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The intent of the research reported in this paper was to add to our understanding of the factors which affect a participant's beliefs concerning whether he/she has been fairly treated within a dispute mediation. A study was conducted using role‐play mediations involving peer‐mediators with undergraduate students posing as roommates experiencing a conflict. Approximately 2 weeks after the mediations, 25 of the disputant‐subjects met with one of the researchers to review a video tape of their particular mediation and discuss the communication which occurred The results of those interviews are presented and discussed in terms of their implications for procedural justice theory and the conduct of interpersonal dispute mediations.

This paper considers the influences that have shaped local domestic violence policy and how this has affected police practice in one English police force.

The research in this paper is based upon theoretical concepts of central government and local accountability over policing; policy making and implementation; and pressure group influence. Documents issued to local police forces from Central Government were examined and compared to local policy documents to assess their affect over local police policy. Using a structured format, senior managers were interviewed to gain their impressions of these influences. Views of ground level staff were obtained through postal questionnaires.

This paper finds public opinion and pressure from academic research upon Central Government has resulted in a very strong central influence over local police policy and practice. Police officers believe that these influences have had a major affect upon the way that they respond to domestic violence issues at a local level, to the point where both managers and front line police officers believe that their discretion in dealing with these issues has been curtailed, and that top down control over police practice has increased. Police attitudes towards policing domestic violence are more enlightened than they once were.

This paper examines the opinions of both senior local police policy makers and front line policy implementers and will be of value to those interested in the policing of domestic violence issues.

This chapter presents an institutional analysis of two organizations established by union members to give labor a voice in regional economic development in western New York (WNY), one that emerged in the 1970s another created in the 1990s. Employing the institutionalist comparative case method, the analysis highlights the organizations' similarities and differences. Then, drawing attention to key “limiting” factors, a theory is outlined, offering three scenarios for future labor involvement in WNY economic development. Central to those scenarios is the finding that labor needs not only a voice but also a suitable message.

This research explores support vector machine (SVM) with Gaussian radial basis function kernel (RBF) as the model and Analysis of Variance (ANOVA) for forecasting the invalidation re-examination decisions of China invention patents, it is beneficial to support patent monetization for corporate intellectual capital.

There were 8,666 China invention patents with their existing invalidation re-examination decisions during 2000∼2021 chosen to conduct classification model training and prediction for the accuracy of invalidation re-examination decisions through SVM with RBF. Statistical significance was performed by ANOVA to identify indicators for these invention patents selected in this research. These selected 8,666 China invention patents were divided into two groups based on their invalidation re-examination decisions during 2000∼2021 in Table 1, which Group 1 included 5,974 invention patents with all valid or partially valid claims, and Group 0 included 2,692 invention patents with all invalid claims. Thereafter, each group was further divided into sub-groups based on 13 major regions where the applicants filed invalidation re-examination. The training sets for Group 1, Group 0 and the sub-groups were selected based on the patent issued in January, February, April, May, July, August, October and November; while the prediction sets were selected from the invention patents issued in March, June, September and December.

The training and prediction accuracies were compared to the existing invalidation re-examination decisions. Accuracies of training sets were ranged from 100% in region 7 (Beijing) and region 9 (Shanghai) to 95.95% in region 1 (US), and the average accuracy of invalidation re-examination decisions was 98.95%. While the accuracies of prediction sets for Group 1 were ranged from 100.00% in region 7 (Beijing) to 90.78% in region 13 (Overseas-others), and the average accuracy of classification was 95.96%, this research’s outcomes confirmed the purpose of applying SVM with RBF to predict the patentability sustainability.

This research developed an empirical method through SVM with RBF to predict patentability sustainability which is crucial for corporate intellectual capital on patents. In particular, the investments on patents are huge, including the patent cultivation and maintenance, developments into products or services, patent litigations and dispute managements. Therefore, this research is beneficial not only for corporation, but also for research organisations to perform cost-effective and profitable patent strategies on intellectual capital.

The purpose of this paper is to focus on reflective mentoring practices. Teacher mentors are widely known to be an important catalyst for reflection. Through dialogue and professional conversations, teacher mentors can help their mentees to improve their teaching performance by facilitating their discussion of the praxis from different perspectives.

This qualitative mixed methods study is based on three separate studies from the Republic of Ireland, Malta and Norway involving: mentors of undergraduate student-teachers (U-M, n: 37); mentors of newly qualified teachers (NQT-M, n: 4); student-teachers (ST, n: 16); NQT, n: 8; and university tutors (UT, n: 8). In each study, mentors were provided with varying degrees of education on facilitating critical reflection for mentees. This study sought to draw out what reflective practices were being employed in mentoring across European contexts and what perceived impact they had. A cross-case analysis of data across the three countries was conducted using coding and constant comparison. Triangulation of data was employed across not only cases, but also across multiple methods data sets and across participant types.

All three studies reveal that mentoring approaches aiming to promote critical reflection have to be based on a developmental approach towards mentoring. They also have to challenge traditional hierarchical relationships and involve a commitment to collaborative, inquiry-oriented approaches towards mentoring.

By bringing different studies of reflection in mentoring practices together, it is possible to gain new knowledge on mentoring in teacher education. However, being a cross-country, cross-context and cross-cultural approach in itself contains certain restrictions.

The authors of this paper propose that professional forms of inquiry depend on the type of relationship and collaboration forged between the teacher mentor and mentee. A cross-case analysis approach provided evidence of reflective practice, which is common across three European countries and offers a snapshot of trends.

Organizational change in an evolving technological age is reconsidered here. Extant organization theory focuses largely on technologically‐induced transformation. This paper argues that this focus is inappropriate. With the proliferation of information technology in the workplace, change literature propounds a particular view of the organization: a lean, flat and networked organization. Reevaluating future change and future shock literature prediction, we establish a more realistic account of technology and the organization and question the accuracy of the “altered organization” expectation. In developing a conceptualization of a “limited reality of change,” we imply that predicted changes are not as clear cut as certain proponents would have us believe. Though there is a willingness throughout technology change literature to slip into the language of organizational transformation, this paper indicates that the reality of change is far more restrictive than has largely been previously acknowledged We conclude by proposing the coexistent organization as an alternative—arguing that hierarchical organizational forms can coexist with a networked organization—and discuss implications for organization change theory.

Despite the breadth of knowledge on self and identity formation across the study of organizations, the field of organizational development and change has limited research on the construction of professional identity. Much has been written to describe the “self-concepts” of those practicing and researching in the field, but there have been no investigations that have explored how these “self-concepts” form. In addition, although women have contributed to defining the “self” in the field, men have held the dominant perspective on the subject. Thus, in this chapter, we address a disparity in the research by exploring the construction of professional identity in the field of organizational development and change, and we give voice to the renowned women who helped to build the field. Using the profiles of 17 American women included in The Palgrave Handbook of Organizational Change Thinkers, we perform a narrative analysis based upon the concepts and models prevalent in the literature on identity formation. By disentangling professional identity formation of the notable women in the field, we can begin to see the nuance and particularities involved in its construction and gain deeper understandings about effective ways to prepare individuals to work in and advance the field.

The Worldwide Web has recently emerged as a highly effective technology to permit individuals to exchange and share information from around the globe. This paper investigates the applicability of the Web‐based technology to the support of team meetings in Korean corporations. We first examine key cultural characteristics of Korean enterprises as they relate to the way the firms conduct team meetings, and discuss a few design issues in the context of the characteristics. We argue that the organizational culture of Korean firms calls for a merger of text‐based electronic meeting support with video conferencing capability if meetings are to be productive. Ultimately, we envision an integrated team support system that meets the needs of Korean firms for collaborative tasks regardless of the time and location dimensions.