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The position of these Irish agitators is illogical and untenable; the remedy they propose is no remedy at all – nevertheless they are talking about the tenure of land and the right to land; and thus a question of worldwide importance is coming to the front.³

We discuss the implementation of workshops for faculty search committees at the University of Wisconsin-Madison. A central focus of the workshops is to introduce faculty to research on the influence of unconscious bias on the evaluation of job candidates and to recommend evidence-based strategies for minimizing this bias. The workshops aim to help universities achieve their goals of recruiting excellent and diverse faculty.

With basic descriptive statistics and a simple logistic regression analysis, we utilize several datasets to examine participants’ responses to the workshop and assess changes in the percentage of women who receive offers and accept positions.

Faculty members are becoming aware of the role bias can play in evaluating faculty applicants and are learning strategies for minimizing bias. In departments where women are underrepresented, workshop participation is associated with a significant increase in the odds of making a job offer to a woman candidate, and with a non-significant increase in the odds of hiring a woman.

This study is limited by our inability to assess the diversity of the applicant pools our faculty search committees recruit and by lack of control over the myriad other factors that influence hiring. Data are from a single institution and therefore these results may not generalize to other universities.

Educating faculty search committees about the role of unconscious bias and presenting them with evidence-based strategies for minimizing its influence promotes changes that contribute to increasing representation of women faculty.

In this chapter, the authors explore how the academic work on VR has defined presence to better understand what elements of that theoretical mire are practically useful for designers. The authors scope out the word ‘presence’ as distinct from related terms like immersion and embodiment. The authors unpack the layers of what it means to be present in an experience, connecting that theory to practice with case studies of three games – Assetto Corsa, Dungeons of Eternity and A Fisherman's Tale. The goal of this analysis is to integrate academic insights with practical design strategies, offering a comprehensive approach to enhancing player experience in VR. Presence in VR is a multifaceted concept encompassing self, physical and social dimensions. This chapter aims to translate these academic insights into actionable design principles. By examining how different types and layers of presence manifest in actual games, the authors provide a framework that designers can use to create more engaging and immersive VR experiences. The analysis of the selected games highlights the importance of narrative coherence, realistic interactions and player agency in fostering a sense of presence. Ultimately, this chapter bridges the gap between theory and practice, helping designers to craft VR games that not only engage but also deeply immerse players in their virtual worlds.

This issue is a selected bibliography covering the subject of leadership.

The purpose of this paper is to review the current representational position of women in leadership in Australia, using management and board appointments as the relevant domains.

Uses past and current official government statistics as the source of information.

The review reveals that despite 30 years of considerable legislative, policy and social change in the equity area, women have not attained leadership positions in any significant numbers in Australia. Their position vis‐à‐vis women in other developed countries is also not at the cutting‐edge. There is no one reason as to why this is so, although a lack of line management and profit centre experience is currently being touted as a major drawback. The paper suggests that other factors, such as Australia's “macho” culture and lack of acceptance of women as leaders, women's ways of communicating in the workplace, overall changes in the workplace, and generational change, also need discussion and debate. The paper recommends that governments, both Federal and State, re‐engage in the equity area for further progress to take place in women's representation in leadership. Otherwise, women's leadership representation may continue to have low penetration in the workplace.

Gives a current snapshot of women's leadership status in Australia, a fact not well known or understood by women probably because of newer emphasis on “work and family” policies.

As workplaces and relationships evolve with increasing complexity, co-worker dynamics have become a key concern for HR managers and scholars. An important yet overlooked aspect of co-worker dynamics is gratitude. This paper adopts a relationship-specific conceptualization of gratitude and explores its influence on prosocial behaviors within co-worker dyads. The proposed model also suggests structural-relational factors under which these relationships are affected.

The conceptual paper draws insights from personal relationships to consider an alternative side of gratitude’s prosocial action tendencies, thereby highlighting two: risk-oriented and opportunity-oriented. These assumptions are then situated within the affect theory of social exchange to predict gratitude’s influence on prosocial behaviors within co-worker dyads.

The proposed model illuminates the importance of studying relationship-specific gratitude within co-worker relations by illustrating its effects on two types of prosocial action tendencies – opportunity-oriented and risk-oriented and varying prosocial behaviors (from convergent to divergent). Structural-relational factors, such as positional and physical distance between co-workers, are considered to affect these relationships.

While the study of gratitude in the workplace is emerging, little research has examined its influence on the nature of prosocial behaviors within co-worker relations. This paper advances the notion that gratitude serves an adaptive function in co-worker dyads, thereby highlighting the risk-oriented and opportunity-oriented continuum, and its implications for the type and scope of prosocial behaviors exchanged.

In this chapter, I will outline the labels of giftedness and underachievement and present the theoretical debates surrounding these labels. A historicist examination of these labels follows, highlighting how the gifted underachievement (GUA) label emerges through the negation of “giftedness.” Subsequently, I explore the concept of GUA and its negative connotations, stemming from the positive valuation inherent in the term “giftedness” and its implications for what is considered “normal.” This chapter also reviews perspectives on shifting the focus away from the individual within the current paradigm of labeling giftedness and explores insights from systemic thinking and symbolic interactionism (SI). The conclusion underscores the necessity of a symbolic interactionist perspective to address the gaps in research on the labeling of giftedness and underachievement. Finally, I propose a generic definition that can be used in GUA research in the light of SI.