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The identification of fatigue status and early intervention to mitigate fatigue can reduce the risk of workplace injuries. Off-the-shelf wearable sensors capable of assessing multiple parameters are available. However, using numerous variables in the fatigue prediction model can elicit data issues. This study aimed at identifying the most relevant variables for measuring occupational fatigue among entry-level construction workers by using common wearable sensor technologies, such as electrocardiogram and actigraphy sensors.

Twenty-two individuals were assigned different task workloads in repeated sessions. Stepwise logistic regression was used to identify the most parsimonious fatigue prediction model. Heart rate variability measurements, standard deviation of NN intervals and power in the low-frequency range (LF) were considered for fatigue prediction. Fast Fourier transform and autoregressive (AR) analysis were employed as frequency domain analysis methods.

The log-transformed LF obtained using AR analysis is preferred for daily fatigue management, whereas the standard deviation of normal-to-normal NN is useful in weekly fatigue management.

This study was conducted with entry-level construction workers who are involved in manual material handling activities. The findings of this study are applicable to this group.

This is the first study to investigate all major measures obtainable through electrocardiogram and actigraphy among current mainstream wearables for monitoring occupational fatigue in the construction industry. It contributes knowledge on the use of wearable technology for managing occupational fatigue among entry-level construction workers engaged in material handling activities.

Physical appearances constitute a criterion of discrimination recognised by the French law. This topic is often raised in the field of media and advertising, but the consequences of stereotypes and prejudices about appearances at work are not taken into account as much. However, this criterion is subject to a multitude of normative injunctions, located in time and space, and significantly affects all spheres of life. Voluntary or involuntary transgression of these norms leads to processes of segregation, discrimination and harassment. These processes are all the more insidious because their legitimacy is less questioned than when it concerns a criterion shared by a collective such as race or gender. Appearances are, in fact, perceived as individual characteristics; moreover, some of them are perceived as controllable, which justifies the unfavourable treatment of people who do not fit the norm.

At work, recruitment is the most obvious step in which appearances play a role because first impressions are largely based on them. But remuneration or daily life at the office is also affected by beliefs and expectations about appearances. After presenting testimonies from focus groups on this issue, we offer some advices for organisations concerned by the topic.

This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/eb054978. When citing the article, please cite: Rita Johnson, Peter Cooke, (1981), “Subjectivity and Bias in Job Evaluations”, Employee Relations, Vol. 3 Iss: 4, pp. 17 - 19.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

This study seeks to understand the opinions of internet users toward extreme speech on social media platforms and their willingness to censor such speech. The purpose of this paper is to examine how norms of freedom of expression are changing in an online communication environment dominated by these platforms.

Four focus groups were conducted in this study. Participants needed to use at least one social media platform daily. Groups were homogeneous in terms of race and gender: African-American females, African-American males, white females and white males.

Participants in general did not report a strong willingness to censor extreme speech on social media platforms. Rather, they expressed apathy and cynicism toward both their own and social media companies’ ability to combat extreme speech and make online discourse more positive. Female participants tended to value the overall health of public discourse and protection of more vulnerable social media users on social media platforms. African-American female participants called for platforms to recognize a special duty to protect minority users, whom they saw as responsible for the platforms’ success.

Focus groups are useful for providing exploratory rather than generalizable data. However, by increasing the understanding of how individuals define extreme speech on social media, these data can reveal how individuals rhetorically shape the social media platforms and interpret their role in democratic discourse.

This research takes the rich field of studying tolerance toward extreme speech to new territory: the online realm where public discourse (and especially extreme discourse) is hosted more and more.

A lot has been discussed about Peter Drucker, and there exists significant written content admiring or criticizing his work as a management writer. This paper aims to offer a holistic analysis of Peter Drucker’s written contributions to better understand his views of society, government and organizations of all kinds.

Many have written about Peter Drucker and his considerable impact on the practical and philosophical foundations of modern management. Yet, there has been no systematic scholarly evaluation of Drucker as a writer, although many have praised and criticized his written work on management. In this study, the authors offer an analysis of Peter Drucker’s written contributions to evaluate his central contributions, as well as how he communicated his ideas on society and management.

A comprehensive analysis of Drucker’s word usage and writing style throughout his writing career forms an evidence-based approach to better understand his viewpoints and objectively evaluate the criticisms surrounding his work.

This research contributes to a better understanding of Peter Drucker’s central contributions, concerns and sentiments, as it relates to not only business management but also to his views of society, government and organizations of all kinds. A reconsideration of Drucker as a writer presents possible implications for the practice of management.

Conventional economics typically defines the science in terms of such concepts as production, distribution, consumption, resources, goods, services, wealth, prices and efficiency. These terms focus attention primarily on things, making it easier to argue that since those things are quantifiable economics is a positive, higher‐order science.