on information technology (IT) emphasizes the rational aspects of IT use. However, cultural analyses have considered IT as a symbolic artifact open to social interpretation. This article presents findings from ethnographic studies of two large insurance organizations to illustrate how cultural assumptions about IT are implicated in IT management. We employ the metaphor of magic as an interpretive lens to generate five archetypes of IT culture: the revered, controlled, demystified, integrated, and fearful IT cultures. Each of these archetypal cultural patterns reflects different assumptions about the “magic” of IT and the “wizards” who control its powers. These patterns are similar to social responses to the unknown that have been found in human cultures for hundreds of years. The metaphor itself was drawn from the language of the two organizations. All five archetypes were manifest in both of the companies studied, suggesting that organizations do not necessarily develop unified symbolic meanings of IT. Although separately each archetype invites novel insights into the management of IT in organizations, together they reveal even deeper interpretations consistent with contemporary theories of cultural differentiation and fragmentation.