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The rollout of individualised disability funding in Australia resulted in an increased demand for services for people with a disability, particularly support for the high percentage of Australians with autism spectrum disorder. Continuing professional development is one way to grow and maintain a skilled workforce; however, face-to-face opportunities can be limited in remote areas of Australia. Technology may provide a low-cost and widely accessible platform for providing education and support for staff in these areas.

The current study evaluated a novel webinar training and individual online support program for 36 allied health, education and community support staff. Data were collected via a survey on changes in perceived “knowledge and skills” and “confidence” in supporting children with autism, as well as mode of participation, and accessibility of the program.

Participants reported a significant increase in their “knowledge and skills” and “confidence”, in working with children with autism. This increase was positively related to the number of webinars the participants accessed. The mode of webinar access was predominantly via watching recordings of webinars (asynchronous learning). Synchronous learning via individual online sessions was accessed by a small number of participants, mostly allied health professionals. Workload and scheduling were identified as barriers to engaging in the program. The technology platform was found to be accessible and acceptable.

A predominantly asynchronous mode of delivery was successful, thereby increasing program access and flexibility for remote staff. Technology was not a barrier to accessing the program regardless of remoteness or job role.

Professor Anita Hill's testimony in October of 1991 at the Senate confirmation hearings for then Supreme Court nominee Clarence Thomas brought more attention to the issue of sexual harassment than in any other year since the Equal Employment Opportunity Commission (EEOC) published its definitional guidelines in 1980. Recent events such as the Navy's Tailhook incident and current sexual harassment claims filed against several U.S. Congressmen have heightened awareness of the magnitude of the sexual harassment problem.

Digital technology has changed how people interact with information and each other. Being able to access and share information ensures healthcare practitioners can keep abreast of new and ever changing information and improve services. The purpose of this paper is to present an information management-knowledge transfer (IM-KT) framework which emerged from a study looking at digital literacy in the occupational therapy profession.

The research was undertaken in three stages. First an in-depth literature review was undertaken, which enabled the creation of an initial conceptual framework which in turn, informed the second stage of the research: the development of a survey about the use of digital technologies. Occupational therapy students, academics and practitioners across five different countries completed the survey, after which refinements to the framework were made. The IM-KT framework presented in this paper emerged as a result of the third stage of the study, which was completed using the Delphi technique where 18 experts were consulted over four rounds of qualitative questionnaires.

The IM-KT framework assists individuals and groups to better understand how information management and knowledge transfer occurs. The framework highlights the central role of information literacy and digital literacy and the influence of context on knowledge transfer activities.

The IM-KT framework delineates clearly between information and knowledge and demonstrates the essential role of information literacy and digital literacy in the knowledge era. This framework was developed for the occupational therapy profession and may be applicable to other professions striving to keep up to date with best evidence.

Briefly defines sexual harassment before using case law in order to demonstrate examples through the years. Looks at new developments concerning sexual harassment in City government and asks what cities have learned from case law. Provides some recommendations for combating sexism and sexual harassment and concludes that there is a need for vigilance. Suggests that much more work is required in this area.

To report the outcomes of an organizational change project at California Polytechnic State University in San Luis Obispo, California, USA. Interactive planning and systems thinking provide a robust foundation for rethinking workplace activities, so as to prepare staff members for enhanced participation in an increasingly digital information environment.

The methodology takes the form of a case study.

Organizational development tools activate and extend participants' knowledge, skills, and abilities through purposeful dialogue that cultivates holistic perspectives. Enhanced appreciation of campus constituencies' differing needs and preferences, complimented by ongoing user‐focused data collection and analysis, informs strategic systems and services redesign. This practice serves to promote continuous learning, even as it advances the organization's digital migration. Results‐to‐date suggest the efficacy of this staff development approach, which uses constructivist “building on what we know” learning strategies to develop nimble organizational responsiveness, amidst dynamically changing external circumstances.

Provides information on a staff development approach.

The purpose of this paper is to examine intrinsic forms of motivation and particular incidents of play, socialisation, fun and amusement on an online crowdsourced citizen science platform. The paper also investigates gamised activity (Greenhill et al., 2014) as a form of intrinsic motivation adding a sense of play to work and tasks (Xu et al., 2012). These concepts are explored through close scrutiny of the online citizen science platform Zooniverse.org.

Qualitative techniques with an interpretivist approach are used to analyse online content found within citizen science platforms, related forums and social media by examining incidents of play, socialisation, fun and amusement to investigate how these aspects are applied as a form of user motivation.

The authors find that when users classify crowdsourced tasks voluntarily it does not matter how users are classifying as long as it is accurately. However, what does matter is why they are doing it particularly because of the complex processes that builds relationships between users and the platform. The authors present a conceptual model to enable deeper understandings of how forms of social interaction and play are motivating users contributing to citizen science project to participate in the online processes.

The findings of this paper provide practical implications for how citizen science, and also other crowdsourcing platforms, can engage with notions of play and gamification to motivate participation.

Using detailed examples of online content, the authors reveal how participants of the Zooniverse.org demonstrate aspects of “gamised” behaviour. The authors argue that the exploration of gaming as well as play provides evidence that contributing to citizen science projects can be both utilitarian and hedonic.

Sexual harassment has become an important topic in the past few years. There have been many recent developments that have been shaping and redefining what sexual harassment actually is and how to deal with it in the workplace.

Presents an object‐oriented system for scheduling in a flexible manufacturing system (FMS) with the purpose of demonstrating how the control aspects of such a system can be enhanced by using metalevel planning. Represents the objects and metaknowledge of the system using an object‐oriented approach. The resulting system gives a clear, complete and comprehensive picture of the FMS environment, as well as a modular, flexible and interactive control mechanism to generate and maintain detailed FMS production schedules.

The purpose of this study is to explore how gender influences peer assessment in team-building activities in China.

A nine-player Werewolf game was adopted to conduct the experiment. Nine abilities were defined to evaluate players’ performances. Before the game, players filled out a self-assessment questionnaire (five-point Likert scale). After the game, players evaluated other game members’ performances using the same questionnaire. Data were analyzed using linear regression.

The results showed that gender bias clearly existed in team-building activities, with men more likely to receive better peer assessment than women. In addition, when women presented themselves as actively as men did, they received less favorable evaluations than men, whereas their failures were more likely to be exaggerated.

This study may help build harmonious teams for gender equality, and we give practical suggestions respectively from the perspective of female employees, their managers, and their companies.

Given the importance of team-building activities in teamwork, fair evaluations of team-building performances are essential. However, gender influences on peer assessment in team-building activities in China remain unclear. This study adds new and important knowledge to research on gender bias in teams.