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Article
Publication date: 1 February 2004

Michael J. Keeney, Andrea F. Snell, Steven J. Robison, Daniel V. Svyantek and Jennifer Bott

Measures of personality and organizational climate were subjected to three different analytical methods that extract patterns from data: Discriminant, Classification and…

260

Abstract

Measures of personality and organizational climate were subjected to three different analytical methods that extract patterns from data: Discriminant, Classification and Regression Trees, and neural network classification analysis. Risk, openness, rewards, and neuroticism (rather than conscientiousness) emerged as key variables in differentiating among three similar work groups. Results of the analyses support the central hypothesis of ASA theory of greater variance in personality across compared to within organizations and an interactionist paradigm between person and environment. Implications for ASA theory and for personnel selection are discussed.

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Organizational Analysis, vol. 12 no. 2
Type: Research Article
ISSN: 1551-7470

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Book part
Publication date: 9 November 2020

Kristen Gillespie-Lynch, Patrick Dwyer, Christopher Constantino, Steven K. Kapp, Emily Hotez, Ariana Riccio, Danielle DeNigris, Bella Kofner and Eric Endlich

Purpose: We critically examine the idea of neurodiversity, or the uniqueness of all brains, as the foundation for the neurodiversity movement, which began as an autism rights…

Abstract

Purpose: We critically examine the idea of neurodiversity, or the uniqueness of all brains, as the foundation for the neurodiversity movement, which began as an autism rights movement. We explore the neurodiversity movement's potential to support cross-disability alliances that can transform cultures.

Methods/Approach: A neurodiverse team reviewed literature about the history of the neurodiversity movement and associated participatory research methodologies and drew from our experiences guiding programs led, to varying degrees, by neurodivergent people. We highlight two programs for autistic university students, one started by and for autistics and one developed in collaboration with autistic and nonautistic students. These programs are contrasted with a national self-help group started by and for stutterers that is inclusive of “neurotypicals.”

Findings: Neurodiversity-aligned practices have emerged in diverse communities. Similar benefits and challenges of alliance building within versus across neurotypes were apparent in communities that had not been in close contact. Neurodiversity provides a framework that people with diverse conditions can use to identify and work together to challenge shared forms of oppression. However, people interpret the neurodiversity movement in diverse ways. By honing in on core aspects of the neurodiversity paradigm, we can foster alliances across diverse perspectives.

Implications/ Values: Becoming aware of power imbalances and working to rectify them is essential for building effective alliances across neurotypes. Sufficient space and time are needed to create healthy alliances. Participatory approaches, and approaches solely led by neurodivergent people, can begin to address concerns about power and representation within the neurodiversity movement while shifting public understanding.

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Disability Alliances and Allies
Type: Book
ISBN: 978-1-83909-322-7

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Book part
Publication date: 14 December 2023

Esra Sipahi Döngül and Shajara Ul-Durar

The relationship between robots and spirituality in the workplace is an interesting and evolving area of research that could provide important insights into the role of technology…

Abstract

The relationship between robots and spirituality in the workplace is an interesting and evolving area of research that could provide important insights into the role of technology in promoting human well-being and personal growth. Robots are becoming increasingly common in the workplace and their functions in the business world are increasing. The use of robots in the workplace can affect people's spiritual values. Spiritual values such as being successful in their work, providing a sense of purpose and satisfaction, and feeling valued and important are important. The use of robots in the workplace may cause some people to take over many of the tasks that their jobs once did. In this case, employees may feel that their work no longer makes sense and may experience a loss of motivation. The fact that robots don't need the skills and experience of humans can make people feel inadequate in their jobs. However, the use of robots in the workplace can also support people's spiritual values. When robots work with humans, they have responsibilities such as interacting with them, showing empathy, respecting coworkers, and treating humans appropriately. This is important for people's mental and emotional health in the workplace. This approach will help people in the workplace work successfully and happily with robots. The use of robots in the workplace raises moral and ethical questions. In this section, research on the production of artificial intelligence-equipped robots and other intelligent technological machines and their use in organizations is evaluated within the framework of spirituality.

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Spirituality Management in the Workplace
Type: Book
ISBN: 978-1-83753-450-0

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Book part
Publication date: 13 March 2019

Natasha Parcei

American Horror Story, with its strong narrative arcs, interesting characters and high production values, is one of the most important horror TV series in the post-millennial…

Abstract

American Horror Story, with its strong narrative arcs, interesting characters and high production values, is one of the most important horror TV series in the post-millennial years. This chapter will focus on the four roles played by Oscar-winning actress, Jessica Lange in the first four series.

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Gender and Contemporary Horror in Television
Type: Book
ISBN: 978-1-78769-103-2

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Book part
Publication date: 26 March 2020

Janelle Vermaak and Natalie Le Clue

The character of Miss Moneypenny, whilst minor, is a staple in the cinematic universe of the James Bond film franchise, and she has been portrayed by various actresses throughout…

Abstract

The character of Miss Moneypenny, whilst minor, is a staple in the cinematic universe of the James Bond film franchise, and she has been portrayed by various actresses throughout the years. Her character forms an indispensable part of the MI6 office. However, Miss Moneypenny remains sexually unattainable and the one woman that James Bond has not managed to bed: ‘The muffled eroticism of Moneypenny and Bond has survived for over [fifty] years, forming the longest unconsummated screen relationship’ (Brabazon, 1999). Fans of the James Bond film franchise, however, may feel differently about the relationship between 007 and Miss Moneypenny, hoping for a romantic conclusion to the banter and flirting that has continued throughout the film franchise. This chapter will analyse comments made on two fan-made YouTube videos that are supercuts of all the scenes between James Bond and Miss Moneypenny, in order to understand fans’ opinions of the relationship between the two characters. This chapter will make use of fan studies and participatory culture in order to understand the manner in which fans perceive the relationship between James Bond and Miss Moneypenny, and how these two characters will always be in the ‘friend-zone’.

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From Blofeld to Moneypenny: Gender in James Bond
Type: Book
ISBN: 978-1-83867-163-1

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Book part
Publication date: 18 February 2004

A.Allan Schmid

The first Wisconsin Ph.D.s who came to MSU with an institutional bent were agricultural economists and included Henry Larzalere (Ph.D. 1938) whose major professor was Asher…

Abstract

The first Wisconsin Ph.D.s who came to MSU with an institutional bent were agricultural economists and included Henry Larzalere (Ph.D. 1938) whose major professor was Asher Hobson. Larzalere recalls the influence of Commons who retired in 1933. Upon graduation, Larzalere worked a short time for Wisconsin Governor Phillip Fox LaFollette who won passage of the nation’s first unemployment compensation act. Commons had earlier helped LaFollette’s father, Robert, to a number of institutional innovations.4 Larzalere continued the Commons’ tradition of contributing to the development of new institutions rather than being content to provide an efficiency apologia for existing private governance structures. He helped Michigan farmers form cooperatives. He taught land economics prior to Barlowe’s arrival in 1948, but primarily taught agricultural marketing. One of his Master’s degree students was Glenn Johnson (see below). Larzalere retired in 1977.

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Wisconsin "Government and Business" and the History of Heterodox Economic Thought
Type: Book
ISBN: 978-0-76231-090-6

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Book part
Publication date: 18 December 2004

Abstract

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Advances in Accounting Education Teaching and Curriculum Innovations
Type: Book
ISBN: 978-1-84950-868-1

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Book part
Publication date: 24 October 2011

Josie Kelly

Since the 1980s UK government enthusiasm for market reforms has reconfigured the nature and scope of public services. Initially the marketisation of public services changed how…

Abstract

Since the 1980s UK government enthusiasm for market reforms has reconfigured the nature and scope of public services. Initially the marketisation of public services changed how public services were provided, increasingly market reforms and pro business policies have also modified the formation and understanding of public policy problematics and how they ought to be resolved. This is particularly noticeable when markets work imperfectly or even fail. UK governments have shown their reluctance to employ regulatory instruments to change the behaviour of companies preferring instead to make use of softer interventions, by focusing on providing advice for consumers and urging individuals to act responsibly. The dilemmas of this approach are explored by discussing the UK's former Labour government's (1997–2010) response to the increase in the incidence of obesity and related health complications.

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New Steering Concepts in Public Management
Type: Book
ISBN: 978-1-78052-110-7

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Article
Publication date: 1 January 1993

Lloyd M. Jansen and Lloyd M. Jansen

Imagine you are working at the reference desk of a major university library on a busy weekday afternoon. As you say, “How may I help you?” to your next client, you notice that he…

125

Abstract

Imagine you are working at the reference desk of a major university library on a busy weekday afternoon. As you say, “How may I help you?” to your next client, you notice that he is wearing a high school letterman's jacket and is sporting fuzz on his upper lip that he would proudly call a mustache.

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Reference Services Review, vol. 21 no. 1
Type: Research Article
ISSN: 0090-7324

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Article
Publication date: 7 November 2008

Alessia D'Amato and Regina Herzfeldt

The purpose of this study is to test the relationships of learning, organizational commitment and talent retention across managerial generations in Europe.

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Abstract

Purpose

The purpose of this study is to test the relationships of learning, organizational commitment and talent retention across managerial generations in Europe.

Design/methodology/approach

Hypotheses are developed to explain the influence of learning and organizational commitment on talent retention across generations. A total of 1,666 European managers completed a survey on these issues. Depending on year of birth, they were categorized into four generational cohorts. Their answers were analyzed with statistic procedures.

Findings

Findings reveal that younger generations are less willing to remain in the same organization and have lower organizational commitment. The youngest generations (Early and Late Xers, born 1960 and after) show stronger learning orientation and lower organizational commitment than older generations (Early and Late Boomers, born 1946‐1959). Learning orientation predicted the intention to remain in the same organization for Early Xers and Late Xers. Organizational commitment mediated this relationship. For Late Boomers and Early Xers, it mediated the relationship between specific leadership development intentions and intention to stay.

Research limitations/implications

Managerial, job‐related learning is confirmed as an important antecedent for the intention to stay/leave one's current organization. The differential meaning of learning and commitment across generations needs to be better understood in order to develop effective strategies for the retention of talent in all generations. In particular, differences in the psychological contract between organizations and their managers need to be understood.

Practical implications

The findings suggest an approach of generation‐specific HR practices for talent retention.

Originality/value

The study is one of the first to date to address leadership development and learning orientation in the context of talent retention, as well as one of the first to address the discussion of generational challenges in Europe and across the specific population of people in managerial roles.

Details

Journal of Managerial Psychology, vol. 23 no. 8
Type: Research Article
ISSN: 0268-3946

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