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The authors’ experiences in launching a new course at Rutgers University are described. The new honors course resulted from a collaboration between the History Department and Rutgers University Libraries (RUL), in which academic instruction, a unique source of digital books, and Web/Internet technology were brought together to provide a new learning experience for undergraduates. Students used the Early English Books Online (EEBO) collection at RUL and were challenged to learn as much as possible in a single semester about some facet of early English advice manuals. The course objectives, technology platform, and student experiences are discussed.

This study aims to explore how intersecting identities shape experiences of workplace discrimination faced by Muslim employees in Catalonia, Spain. We seek to understand the interplay of religion, ethnicity, gender and age in their employment experiences in order to improve managerial practices.

The research employs a qualitative approach, conducting in-depth interviews with 39 diverse Muslim employees in Catalonia through convenience and snowball sampling to support an intersectional analysis.

Findings reveal that Muslim employees navigate a workplace environment where their experiences of discrimination are shaped by intersecting identities including religion, age, gender and ethnicity which become salient at various stages of their careers, prompted by HRM practices such as recruitment, selection and promotion. Their experiences as recipients of these practices illuminate the complex ways in which intersecting identities shape the experiences of discrimination. The study reveals the hiding of their religious identity, giving up on traditional career paths, seeking social support from other Muslims and emphasizing privileged identities, to deal with discrimination.

This study deepens understanding of the complexity of religious identity in minorities and explores its role in workplace discrimination. In particular, the research sheds light on the psychological impact in the form of feelings of guilt and shame which arise from coping strategies such as concealing religious markers which are adopted by these employees in response to organizational and managerial practices. Lastly, the paper stresses the need for intersectional approaches in order to improve effectiveness of HR policies and managerial practices.

This study examines the role of Big Five personality traits namely openness to experience, conscientiousness, extraversion, agreeableness and neuroticism in regulatory-focused job crafting, i.e. promotion- and prevention-focused job crafting and their inter-relationships.

Survey data collected from 444 executives of Indian public sector energy companies were analysed using structural equation modelling.

Big Five personality traits differentially influence individuals' ways of managing job demands through promotion- and prevention-focused job crafting. These influences are easily identifiable in case of openness to experience, conscientiousness and neuroticism.

Findings of the study may help organizations in developing an effective recruitment, job designing and job allocation process, devise a framework for uncertainty management, encourage their employees to undertake personality-aligned job crafting to manage their ever-emerging jobs and enhance person–job fit.

This study, for the first time, provided a comparative influence of Big Five personality traits on both forms of regulatory-focused job crafting. These findings may be relevant for job demand management in a dynamic business environment.

This study aims to reveal the role of performance on the likelihood of conflict occurrence and the conditions that affect this relationship. This study measures managers’ perceptions about the cause of the subordinate’s low-level performance, stability of the performance, propensity to trust of managers and investigate the effects of them on conflict types.

This study draws on the attribution theory for investigating the effect of the negative performance of subordinates on a conflict between manager and subordinate by using the quantitative research method. A random sample was drawn from 150 Turkish mid-level managers from midsized small and medium - sized enterprises companies. The hypotheses are tested by hierarchical linear modeling.

According to results, negative performance of subordinates may predict the types of conflict depending on the attributions of managers about negative performance. In addition, the manager’s attributions to the locus of control or/and to the stability affect the likelihood of conflict types occurrence, between managers and subordinates. Depending on the managers’ attributions, the propensity to trust of managers has a significant moderation effect on the relationship between performance of subordinates and the likelihood of conflict types occurrence.

This study advances knowledge on conditions that affect the likelihood of conflict occurrence. It contributes to the literature by suggesting performance as a predictor of conflict instead of an outcome of the conflict. The research is one of the rare studies investigating the relationship between attributions and conflict. In addition, it expands the understanding of personal traits and conflict interaction by testing the moderation effect of propensity to trust.

Black people have been historically, legally, and systematically blocked from accessing U.S. educational opportunities at all levels. Institutions, policies, and affirmative action efforts have all influenced the racial desegregation of public education, which had legal and social implications for higher education. While legislation provided a way for black students to enroll into predominantly white institutions, students were met with racial tension and discrimination. The integration efforts of the 1960s focused primarily on black students, and later on, other students of color; this led to the creation of many race-centric resources and support services for students.

Today, however, as conversations on race have transitioned toward diversity, racial justice efforts are often diluted in the creation of broadly reaching diversity and inclusion efforts. Black cultural centers have since transitioned to minority and multicultural offices to now diversity and inclusion centers. The authors understand that the progression of student issues, needs, and concerns presents a need to broaden diversity efforts. Yet, race-related incidents, specifically, continue to serve as a foundation for the creation of diversity offices that are oftentimes designated as “catch all” efforts. In this chapter, the authors will provide historical racial context for current diversity efforts within higher education and discuss the contemporary role of race and racial justice within diversity work in higher education.

Many marketplace examples suggest that using gamification in the online retail shopping context boosts sales and positively affects customer loyalty. Nevertheless, more research is needed to understand the effects of digital games on consumer behavior and their underlying psychological mechanisms. Therefore, this article explores how combining games and monetary rewards impacts customer satisfaction, loyalty and word-of-mouth (WOM) intentions.

To test our hypotheses, we designed two online laboratory experiments to stimulate an online shopping situation, as gamification in online retailing has the potential to affect an important set of outcomes for service firms throughout the consumer decision process (Hofacker et al., 2016).

The results of two lab experiments demonstrate that playing a shopping-related game without monetary participation incentive positively influences all three relational outcomes because games enhance consumers' enjoyment of the overall shopping experience. However, our findings also show that monetary rewards used to incentivize game participation diminish these effects. Gamification loses its positive effects if games are combined with monetary rewards, as consumers no longer play games to derive inherent enjoyment, but rather the extrinsic motivation of receiving a discount. We draw managerial implications about how gamification effectively and profitably fosters strong customer relationships and thus increases customer lifetime value and equity.

This research is the first to investigate the combined effects of gamification and price discounts that require consumers to play the game in order to receive the discount. Focusing on an online shopping context, this article contributes to research on motivation by providing new and more nuanced insights into the psychological process underlying the gamification effects on consumer' long-term attitudes (i.e. satisfaction) and relational behaviors (i.e. positive WOM and loyalty) toward a retailer.

Based on our findings, we provide recommendations for marketers that explain how gamification can be a profitable and efficient tool to foster strong customer relationships. Retail managers should use gamification as a less costly alternative to typical price discounts.

Two laboratory experiments investigate how the separate and combined use of games and price discounts affects consumers' satisfaction, positive WOM intentions and loyalty. Playing a shopping-related game increases satisfaction with the retailer and positive WOM intentions as well as loyalty. Monetary rewards used to incentivize game participation eliminate the positive effects of gamification.

Life studies are a rich source for further research on the role of the Afro‐American woman in society. They are especially useful to gain a better understanding of the Afro‐American experience and to show the joys, sorrows, needs, and ideals of the Afro‐American woman as she struggles from day to day.

Despite increases in female participation and efforts to increase gender equity, sport remains a masculine and male-dominated institution. Women playing professional and elite sports challenge this preserve of masculinity and are often met with vehement opposition or blatant disregard (Messner, 2002). Though the challenges female athletes face in general have not diminished, some women's teams and certain female athletes, often with a variety of intersecting identities, have been empowered to succeed at international levels. We argue that many concessions made to women's sports in the United States are due to American Nationalism. Particular examples include women's baseball in the 1940s, which was seen as an extension of the war effort (Cahn, 2015); and recent support for the US Women's Soccer Team due to international dominance. In these cases, female athletes have been given the recognition and respect previously withheld for men. And often, this recognition focuses on people of colour or LGBTQ athletes; e.g. Wilma Rudolph, Megan Rapinoe, Venus and Serena Willams. We argue the recognition given to female athletes in general, and the sporting stars in particular, is due to nationalism and patriotism. Previous research has shown the connection between sport fandom, Olympism, professional sport, pride and nationalism (Horak & Spitaler, 2003; Morgan, 2000; Van Hilvoorde, Elling, & Stokvis, 2010). Within the media, Wensing and Bruce (2003) have shown how coverage changes for female athletes when their sporting endeavours are seen through a nationalist viewpoint. Through this lens, we will demonstrate that the increased support for professional female athletes via nationalism ultimately leads to the unravelling of traditional power structures, more inclusive practice in sport, and broader social change.