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The purpose of this paper is to describe the evaluation of the “Living with a Personality Disorder” group (Morris, 2011a). This intervention is a psycho-education group for women with an intellectual disability (ID) and a personality disorder (PD). It draws on psycho-education, biosocial theory (Linehan, 1993) and compassionate mind approaches (Gilbert, 2009). It aims to increase knowledge of personality, PDs, to increase awareness of the “non-disordered” parts of self and to increase knowledge of psychological treatments for PD’s.

The intervention was delivered to women detained in a specialist women’s learning disability forensic service. It was delivered over 12 group and two individual sessions. The Knowledge of Personality Disorders Questionnaire (D’Silva and Duggan, 2002), the Self-Compassion Scale (Neff, 2003), the University of Rhode Island Change Assessment scale (McConnaughy et al., 1983) and a series of Likert scale questions and statements were used to assess the utility of the intervention. The intervention was piloted between 2012 and 2014 in a series of small groups. The lead facilitator for each intervention was a registered psychologist with training in dialectical behaviour therapy.

Completing the intervention resulted in an increase in knowledge of PDs, treatments, increased self-compassion and therapeutic optimism and awareness of the limitations of a PD diagnosis.

A new intervention that may increase knowledge of PDs, of personal strengths and increase optimism about change that may be a useful component to the treatment for service users with PDs and an ID.

The purpose of this study is to explore how Swedish police officers describe occupational knowledge. By learning more about how officers describe occupational knowledge, the study gives more insight about the types of information that they may be more likely to adopt in their occupational tasks.

In this study, the author conducted 27 semi-structured interviews with Swedish police officers. I asked officers several open-ended questions about their everyday work life and professional experience.

Swedish officers divide knowledge into two categories, which are theoretical knowledge and practical knowledge. Theoretical knowledge is learned in the academy and is described as “black and white,” meaning that it is considered static and not applicable to what happens out in patrol. Practical knowledge is learned in the field from colleagues.

Police officers around the world have a wide range of requirements and training to become police officers. However, empirical studies have found that officers tend to use different types of information when performing policing tasks. Depending on how information is perceived and is taught, officers may respond differently to different types of knowledge, due to their evaluation of the validity of the knowledge.

The findings in this study support previous empirical studies on the area of policing and knowledge in two ways; first, this study argues that there is a categorization of knowledge among police officers. Second, this study suggests that officers view one occupational knowledge type as more theoretical and one as more practical.

The purpose of this paper is to offer some insight into how siblings aged between 4 and 12, engaged in a collaborative drawing activity at home, recall the shopping trips they have experienced.

Using a Vygotskian perspective, the data collection consisted of engaging 15 pairs of siblings in the production of a joint drawing of a shop of their choice. Drawing in pairs opens a Zone of Proximal Development (Vygotsky, 1978) where the younger child benefits from verbal guidance by the older one to achieve the common task. This situation enables the researcher to gain close access to children’s knowledge about stores and to the words they use to describe their personal shopping experiences.

This exploratory research reveals some constitutive elements of children’s “shopscapes” (Nicol, 2014), i.e. the imaginary geographies they actively elaborate through their daily practices and experiences with regard to retail environments. In their communicative interactions when elaborating a joint drawing of the shop they have chosen, children demonstrate that they master a considerable body of knowledge about retail environments. Surprisingly, recalling their shopping practices sheds light on various anxiety-generating dimensions.

The data collection is based on a remembering exercise performed at home and does not bring information about what children actually do in retail environments. Moreover, the children were asked to focus on buying a present for a friend’s birthday, therefore the information gathered essentially relates to toy stores.

This research underlines the necessity for retailers to endeavour to reduce some of the anxious feelings depicted and verbalized by children, by improving the welcome for children into their stores.

There are also opportunities for retailers to invest in the consumption education area by guiding young visitors so that they learn how to behave as apprentice consumers in retail outlets.

The child-centric perspective of the study reveals new and surprising insights about the way children report their memorised shopping experiences.

Perceived support from co-workers and managers is important for many organizational outcomes. However, the benefit of competence support from colleagues and school management on personal teacher efficacy has not been investigated. The purpose of this paper is twofold: first, to investigate the impact of competence support from colleagues and the school management on growth in teacher efficacy and second, to investigate cultural differences (Canada and Sweden).

The authors administered an inventory measuring support for competence and personal teacher efficacy to over 400 teachers in Canada and Sweden at 27 schools, at two times. Time 1 took place at the first week of a fall semester and Time 2 at the end of the same semester.

Structural equation modeling revealed that competence support from colleagues predicted growth in teacher efficacy, whereas competence support from school management did not. No differences in these relations emerged between Canadian and Swedish teachers.

The findings have implications for how schools organize teachers in teacher teams so that competence support from co-workers is promoted.

This study is the first cross-cultural study to empirically show that teachers’ self-efficacy is significantly benefitted by competence support from their teacher peers.

The use of information technology (IT) in the hospitality industry is driven by the need to improve and refine customer service. However, it is unlikely that new IT will be successfully implemented if employees' roles and emotions are overlooked. The purpose of this study is to examine the interplay of negative emotions (anger and fear), coping strategies (venting anger and psychological distancing), perceptions of an IT innovation and intention toward adopting it.

A research model is developed based on the cognitive appraisal theory of emotion, coping theory and innovation diffusion theory. An online survey was conducted among employees working for hotels that had deployed a new reservation system, and 234 responses were collected.

The results indicate that employees' negative emotions (anger and fear) have negative and significant effects on their perceptions of adopting a new reservation system through coping strategies (i.e. venting anger and psychological distancing). Furthermore, employees' perceptions of adopting an innovative reservation system have a positive effect on their adoption intention toward the system.

To the best of our knowledge, this is the first research to address the impact of distinct emotions on IT innovation adoption, as well as explaining the relation between affective and cognitive effects. The findings demonstrate the importance of examining negative emotions in IT innovation adoption. In addition, the model developed in this study confirms that an appraisal tendency approach better specifies the conditions under which different emotions are triggered to predict and explain how emotions relate to IT use through adaptation behaviors when compared with a valence-based approach.

This study aims to investigate the use of deceptive negotiation tactics to explain why teams can attain higher negotiation profits than individual negotiators. The study distinguishes deception by commission (i.e. active misrepresentation of preferences) from deception by omission (i.e. passive misrepresentation of preferences).

The sample used to test the mediation hypothesis was made up of data from two electronically mediated negotiation simulations encompassing 75 negotiation dyads with 278 participants. The methodology involved coding deceptive negotiation tactics from the log files by counting utterances related to indifference options that enabled negotiation parties to deceive.

The results show that teams do apply deceptive negotiation tactics more frequently than individual negotiators and that this behavior helps them increase their negotiation profits.

The findings are valuable for two reasons. First, the study included controls for other important antecedents of deceptive behavior and negotiation outcome (e.g. negotiators’ nationalities, first bids). Consequently, the empirical results underline the importance of considering team size to understand its impact on profits through the use of deceptive tactics. Second, although this study does show that deception increases negotiation profits, the absolute level of deception is rather small (on average just one deceptive statement per negotiation).

This chapter reviews empirical studies into the relationship between management control, strategy and sustainability.

The review explores the theoretical frameworks and models used in previous empirical research as well as the research questions and methods applied to empirically explore this emerging research area.

Even if a growing body of empirical research has emerged over the last decade, our knowledge of how companies design or use management control to support sustainability strategy appears to be limited, providing considerable scope for further research.

This review structures the state of our empirical knowledge in the area of management control, strategy and sustainability and makes suggestions for future research paths.

Whereas past research has been valuable in explaining how “perceived usefulness” (PU) and “perceived ease of use” (PEU) constructs lead to technology acceptance and refusal behaviors in organizations, it has not explored the antecedents of these two factors. The purpose of this paper is to propose an interpretive approach to the study of front-line employees’ sense making of technological change as well as the understanding of behavioral and psychological origins of PU and PEU.

This study analyses a major transition in work mode induced by an IT innovation implemented within a leading French hospitality company. A qualitative method was employed to answer the research questions. The data were collected using 22 in-depth semi-structured interviews from front-line employees and their line managers in five 4-star hotels in Paris. The participants were asked how they made sense of the technological change and what they consider when they judge the usefulness and the ease of use during the implementation of change.

The analysis revealed that employees’ acceptance of technological change is paradoxical and shaped by a continuous process of sense making when using the IT innovation. The findings also suggest that PU can be explained by factors like job relevance, PEU and output quality. Anxiety, playfulness, perceived enjoyment, objective usability and facilitating conditions were identified as antecedents of PEU.

The paper reports the effect of perceptions of social influence, system characteristics, individual differences and facilitating conditions on PU and PEU constructs in IT adoption process. It is among the first to examine the antecedents of such beliefs in the hospitality industry through the use of a qualitative method. It also shows that that three variables – result demonstrability, computer self-efficacy and social influence process described by subjective norm and image – did not play a significant role in influencing the intensions of using the system through PU and PEU.

Understanding the antecedents of the two key predictors in technology acceptance models allows managers to implement efficient adjustments and interventions in order to positively influence employees’ IT innovation acceptance and use.

This qualitative study contributes to open the black boxes concerning the conceptualizations of PU and PEU. It advances the understanding of the employees’ acceptance of IT innovation.