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Article
Publication date: 16 September 2013

Stephen Sauer, Scott Desmond and Martin Heintzelman

This paper aims to examine how participation in varsity athletics during college affects career success in the first decade after graduation. The paper predicted that…

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Abstract

Purpose

This paper aims to examine how participation in varsity athletics during college affects career success in the first decade after graduation. The paper predicted that student-athletes would develop greater mentoring skills and emotional intelligence, leading to higher starting salaries as they enter the professional workforce and faster rates of salary growth as their careers progress.

Design/methodology/approach

Cross-sectional nationwide survey study.

Findings

The paper finds that former collegiate athletes score higher on measures of mentoring and emotional intelligence and have higher salaries through the first ten years of their careers than their non-athlete counterparts. The paper also finds that there are significant interaction effects for gender, such that male athletes score higher than male non-athletes on measures of mentoring and emotional intelligence, while female athletes score the same as non-athletes on these measures. Gender also impacted salary differences, such that at the start of their careers, female student-athletes enjoyed a significant salary boost relative to male athletes and both male and female non-athletes, but saw this advantage decrease within five years and disappear altogether by the time they had worked ten years.

Originality/value

This study highlights the ways in which participation in collegiate sports affects student-athletes, and how these effects differ for men and women. These findings are worthy of continued investigation and should encourage scholars to question how activities beyond the classroom might affect students' preparation for life and careers after college.

Details

Personnel Review, vol. 42 no. 6
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 1 June 1973

Industry is paying well over the odds for its energy supplies, claim Britain's flourishing band of fuel cost ‘watchdogs’. Tariff rates are by no means as fixed as many companies…

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Abstract

Industry is paying well over the odds for its energy supplies, claim Britain's flourishing band of fuel cost ‘watchdogs’. Tariff rates are by no means as fixed as many companies believe, and a bit of haggling with the utility boards invariably results in cheaper bills, reports Leslie Kenton.

Details

Industrial Management, vol. 73 no. 6
Type: Research Article
ISSN: 0007-6929

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Book part
Publication date: 28 August 2023

Caroline Wolski, Kathryn Freeman Anderson and Simone Rambotti

Since the development of the COVID-19 vaccinations, questions surrounding race have been prominent in the literature on vaccine uptake. Early in the vaccine rollout, public health…

Abstract

Purpose

Since the development of the COVID-19 vaccinations, questions surrounding race have been prominent in the literature on vaccine uptake. Early in the vaccine rollout, public health officials were concerned with the relatively lower rates of uptake among certain racial/ethnic minority groups. We suggest that this may also be patterned by racial/ethnic residential segregation, which previous work has demonstrated to be an important factor for both health and access to health care.

Methodology/Approach

In this study, we examine county-level vaccination rates, racial/ethnic composition, and residential segregation across the U.S. We compile data from several sources, including the American Community Survey (ACS) and Centers for Disease Control (CDC) measured at the county level.

Findings

We find that just looking at the associations between racial/ethnic composition and vaccination rates, both percent Black and percent White are significant and negative, meaning that higher percentages of these groups in a county are associated with lower vaccination rates, whereas the opposite is the case for percent Latino. When we factor in segregation, as measured by the index of dissimilarity, the patterns change somewhat. Dissimilarity itself was not significant in the models across all groups, but when interacted with race/ethnic composition, it moderates the association. For both percent Black and percent White, the interaction with the Black-White dissimilarity index is significant and negative, meaning that it deepens the negative association between composition and the vaccination rate.

Research limitations/implications

The analysis is only limited to county-level measures of racial/ethnic composition and vaccination rates, so we are unable to see at the individual-level who is getting vaccinated.

Originality/Value of Paper

We find that segregation moderates the association between racial/ethnic composition and vaccination rates, suggesting that local race relations in a county helps contextualize the compositional effects of race/ethnicity.

Details

Social Factors, Health Care Inequities and Vaccination
Type: Book
ISBN: 978-1-83753-795-2

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Book part
Publication date: 30 September 2022

Kristin S. Williams

Abstract

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Historical Female Management Theorists: Frances Perkins, Hallie Flanagan, Madeleine Parent, Viola Desmond
Type: Book
ISBN: 978-1-80117-391-9

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Book part
Publication date: 30 September 2022

Kristin S. Williams

Abstract

Details

Historical Female Management Theorists: Frances Perkins, Hallie Flanagan, Madeleine Parent, Viola Desmond
Type: Book
ISBN: 978-1-80117-391-9

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Article
Publication date: 6 November 2017

Desmond Tutu Ayentimi, John Burgess and Kantha Dayaram

Using an institutionalist perspective, and through a case study analysis, the purpose of this paper is to examine whether subsidiaries of MNEs demonstrate a convergence across…

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Abstract

Purpose

Using an institutionalist perspective, and through a case study analysis, the purpose of this paper is to examine whether subsidiaries of MNEs demonstrate a convergence across their HRM practices in a less developed host-country context.

Design/methodology/approach

This paper reports on an exploratory qualitative study involving five MNEs subsidiaries that operate in Ghana and originate from the UK, France, Germany, and India. The authors applied thematic and cross-case analysis techniques to explore similarities and differences in their HRM practices by drawing data from in-depth face-to-face interviews and document analyses.

Findings

Findings suggest that MNE subsidiaries demonstrate more convergence across their HRM practices as well as other HRM characteristics. Despite the similarities in their HRM practices, the evidence suggests that MNE subsidiaries’ HRM practices were similar to corporate headquarters HRM practices. It appears that the host-country has less influence in driving their convergence but rather the country-of-origin effect; competitive isomorphic pressure and global integration benefits were driving their convergence across their HRM practices.

Originality/value

This study makes a contribution to the convergence-divergence literature in the international HRM (IHRM) domain with specific focus on addressing an under-researched context of less developed host-countries. One of the puzzles in comparative and IHRM literature yet to be resolved is the convergence-divergence thesis of firms’ HRM practices.

Details

Employee Relations, vol. 39 no. 7
Type: Research Article
ISSN: 0142-5455

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Book part
Publication date: 30 September 2022

Kristin S. Williams

Abstract

Details

Historical Female Management Theorists: Frances Perkins, Hallie Flanagan, Madeleine Parent, Viola Desmond
Type: Book
ISBN: 978-1-80117-391-9

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Book part
Publication date: 20 May 2019

Christi M. Smith

How do racial meanings structure the institution of higher education and the organizations and networks it encompasses? This chapter develops a theory of racial activation to…

Abstract

How do racial meanings structure the institution of higher education and the organizations and networks it encompasses? This chapter develops a theory of racial activation to usefully link conceptualizations of race and organizations. This theory examines how racial meanings shape organizational fields, forms or types of organizations, and the strategic use of racial meanings by actors in organizations to create a more robust understanding of the processes by which organizations are themselves made racialized. Predominant scholarship on race can largely be characterized as theorizing the mechanisms by which race is constructed or uncovering the patterns and consequences of inequality along racial lines. Much existing research hovers above at a macro level where national, state, and global powers are understood to impose racial categories, symbols, meanings, and rules onto daily life while higher education has largely been studied as a site where we see the effects of broader social disparities play out. This chapter draws on insights from inhabited institutionalism to develop a theory of racial activation that usefully links conceptualizations of race and organizations to provide an intersectional and interactional approach to the study of fields.

Details

Race, Organizations, and the Organizing Process
Type: Book
ISBN: 978-1-78756-492-3

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Book part
Publication date: 30 October 2018

Yang Lor

Research demonstrates that social class affects where high-achieving students apply to college, but the processes through which such effects come about are not well understood…

Abstract

Research demonstrates that social class affects where high-achieving students apply to college, but the processes through which such effects come about are not well understood. This chapter draws on 46 in-depth interviews with high-achieving students in the Bay Area to examine how social class impacts college application decisions. I argue that the upbringing and experiences associated with students’ social class shape their narratives regarding how much autonomy or constraints they perceive in making college decisions. Higher-SES students present a narrative of independence about what they have done to prepare themselves for college and where to apply. In contrast, lower-SES students speak of experiences and considerations that reflect a narrative of interdependence between themselves and their parents that is grounded in the mutual concern they have for one another as the prospect of college looms. As a result, higher-SES students frame college as an opportunity to leave their families and immerse themselves in an environment far from home while lower-SES students understand college as a continuation of family interdependence. Consequently, higher-SES students are more likely to apply to selective private universities in other parts of the country, while lower-SES students tend to limit their choices to primarily selective and nonselective public colleges closer to home. This research enhances our understanding of the mechanisms by which social class differences in family experiences contribute to the perpetuation of social inequality.

Details

Research in the Sociology of Education
Type: Book
ISBN: 978-1-78769-077-6

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Article
Publication date: 24 August 2018

Desmond Tutu Ayentimi, John Burgess and Kantha Dayaram

This study aims to investigate whether the historical and institutional re-construction of Ghana support the transfer of human resource management (HRM) practices and if so, what…

470

Abstract

Purpose

This study aims to investigate whether the historical and institutional re-construction of Ghana support the transfer of human resource management (HRM) practices and if so, what local conditions support such transfer?

Design/methodology/approach

The paper draws from an exploratory qualitative study design by assimilating history, culture and institutions (social institutionalist perspective) to explore host-country factors and conditions supporting the transfer of HRM practices in a developing country context.

Findings

The study finds the colonial history, and the political and economic interests of Ghana to mimic best HRM policies and practices from its colonial masters and other advanced economies provided strong institutional support for the transfer of HRM practices.

Research limitations/implications

This paper complements the understanding of HRM practice transfer literature by highlighting the significance of host-country historical and institutional re-construction support in developing economies as key drivers for the diffusion of HRM practices.

Practical implications

By incorporating institutions, history and culture to form the underpinning social context, it offers a new perspective into how historical, cultural and colonial institutional legacies as entrenched social instruments facilitate HRM practice transfer in Sub-Saharan Africa.

Originality/value

The integration of institutions, history and culture (social institutionalist perspective) provide a wider understanding of factors that denote the effect of Ghanaian contextual distinctiveness as against the continued colonial institutional legacies (inheritance) supporting the transfer of HRM practices. This is the first study to consider how local institutions, culture and history of Ghana support the transfer of HRM practices to subsidiaries.

Details

Journal of Management History, vol. 24 no. 4
Type: Research Article
ISSN: 1751-1348

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