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The purpose of this paper is to explore structural drivers and barriers that distinguish US business school Principles of Responsible Management Education (PRME) signatories from nonsignatory peer institutions, and identify structural drivers of PRME institution strategic integration of Sustainable Development Goals (SDGs) into their ongoing responsible management education reports.

This study uses a case–control method to compare the US PRME signatory sample to a size-matched random sample of US business management programs/schools. This study uses conditional inference tree and correlation analyses to highlight distinctive structural characteristics associated with US PRME signatories and with their strategies to highlight sustainability through the SDGs.

There are significant and practically meaningful structural differences between US-based PRME signatories and US programs/schools that have not adopted the PRME principles. Further, PRME schools differentially integrate SDGs in their information sharing based on structural characteristics.

Understanding school/program characteristics that align with PRME and different sustainability strategies affords a better comprehension of where targeted resources might be most effective in broadening the appeal and adoption of PRME and subsequent sustainability strategy integration.

While previous work on PRME signatories has depended heavily on case studies of successful implementation and has examined the content of PRME activity by school, the present work compares the population of actual US signatories with a random sample of nonsignatories to determine leverage points for enacting broader PRME adoption. The study also examines the strategies that PRME schools use to integrate the UN SDGs and the structures that support such.

The purpose of this paper is to use data available through the hybrid (blended online and face to face) learning environment to explore both a direct behavioral measure of conscientiousness and gender in predicting hybrid classroom performance.

Variables measuring both student conscientious behavior, in the hybrid classroom, and gender were examined to determine their relationship to student final grades (i.e. success) in hybrid undergraduate business ethics courses.

The author finds that: first, conscientiousness continues to be a solid predictor of academic success; second, gender continues to be an insignificant predictor of success in the online/hybrid environment; third, using direct behavioral measures of conscientiousness yields results consistent with prior research that linked inventory-based conscientiousness levels to academic performance; and finally, the archiving and data-collection functions of the hybrid classroom represent a rich trove of behavioral data that may be mined for clues to predict student academic success.

As the research is based on data from six hybrid business ethics classrooms at one institution, future research could be extended to different classrooms and different institutions compared across nations. Research implications include highlighting the potential value of using direct measures of conscientiousness to predict performance.

The study sheds light on the tremendous possibilities for conducting applied research on educational performance outcomes using the rich data inherent in the hybrid learning environment. The author has suggested numerous ways to mine the data from the online portion of the hybrid classroom to explore antecedents of academic success. The author suggests that the hybrid classroom can provide data to act as an early warning system for educators to identify struggling students.

The paper builds upon an exploratory study of the use of direct behavioral (rather than inventory self-report) measures of personality in research on educational outcomes as well as introducing avenues for original research on learning behavior based on data afforded by the hybrid educational environment.

What are the implications of assuming that employees have the knowledge and ability to direct their own work and make valuable contributions to achieving organizational success? This article explores some answers to this question by, among others: reviewing ideas of early management thinkers; establishing the pedigree of current management concepts of empowerment and participation; and by extracting lessons from successful management implementation of the latter two concepts in two types of organizations rarely discussed in the management literature: non‐profits and partnerships. Among the lessons for managers is the need to recognize the important roles that strong missions, genuine trust, and widely dispersed information play in attaining organizational success via empowerment and participation. Also examined are some unique and paradoxical challenges presented to leaders if they truly obtain the participation acknowledged as crucial for organizational survival in a postmodern age.

The 1980s and 1990s at Stanford University were a uniquely productive era for research on organizations and labor markets. I describe three important, interconnected themes that characterize the research on organizations and labor markets that emerged from Stanford during this era: the central role of the firm in a multi-level system that determines labor market outcomes, the role of institutions in both creating and constraining labor market outcomes, and the dynamic, often unexpected, consequences of labor market outcomes. I describe the genesis and development of each theme and conclude by discussing what lessons can be learned from this era about creating an innovative and productive research culture.