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The purpose of this paper is to highlight the complexity surrounding the implementation of advanced electronic tracking, communication and emergency response technologies, namely, an extended safety and support (ESS) system for people with dementia (pwd) living at home. Results are presented from a Swedish demonstration study (2011-2012) conducted in 24 municipalities.

It is a descriptive intervention study with a pre-post test design. Questionnaires were administered to pwd, carers and professionals at the outset and eight months later. ESS logging data were analyzed.

ESS usage rates varied widely. A total of 650 alerts were triggered, mainly when the pwd was outdoors. Activities were reduced amongst pwd, most likely due to a progression of their disease. Carers noted that pwd were more independent than previously on those occasions when they engaged in outdoor activities. Staff considered that nearly half of pwd could remain living at home due to the ESS, compared with a third amongst carers. In total, 50 per cent of carers felt it was justified to equip their relative with an ESS without their explicit consent, compared to one in eight staff.

A limitation is the amount of missing data and high drop- out rates. Researchers should recruit pwd earlier in their illness trajectory. A mixed-methods approach to data collection is advisable.

Carers played a crucial role in the adoption of ESS. Staff training/supervision about assistive devices and services is recommended.

Overall, use of ESS for pwd living at home was not an ethical problem.

The study included key stakeholder groups and a detailed ethical analysis was conducted.

The purpose of this paper is to explore the possible consequences of the intra-individual level-based perceptions of participative, supportive and instrumental leadership styles and the dissonance factors of leadership styles perceptions on employee engagement using the information-processing and connectionist perspectives of leadership perceptions.

Hypotheses relating to direct and moderated effects of perceptions of leadership styles on employee engagement were tested using a two-stage intra-individual level study (n=172 in each stage). Hierarchical regression analysis was used to test the hypotheses.

The findings revealed that perceptions of preferred and experienced supportive leadership styles are individually important predictors of employee engagement. It was also revealed that differentiated leadership styles have stronger (complementary) effect on employee engagement when the perceptions of experienced participative and supportive leadership styles were aligned with perceptions of respective preferred leadership styles. Furthermore, it was also found that the low level compared to the high level of dissonance factor or the difference between preferred and experienced instrumental leadership style acted as a complementer on employee engagement.

This study has made contributions to facilitate scholars to build better information-processing models and implicit theories for differentiated leadership and employee engagement links. Finally, the study provides new information on the consequence of perceptions of leadership style and the dissonance factor of leadership perceptions on followers’ actions such as employee engagement.

This will be the first empirical study examining the relationships between the dissonance factor of leadership perceptions of participative, supportive and instrumental styles and employee engagement.

Past studies have noted the important role of employee suggestion system (ESS) within the organizations. The use of ESS has been shown to help organizations address improvement- and cost-related problems. The advantages of ESSs are not limited to improving a work-related performance but can also lead to innovations through employees’ creativity. Creative ideas are very important for organizations to build its competitive advantage. Therefore, it is important to identify and understand the factors that contribute to the effectiveness of employee suggestion scheme and its success which has not been well-studied. This study aims to provide decision-makers within organizations with a deeper understanding of the factors that need to be considered in organizing and managing ESSs for its maximum effectiveness

An analysis of 273 surveys collected from several organizations with ESS experience in the United Arab Emirates was conducted. Survey scales were developed based on previous research and hypotheses are stated. Regression analysis was used to test the hypotheses. Correlation analysis were used to understand the interrelations among the five factors

Results suggest that the four critical success factors, namely, system capability, organizational encouragement, leadership support and employee participation, are positively related to the ESS outcome and its valuable predictors. Some managerial implications of the results of this study are important to note. It is critical for managers to establish rewards, evaluation, feedback and awareness of ESS.

On the basis of a possible future extended research scope in combination with a qualitative research methodology, one could deepen the understanding of influence of country of origin and of institutional mechanisms that might explain higher effectiveness of ESS outcome This appears to be the first published research study to link critical success factors for maximum effectiveness of ESSs.

The purpose of this study is identifying and ranking the various antecedents or enablers that will enhance performance through employee suggestion schemes (ESSs) in various sector-specific businesses based in the United Arab Emirates (UAE), an emerging Arab country.

This study employs the analytic hierarchy process (AHP) to prioritize the factors affecting ESS. The AHP model was developed with five criteria and 24 subcriteria based on the interactional theory of organizational creativity. Data were collected through interviews with 27 top-level managers and industry experts from nine government agencies, nine semigovernment agencies, and nine privately owned UAE-based businesses.

The findings show that leadership support and management style, individual attributes, and corporate strategy are the most important factors that influence performance through ESS.

The research model had limited dimensions and the findings cannot be generalized. To generalize the findings, the study should be carried out in other GCC countries because of homogeneity in the political, organizational, and sociocultural context. The outcome of the study provides both organizational and managerial implications for the better organizational performance through ESS.

Past studies on ESS have neglected the construct of individual characteristics of employees that generate novel ideas. This paper addresses the gap of sector-specific studies by considering that individual attributes of creative people as individuals are the heart of innovation, along with contextual factors that could help organizations to transform innovative engines through ESS. The originality of this research stems from a reliable and valid framework that can be subsequently used for driving performance through ESS. This study is a relevant contribution to both the academic literature and practical implications.

To provide the graduate students, researchers, responsible personnel at major hazards installations (MHIs) with background on the technological emergencies, expert system (ES), and technological emergencies expert system (TEES) development.

The design and development of an ES is achieved through six recommended phases. The assessment phase represents the problem feasibility and justifications. In TEES, the problem was identified that Malaysia has experienced several technological disasters. The process of acquiring, organizing, and studying knowledge is known as the knowledge acquisition. The qualitative and quantitative knowledge are needed to build the TEES. A general knowledge was obtained from the literature sources. The quantitative knowledge was obtained through a field survey and domain expert interview. The information, which has been obtained from the field survey through the questionnaire, was arranged and coded into software called Statistical Package for Social Sciences. Regression models were derived. The regression models were incorporated into the TEES. wxCLIPs have been used as a medium for the development the ES.

It provides the background and basis for further research in disaster management in Malaysia. The TEES can be employed to control the major hazards at the MHIs through the identification, control, and mitigation programs. The knowledge, which has been put into the system, can be modified, updated, and reproduced.

The TEES is versatile, portable, reliable and applicable to other emergencies applications. The system can be saved on CD and distributed to MHIs managers and related authority. The system, therefore, can contribute to improve awareness through providing information and knowledge to end‐users. The ES also can be used for classroom instructions.

The purpose of this paper is to explore the relationship of two distinct variants of dispositional shame (internal and external shame) with collaborative, purpose-driven aspects of the patient–provider relationship (working alliance) and patient satisfaction. The aim of this research was to conduct a preliminary investigation into the relevance of dispositional shame in a general healthcare population.

In total, 127 community members (mean age 25.9 years) who reported that they had regularly seen a GP over the past year were recruited at an Australian university. Participants were asked to reflect on their relationship with their GP, and completed instruments assessing various domains of shame, as well as working alliance and patient satisfaction.

Non-parametric correlations were examined to determine the direction and strength of relationships, as well as conducting mediation analyses where applicable. Small, negative correlations were evident between external shame and working alliance. Both external and internal shame measures were also negatively correlated with patient satisfaction. Finally, the relationship of external shame to patient satisfaction was partially mediated by working alliance.

Both the reported quality of patient–provider working alliance, and level of patient satisfaction are related to levels of dispositional shame in patients, and working alliance may act as a mediator for this relationship.

The findings from this preliminary study suggest that internal and external shame are important factors to consider in the provision of medical care to maximise the quality of patient experience and working alliance.

Examines the Out of School childcare initiative in Scotland (in 1996) by gathering data from the 1991 census and carrying out questionnaire surveys and interviews with both workers, responsible for developing Out of School care, and parents. Compares the findings with earlier research carried out in 1995. Assesses the impact the initiative has had on creating new jobs, improving access to employment for parents using the service, and how well the scheme answers the needs of women workers. Indicates from results obtained that parents had experienced a change in economic activity – increasing hours worked or starting a new job – and/or increased training take‐up. Records also that efficiency and enjoyment of work increased as gender inequalities began to be tackled. Notes that Out of School care schemes were more likely to occur in areas of higher socio‐economic composition, yet Out of School childcare could be part of an anti‐poverty strategy, encouraging women from deprived areas to enter the labour market. Claims that the scheme has had contradictory impacts but that it is hampered by lack of adequate and long‐term funding.

Various forms of precarious employment create barriers to the integration and inclusion of migrant workers in receiving countries. The purpose of this paper is to review extant research in employment relations and management to identify key factors that contribute to migrant workers' precarious employment and highlight potential avenues for future research.

The authors conducted a narrative literature review drawing on 38 academic journal articles published between 2005 and 2020.

The authors’ review suggests that macro- and meso-level factors contribute to the precarious employment conditions of migrant workers. However, there is a limited articulation of successful practices and potential solutions to reduce migrant work precarity and exclusion. The literature on migrant workers' precarious employment experience is primarily focused on low-skilled sector (e.g. agriculture, hospitality, domestic care) jobs. In addition, few studies have explored the role of worker characteristics, such as gender, class, ethnicity, race and migration status, in shaping the experience of migrant workers in precarious employment.

The results of this research highlight the importance of engaging multilevel actors in addressing migrant employment precarity, including policymakers, employers and employment agencies.

This research contributes to a growing conversation of migrant employment precarity by highlighting the heterogeneity of migrant groups and calling for the use of intersectional lenses to understand migrant workers' experiences of precarious employment.

Fifteen years ago the author published an article in Aslib Proceedings entitled, ‘The electronic academy’, which assessed trends in distance education and open learning. The paper provided an overview of the then dominant delivery technologies (e.g., broadcast television, videotext, audiographics, teleconferencing) and also engaged the issues of cost and quality. It is instructive to revisit that article and reflect on the extent to which the world has moved on, particularly in terms of technology and pedagogy. Naturally, the 1984 article made no mention of either the Internet or the World Wide Web, both of which are necessarily centre‐stage today in any serious discussion of asynchronous or network‐based learning. While technological advances have played an important part in accelerating the adoption of new modalities of remote learning, there are other factors (e.g., economic, socio‐cultural) to be taken into account. This article offers a wide‐angled review of developments in distance education and distributed learning: specifically, it describes the structural dynamics of the emerging virtual marketplace for perpetual learning products and services. Though written from a primarily North American perspective, the paper highlights thinking and practice globally.

The purpose of this paper is to discuss the invisibility of immigrants in diversity research in the management field.

Reasons for the paucity of immigrant research, focusing on discrimination, exploitation, and abuse of low‐skilled Hispanic immigrants in the USA, are examined. Considerations of what can be applied to the study of immigrants from extant diversity research are explored.

Experiences of Hispanic immigrants to the USA are largely absent from diversity literature even though immigrants are significant contributors to the diversity of the USA. There are clear differences in the employment experiences of native‐born Hispanic‐Americans and those who are immigrants, with the latter, both documented and undocumented, generally faring worse in wages, benefits, and interpersonal treatment when compared with those who are native‐born.

Suggestions for research are provided to increase the inclusion of immigrants in diversity research.

This paper focuses on integrating the experiences of discrimination of low‐skilled Hispanic immigrants, who comprise the bulk of newcomers to the USA, into the mainstream diversity literature in management studies and provides questions to stimulate research in the area.