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Cybersecurity vulnerabilities are often due to human users acting according to their own ethical priorities. With the goal of providing tailored training to cybersecurity professionals, the authors conducted a study to uncover profiles of human factors that influence which ethical principles are valued highest following exposure to ethical dilemmas presented in a cybersecurity game.

The authors’ game first sensitises players (cybersecurity trainees) to five cybersecurity ethical principles (beneficence, non-maleficence, justice, autonomy and explicability) and then allows the player to explore their application in multiple cybersecurity scenarios. After playing the game, players rank the five ethical principles in terms of importance. A total of 250 first-year cybersecurity students played the game. To develop profiles, the authors collected players' demographics, knowledge about ethics, personality, moral stance and values.

The authors built models to predict the importance of each of the five ethical principles. The analyses show that, generally, the main driver influencing the priority given to specific ethical principles is cultural background, followed by the personality traits of extraversion and conscientiousness. The importance of the ingroup was also a prominent factor.

Cybersecurity professionals need to understand the impact of users' ethical choices. To provide ethics training, the profiles uncovered will be used to build artificially intelligent (AI) non-player characters (NPCs) to expose the player to multiple viewpoints. The NPCs will adapt their training according to the predicted players’ viewpoint.

The purpose of this paper is to explore insights methodology and technology by using behavioral to create a mind-set change in the way people work, especially in the age of artificial intelligence (AI).

The approach is to examine how AI is driving workplace change, introduce the idea that most organizations have untapped analytics, add the idea of what we know future work will look like and look at how greater, data-driven human behavioral insights will help prepare future human-to-human work and inform people’s work with and alongside AI.

Human (behavioral) intelligence will be an increasingly crucial part of behaviorally smart organizations, from hiring to placement to adaptation to team building, compliance and more. These human capability insights will, among other things, better prepare people and organizations for changing work roles, including working with and alongside AI and similar tech innovation.

No doubt researchers across the private, public and nonprofit sectors will want to further study the nexus of human capability, behavioral insights technology and AI, but it is clear that such work is already underway and can prove even more valuable if adopted on a broader, deeper level.

Much “people data” inside organizations is currently not being harvested. Validated, scalable processes exist to mine that data and leverage it to help organizations of all types and sizes be ready for the future, particularly in regard to the marriage of human capability and AI.

In terms of human capability and AI, individuals, teams, organizations, customers and other stakeholders will all benefit. The investment of time and other resources is minimal, but must include C-suite buy in.

Much exists on the softer aspects of the marriage of human capability and AI and other workplace advancements. What has been lacking – until now – is a 1) practical, 2) validated and 3) scalable behavioral insights tech form that quantifiably informs how people and AI will work in the future, especially side by side.

The purpose of this paper is to explore the experiences of academic staff who are committed to embedding sustainability within tertiary curricula and pedagogy.

The focus of this paper is on a New Zealand university. A survey of staff was undertaken and in-depth interviews conducted with 11 sustainability “champions”. A narrative variant of thematic analysis was used to examine the ways these sustainability “champions” made sense of the work they do. Through an analysis of their metaphors and metaphorical language, a sense of the identities that they held as educators of sustainability was gained.

Three types of identities emerged – the sustainability “saviour”, “nurturer” and “struggler”. These identities reflected the champion’s experiences, disciplinary affiliations and pedagogical approaches. Interdisciplinarity emerged as a key tenet and challenge for such sustainability champions.

This paper provides rare insights into the experiences, identities and teaching approaches of sustainability champions within higher education. It highlights the need for university-wide conversations and cross-discipline support for such academics.

Sport is acknowledged for fostering positive competencies, behaviours and attitudes contributing to individuals' social and physical well-being and development. However, recent research suggests that athletes may face adverse effects on their health, safety and well-being due to violence against them. Numerous studies highlight that athletes across various sports endure physical, sexual and emotional violence. Given the pervasive nature and severity of such violence, understanding athletes' widespread tolerance for these experiences is crucial. This chapter employs figurational sociology to analyse violence against athletes, specifically exploring how violence and abuse in sport tends to become normalised. By placing a strong emphasis on the interdependence of individuals and their actions within social networks, figurational sociology highlights how abuse in sport is influenced by the relationships and interactions between athletes, coaches and other actors, such as medical staff, peers and parents. Moreover, through the analysis of dynamic power relations across various actors and the role of habitus, this sociological perspective offers valuable insights into the dynamics of abuse in sport.

Women roared into the Ambridge Cricket Team in March 2017. Their debut was initiated by a shortage of male players and a belief that the team was at risk, rather than an inherent desire to include women in the game. The approach of the women very much reflected the sentiments of the Helen Reddy ‘I am Woman’ song of the 1970s, ‘I am woman, hear me roar in numbers too big to ignore’, which became an anthem for empowerment of women in that generation. This chapter describes the context of cricket and sport in England and a synopsis of the 2017 storyline surrounding the Ambridge Cricket Team. A comparison of the storyline with the wider context shows the experience in Ambridge is similar to other places in England and elsewhere.

Since the publication of Schon’s (1984) landmark text The Reflective Practitioner, there has been a surge in research literature demonstrating reflection as an essential “best practice” for teachers. However, it often feels as if reflection is forced into our lives or we happen upon it at inopportune times, creating a contradiction of un/predictability – it is touted as crucial but afforded only particular spaces or purposes, while it sneaks into our lives at inappropriate times. From our perspective, this indicates underlying flawed modernist and humanist logics at work in conceptualizations of teacher and teachers’ work –we cannot plan on bodies in motion being predictable, and just because reflection seems located in the mind, does not mean the human is solely involved in reflection. The purpose of this chapter is to explore reflexivity as un/predictable in order to generate new possibilities and potential that are not bound by modernism’s penchant toward structure and humanism’s myopic self-awareness. Via co/autoethnography, we present individual narratives illustrating our relationships with reflexivity in various spaces of our lives. By using various types of mirrors (e.g., classic mirror, interrogation mirror, window as mirror, water as mirror) as analytical devices, we illustrate reflexivity as embodied processes that emerge un/predictably as we traverse various geotemporal–political locations and engage with other human, non-human and material bodies. By recasting reflexivity as dynamic and fluid, we raise possibilities for spontaneously incorporating reflexivity into teaching–learning and research, thereby untethering critical reflection from modernist and humanist logics that attempt to corral reflection into discrete activities and truncate its potential for transforming praxis.

This study develops a hypothesis from asset pricing theory and optimization theory that in a diversified portfolio of equity securities there is no linear relationship between equilibrium equity returns and financial reporting variables subject to managerial discretion, only a nonlinear relationship. Alternatively stated, this study presents theory and evidence suggesting that linear conditional mean effects of discretionary financial reporting variables on equity returns for an industry portfolio of firms are zero, while the nonlinear conditional mean effects are nonzero.

The concept of student behaviour provides a tool for describing and understanding the underlying mechanisms between academic success as a dependent variable and individual determinants of students and the institutional context of study as independent variables. Defined as the micro-level characteristics that encompass students' actual behaviour and transitions within higher education, student behaviour influences the outcomes of academic performance, learning outcomes, the duration of studies, completion rates and future career paths. Student behaviour therefore serves as an intermediary construct between inputs and student outcomes. This chapter provides a comprehensive heuristic framework of student behaviour, drawing on insights from a range of disciplinary theoretical perspectives, including education, psychology, sociology, economics and political science. The conceptual model outlines the central role of student behaviour within the student life cycle and its implications for higher education research. In doing so, the chapter offers a conceptual panorama that encompasses both the factors that explain student behaviour and the phenomena that student behaviour itself influences, including its relationship to the concept of student engagement. The framework is not limited to conceptual delineation but invites further theoretical development.

The purpose of this paper is to investigate whether sexual minority candidates are viewed as less likely to fit-in in their work environments than heterosexual candidates and, hence, to their being evaluated as less promotable.

Consistent with previous research, the authors used a hiring scenario where evaluators saw one of four different resumes, which varied based on candidate sexual orientation and gender, yet were equal on all factors, including candidate qualifications. The research included a pre-test and manipulation check to ensure the validity of the authors’ research design.

As the authors expected based on stigma theory, gay and lesbian candidates were more likely to be perceived as unable to fit-in than heterosexual candidates. Perceptions of a lack of fitting-in were negatively related to promotability ratings, as were beliefs about the controllability of sexual orientation. However, counter to the authors’ expectations, gay and lesbian candidates were rated more promotable than heterosexual candidates. This presents a more nuanced picture of sexual orientation discrimination than has been offered heretofore.

Previous research has suggested that gay men and lesbians may be trapped in “gay ghettos,” yet there is little if any research on evaluations of sexual minority candidates in employment decisions beyond hiring. The present study extends research on sexual orientation discrimination by investigating whether decision makers are biased against gay and lesbian candidates in promotion decisions, and the factors that are related to promotability ratings.