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The purpose of this paper is to examine the hypothesis that Whiteness is used as a normative standard when comparing a variety of first names.

Respondents (full- and part-time business students) evaluated names that sounded common, African-American, Russian, and unusual.

Results from two studies suggest that “common” or “neutral” names are perceived to be white, and to be more American than African-American, Russian or unusual-sounding names. Results also demonstrate that the common names have more positive attributes, including socio-economic class.

The study found that the basic comparison of American respondents will be to a white person. Second, the authors applied Critical Race Theory (CRT) to the research on names. Finally, the authors demonstrate that unless they are totally anonymous, virtual teams will still have the type of social categorization and stereotyping of team members found in ordinary teams.

Organizations and managers need to recognize that a “colorblind” approach simply reinforces the expectation that any differences in American organizations will be compared against the Whiteness standard. This can be a problem in any organizational setting, especially given the proliferation of virtual teams. This may be addressed with attempts to increase common in-group identity and strategies for identifying bias.

In this research the authors integrate concepts and theory from Virtual Teams, CRT and the Psychology of Names, providing both theoretical and practical implications.

The paper seeks to examine how the uniqueness and ethnicity of first names influence affective reactions to those names and their potential for hire.

In study 1, respondents evaluated 48 names in terms of uniqueness and likeability, allowing us to select names viewed consistently as Common, Russian, African‐American, and Unusual. In Study 2 respondents assessed the uniqueness and likeability of the names, and whether they would hire someone with the name.

Results indicated that Common names were seen as least unique, best liked, and most likely to be hired. Unusual names were seen as most unique, least liked, and least likely to be hired. Russian and African‐American names were intermediate in terms of uniqueness, likeability and being hired, significantly different from Common and Unique names, but not significantly different from each other.

The name an individual carries has a significant impact on how he or she is viewed, and conceivably, whether or not the individual is hired for a job.

Human resource professionals need to be aware that there seems to be a clear bias in how people perceive names. When resumés are screened for hiring, names should be left off. Our findings also suggest that when selecting, parents may want to reconsider choosing something distinctive.

This study offers original findings in regards to names, combining diverse research from social psychology and labor economics, and offering practical implications.

An employee's willingness to share knowledge may be contingent on whether the organization equitably fulfills its reward obligations. This paper seeks to examine how managers and organizations can be vehicles for managing psychological contract perceptions favoring knowledge sharing among current employees, newcomers, and applicants.

The authors propose an integrative model to discuss psychological contract issues within each stage of employment and HRM initiatives that can encourage knowledge‐sharing behaviors.

The implicit psychological contracts that often influence knowledge worker attitudes for sharing knowledge are easy to overlook and challenging to manage. Managers must properly assess the nature of psychological contracts maintained by such workers so that knowledge‐sharing messages address employees' key motivators. Different psychological contracts exist at various stages of employment. Several prescriptions for effectively managing each type of psychological contract and reducing perceptions of PC breach were offered.

Empirical studies should seek to investigate whether different psychological contracts actually exist within a field setting. In addition, how workers move between transitional, transactional, balanced and relational psychological contracts should be empirically examined.

The authors sought to better understand the different psychological contract perceptions of knowledge workers at various stages of employment, which has not been done to date. Such workers are keenly aware of the impact of their knowledge and effective management for sharing rather than hoarding becomes a critical success factor for knowledge‐intensive organizations.

According to the introduction, this five volume set is intended to update Eric H. Boehm and Lalit Adolphus's Historical Periodicals: An Annotated World List of Historical and Related Serial Publications (Santa Barbara, CA: Clio Press, 1961). That goal is met admirably. The editors have combed the standard periodical sources, as well as the periodical lists of relevant European indexing services, and produced a list of 8,900 periodicals in history and related fields. The coverage is worldwide. While the United States has the most entries, these entries represent only about fifteen percent of the total.

Through the lens afforded by two theories drawn from the discipline of social psychology, the purpose of this paper is to explain the evident continuing abuse of adults at risk living in care homes by the staff who should be looking after them.

By considering existing theories and research into the reasons why vulnerable adults are abused the paper proposes the relevance of other extant theories on the degradation of moral restraint and dehumanisation of victims, and on the social psychology of intergroup relations, to the perpetration of abuse.

The paper demonstrates how theories that explain the psychology of human behaviour in certain circumstances may be usefully applied to the inveterate social problem of the abuse of vulnerable adults living in care homes.

The paper offers the opportunity for the reader to consider how these theories of social psychology may be applied to explain and guide remedies to the persistent levels of abuse in English care homes, abuse that continues despite government oversight of care provided to adults who may be at risk by virtue of the activities of the statutory regulator and health and social care commissioners, and the interventions of safeguarding personnel.

This is a conceptual paper from which future research and theorising may arise to better understand the most fundamental causes of the abuse of older people in care homes in order to develop feasible and effective measures to overcome it.

The purpose of this study is to examine winery visitors’ use of information sources in making decisions regarding the choice of wineries to visit. Enrichment theory is used as a framework for determining how previous experience influences the decision on how much and what type of information individuals will use when planning a trip using wine tourism as the context for the research.

A visitor study was conducted at 23 wineries in the US Southeast. Data were collected from winery visitors using a structured self-administered questionnaire.

Results from 832 consumers indicate that an individual’s previous travel systematically influences the number and type of information sources that they will seek out when making future consumer decisions. Findings confirmed the hypothesized expectations about wine tourist information search behavior and help to partially explain the nature of bounded rationality in the case of tourists’ winery visit decisions.

Because the study focused only on winery visitors in the US Southeast, the research results may lack generalizability.

These findings can assist winery owners and destinations with wineries in their promotional efforts. Of major importance is the finding that increases in experiential knowledge from prior travel are monotonically associated with increases in the number of information sources marked to be valuable in selecting a winery. The influence of experience is particularly dramatic in that the mean number of information sources marked to be valuable moves from a low of 2.5 to a high of 10.0 out of 16 as travel experience increases.

The study contributed significant and useful findings that advance the application of enrichment theory to wine tourism. Enrichment theory does not currently differentiate between types of knowledge that enrich a consumer’s ability to more easily encode and use new information. The current study confirms that experiential knowledge is an important knowledge construct in models of bounded rationality.

The purpose of this paper is to present findings from a research project designed to determine the qualifications held by those staff who had perpetrated abuse in private sector care and nursing homes for older people during a 12-month period.

A self-completion, postal questionnaire was issued to the safeguarding teams of all local authorities in England with adult social care responsibilities to determine the qualifications held by staff who were proven to have perpetrated abuse in these facilities.

Though findings with respect to qualified nurses who had perpetrated abuse when considered in isolation were inconclusive in numerical terms, the proportion of all nursing and care staff who had perpetrated abuse, and who held either a professional or vocational qualification was high.

Responses to the postal questionnaire represented 21.8 per cent of local authorities with social services responsibilities, yet the data secured suggests that care providing staff who have received recognised training are disproportionately represented among those proven to have perpetrated abuse.

Findings indicate that recognised training for those who provide care in care and nursing homes is of limited efficacy in the prevention of abuse.

THE NINETIENTH ANNIVERSARY of Sean O'Casey's birth and the recent acquisition by the New York Public Library of the papers of his literary estate afford an opportunity to view, once more, the remarkable achievements of a dramatist of universal distinction. A passionate believer in the cause of man's dignity and freedom, whose plays touched off riots and sparked off controversies, whose works wrung the beauty and passion and heartaches from the experiences of everyday life and ‘whose lips were royally touched’—to quote J. C. Trewin's recent colourful phrase—O'Casey was, with Shaw, one of the few incomparably great playwrights of the present century. Not without his detractors: one critic's jibe that O'Casey is ‘an extremely overrated writer with two or three competent Naturalist plays to his credit, followed by a lot of ideological bloat and embarrassing bombast’ is the kind of factitious reaction one expects from critically immature minds. Shaw's plays, at first, were slighted, but they survived, and today are flourishing; predictably, O'Casey's will enjoy a similar fate. O'Casey is a world dramatist in the widest sense, because he viewed the theatre in the same epic way as Shakespeare and the rest of the Elizabethans.

This is a resource guide for librarians who wish to gather books and other materials to use in promoting National Women's History Week or, as it will be soon, National Women's History Month. The emphasis is on history rather than on current women's issues. Most of the materials cited have appeared within the past ten years, but a few important older works are included as well.

This exploration of management history focuses on mass entertainment media to determine the history of the efficiency expert in popular culture. It reviews the history of the image of the efficiency expert in film and on American‐produced television programs. The review shows that this profession is a universal and pervasive one, permanently embedded in our culture and catholic in background, occupation and workplace. It is generally a man’s job. The most significant historical trend is a sharp change from the efficiency expert as an amusing and relatively harmless character to a malevolent one who is to be feared. Although television has only existed for about half as long as motion pictures, the depiction of the efficiency expert on TV is similar to his movie image. This widely recognized profession needs no introduction to the viewer. He is a negative figure, often laughed at but never admired.