The article briefly covers the establishment of the Workers’ Educational Association in both England and Australia. The development of the Workers’ Educational Association of…
Abstract
The article briefly covers the establishment of the Workers’ Educational Association in both England and Australia. The development of the Workers’ Educational Association of Victoria is discussed in the context of the work of Atkinson. The idealism paradigm as exemplified in the writings of Atkinson is described and the relationship between the paradigm and adult ducation is made explicit. The development of realism is then discussed including the role of Hancock where his conceptualisation of social class is made explicit. Next the reaction by Badger to the concept enunciated by Hancock and applied to adult education is described. The article concludes by discussing the role of Badger in seeking to remove the WEAV as a major provider of adult education in Victoria.
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In this chapter the author subjects some aspects of Roosevelt’s “New Deal” to critical analysis, demonstrating the limits to reform given the power of “vested interests” as…
Abstract
In this chapter the author subjects some aspects of Roosevelt’s “New Deal” to critical analysis, demonstrating the limits to reform given the power of “vested interests” as articulated by Thorstein Veblen. While progressive economists and others are generally favorably disposed toward the New Deal, a critical perspective casts doubt on the progressive nature of the various programs instituted during the Roosevelt administrations. The New Deal was shaped by the institutional forces then dominant in the U.S., including the segregationist system of the South. In the end, “vested interests” dictated what transpired, but what did transpire required a modification of the understanding of the standard ideological perspective of capitalism, “liberalism.”
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Homelessness in Greater Boston has been a recurring issue since the 1980s. Massachusetts is the only right to shelter state in the nation, which theoretically guarantees that…
Abstract
Homelessness in Greater Boston has been a recurring issue since the 1980s. Massachusetts is the only right to shelter state in the nation, which theoretically guarantees that families with children under the age of 21 must be offered a place to sleep every night. However, research shows that among the various obstacles case managers encounter when trying to assist the homeless, the fragmentation of services and initiatives is one of the most persistent limitations to their actions. At the state and local levels, coordination between service providers has repeatedly proved uncertain. These providers point to an ongoing, unhealthy competition to get funding for their shelters or service centers, which has devastating repercussions on the people they serve. Boston officials hold a difficult position, as the state capital city draws many homeless families and individuals hoping for better support, thus putting pressure on local shelters to provide more beds every night. Unsurprisingly, the onset of the pandemic worsened an already strained homeless assistance network, by forcing clients to seek shelter elsewhere due to reduced capacity and creating a new type of fragmentation. In the context of limited space, where zoning laws have relentlessly favored single-family homes in wealthy neighborhoods, Greater Boston is now facing a dire shortage of housing, while migrants from abroad continue to be drawn to its progressive social policies, hoping to find shelter from poverty and war.
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Alex S.L. Tsang and Gerard Prendergast
The purpose of this paper is to look at product reviews from a cross‐cultural perspective. Product reviews are potentially an influential form of marketing communication, as well…
Abstract
Purpose
The purpose of this paper is to look at product reviews from a cross‐cultural perspective. Product reviews are potentially an influential form of marketing communication, as well as a predictor of sales performance. With Hofstede's typology as a backdrop, the basic proposition of this study is that collectivistic cultural values place more emphasis on giving face to others, even in impersonal social environments, resulting in them giving more positive product reviews than their individualistic counterparts.
Design/methodology/approach
The paper uses content analysis of Chinese and American computer game reviews to test the hypotheses.
Findings
The results showed that Chinese reviews use fewer negative comments and give higher final ratings for the same set of products than their American counterparts. In addition, Chinese reviews showed a lower consistency between their evaluative comments and their final ratings. Also confirmed is a common belief that final ratings are a summary of the evaluative comments of the review‐texts.
Research limitations/implications
Future research is invited.
Practical implications
Theoretically, the study refines the understanding of differences between individualistic and collectivistic cultures. Practically, it is suggested that if consumers' cultural values are reflected in product reviews, international marketers should weigh and balance possible cultural bias when they decode evaluations of their products from reviews published in other countries' media.
Originality/value
Product reviews are a rich but ignored resource with high marketing value. It is hoped that the study can stimulate both marketing researchers and practitioners to make better use of product reviews to further understand marketing phenomena and make better marketing decisions.
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Justin Marcus and Michael P. Leiter
This chapter aims to provide nuance into the issue of generational cohort differences at work by focusing on the role of contextual moderator variables. Theory and hypotheses…
Abstract
This chapter aims to provide nuance into the issue of generational cohort differences at work by focusing on the role of contextual moderator variables. Theory and hypotheses derived from the research on generational differences, psychological contracts, and work values are contrasted to a countervailing set of hypotheses derived from theory and research on the confluence of age and Person-Environment (P-E) fit. Complex patterns of interactive effects are posited for both alternatives. The results favored a generational hypothesis regarding the positively valenced construct of job satisfaction but an age-based hypothesis for the negatively valenced construct of turnover intentions. Results are tested using a subset from a large and nationally representative sample of adults from the US workforce (n = 476). Results offer mixed support for both age and generational cohorts, qualified by the specific type of outcome at hand.
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Jaron Harvey, Mark C. Bolino and Thomas K. Kelemen
For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the concept…
Abstract
For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the concept of what citizenship behavior is, and its antecedents, correlates, and consequences. While these behaviors have been and will continue to be valuable, there are changes in the workplace that have the potential to alter what types of OCBs will remain important for organizations in the future, as well as what types of opportunities for OCB exist for employees. In this chapter we consider the influence of 10 workplace trends related to human resource management that have the potential to influence both what types of citizenship behaviors employees engage in and how often they may engage in them. We build on these 10 trends that others have identified as having the potential to shape the workplace of the future, which include labor shortages, globalization, immigration, knowledge-based workers, increase use of technology, gig work, diversity, changing work values, the skills gap, and employer brands. Based on these 10 trends, we develop propositions about how each trend may impact OCB. We consider not only how these trends will influence the types of citizenship and opportunities for citizenship that employees can engage in, but also how they may shape the experiences of others related to OCB, including organizations and managers.
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Eddy S. Ng and Emma Parry
Interest in generational research has garnered a lot of attention, as the workplace is seeing multiple generations (i.e., the Silent Generation, Baby Boomers, Gen Xers, and…
Abstract
Interest in generational research has garnered a lot of attention, as the workplace is seeing multiple generations (i.e., the Silent Generation, Baby Boomers, Gen Xers, and Millennials) working side-by-side for the first time. However, it is unclear how multiple generations of workers interact with each other and affect the workplace. Although there is extant literature on generational differences, some scholars have argued that the effect sizes are small and the differences are not meaningful. The focal aim of this chapter is to present the current state of literature on generational research. We present the relevant conceptualizations and theoretical frameworks that establish generational research. We then review evidence from existing research studies to establish the areas of differences that may exist among the different generations. In our review, we identify the issues arising from generational differences that are relevant to human resource management (HRM) practices, including new workforce entrants, aging workers, the changing nature of work and organizations, and leadership development. We conclude with several directions for future research on modernizing workplace policies and practices, ensuring sustainability in current employment models, facilitating future empirical research, and integrating the effects of globalization in generational research.
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Generation Z comprises the newest cohort to enter the workforce, and they not content to be the Millennials’ younger sibling. Born between 1997 and 2012, Gen Z’s identity is…
Abstract
Generation Z comprises the newest cohort to enter the workforce, and they not content to be the Millennials’ younger sibling. Born between 1997 and 2012, Gen Z’s identity is shaped by being the first generation to come into a post-9/11 world, by the effects of the Great Recession on their parents’ and families’ economic well-being, by the proliferation of technology and social media, by the specter of school shootings and violence, and by the current period of reckoning with past and present racial injustice. The defining moment for this generation, however, is entering adulthood during or in the wake of a global pandemic that significantly changed both education and industry. The confluence of this new generation of career entrants, the dramatically shifting job forms and careers (e.g., contingent work and the gig economy), and the post-COVID landscape of work provides a rich and compelling research agenda for management and human resource management as Gen Z enters workplace and progresses through their careers. Little academic research has examined this generation and its complexity, but the business community is very interested in preparing for the influx of Gen Z into their organizations and as consumers. Gen Z is diverse, global, and mobile. They are defined by their almost symbiotic relationship with technology, but surprisingly desire in-person connection. This generation was hard hit by the COVID-19 pandemic, in their education, finances, relationships, and well-being. They are a generation in flux. Future research directions are explored and presented.
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Alex S.L. Tsang and Gerard Prendergast
The purpose of this study is to investigate how the interplay of valences (positive or negative) between review texts and ratings affects consumers' reactions to the reviews and…
Abstract
Purpose
The purpose of this study is to investigate how the interplay of valences (positive or negative) between review texts and ratings affects consumers' reactions to the reviews and the product being assessed.
Design/methodology/approach
An experimental design with hypothetical movie reviews was used to investigate how inconsistent text‐rating reviews affect people's intention to consume a particular product and their perceptions of the review itself.
Findings
It was found that text valences (positive or negative) significantly influence how subjects perceive the interestingness and trustworthiness of reviews. The texts also have an influence on the subjects' movie‐attendance intention compatible with their valence. In addition, a cross‐over interaction was found between texts and ratings that affects a review's trustworthiness.
Research limitations/implications
The study enriches understanding of consumer decision making when different formats of information about the same object are presented.
Practical implications
Marketers can benefit by incorporating review texts and rating valences to enhance the prediction accuracy of their products' sales performances. Review publishers can get a better understanding of how to present their reviews to enhance their perceived interestingness and trustworthiness.
Originality/value
Product reviews are commonly found in the mass media. These reviews use ratings as evaluative summaries of the texts. However, little research has been conducted regarding the communication effects that the ratings have in relation to the texts. The study seeks to fill this gap.