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Online learning is well-known by its flexibility of learning anytime and anywhere. However, how behavioral patterns tied to learning anytime and anywhere influence learning outcomes are still unknown.

This study proposed concepts of time and location entropy to depict students’ spatial-temporal patterns. A total of 5,221 students with 1,797,677 logs, including 485 on-the-job students and 4,736 full-time students, were analyzed to depict their spatial-temporal learning patterns, including the relationships between identified patterns and students’ learning performance.

Analysis results indicate on-the-job students took more advantage of anytime, anywhere than full-time students. Students with a higher tendency for learning anytime and a lower level of learning anywhere were more likely to have better outcomes. Gender did not show consistent findings on students’ spatial-temporal patterns, but partial findings could be supported by evidence in neural science or by cultural and geographical differences.

A more accurate approach for categorizing position and location might be considered. Some findings need more studies for further validation. Finally, future research can consider connections between other well-known performance predictors (such as financial situation, motivation, personality and major) and the type of learning patterns.

The findings gained from this study can help improve the understandings of students’ learning behavioral patterns and design as well as implement better online education programs.

This study proposed concepts of time and location entropy to identify successful spatial-temporal patterns of on-the-job and full-time students.

Educational data mining (EDM) and learning analytics, which are highly related subjects but have different definitions and focuses, have enabled instructors to obtain a holistic view of student progress and trigger corresponding decision-making. Furthermore, the automation part of EDM is closer to the concept of artificial intelligence. Due to the wide applications of artificial intelligence in assorted fields, the authors are curious about the state-of-art of related applications in Education.

This study focused on systematically reviewing 1,219 EDM studies that were searched from five digital databases based on a strict search procedure. Although 33 reviews were attempted to synthesize research literature, several research gaps were identified. A comprehensive and systematic review report is needed to show us: what research trends can be revealed and what major research topics and open issues are existed in EDM research.

Results show that the EDM research has moved toward the early majority stage; EDM publications are mainly contributed by “actual analysis” category; machine learning or even deep learning algorithms have been widely adopted, but collecting actual larger data sets for EDM research is rare, especially in K-12. Four major research topics, including prediction of performance, decision support for teachers and learners, detection of behaviors and learner modeling and comparison or optimization of algorithms, have been identified. Some open issues and future research directions in EDM field are also put forward.

Limitations for this search method include the likelihood of missing EDM research that was not captured through these portals.

This systematic review has not only reported the research trends of EDM but also discussed open issues to direct future research. Finally, it is concluded that the state-of-art of EDM research is far from the ideal of artificial intelligence and the automatic support part for teaching and learning in EDM may need improvement in the future work.

In a world‐wide environment strongly influenced by the issues and perspectives of globalization, internationally‐based business firms must be focused on transformational leadership team‐building across the cultural boundaries with which they are involved. The purpose of this paper is to juxtapose the leadership dimensions and national culture dimensions, and particularly to explore one aspect of that transformational leadership team‐building process, the application of the key paradigm of leadership style balance and support within the parameters of an operational team.

Based on a literature review the paper identifies four basic leadership styles, the strengths and weaknesses of each of the styles are identified, communication preferences are discussed, primary back‐up styles that come into focus due to high levels of stress are analyzed, and the all‐important skill of style flex is described. These dimensions will be examined in association with the case of UnitedTel Ltd (a pseudonym), and also include observations relating to the authors' experiences in several other arenas that have been encountered in management and consulting activities.

Two interactive dimensions at the heart of a leader's behavior – assertiveness and responsiveness – are foundations of that person's leadership style. The basic interactive dimensions of assertiveness and responsiveness thereby form the two axes of the framework of the leadership styles paradigm and the four primary quadrants, which represent the four leadership styles – analyzer, director, creator, and connector.

The paradigm of leadership styles can be a valuable tool for the further research, and understanding of, the process of transformational teambuilding across cultural boundaries.

Importantly, it is not enough just to understand one's leadership style or the style of others in a leadership team; one must also exercise style flex that can enable the parties to function in a mutually‐beneficial situation congruent with the needs of the individuals and the organization.

The leadership styles paradigm can be a very important reference point in the process of transformational teambuilding across cultural boundaries. An interesting view and contribution of the paper are the way that the leadership styles and cultural dimensions can be linked.

This paper reports the results of two studies that examined the impact of framing negotiations in affective terms. Pursuant to the recommendations made by Clyman and Tripp (2000) for reducing risks associated with discrepant values, the objective of the first study was to determine the optimal way of representing potential outcomes in affective terms in a negotiation payoff table. Results demonstrated the superiority of happy and unhappy face icons over other representations; it also revealed a slight advantage to varying the quantity of icons, rather than size, to reflect differences in the relative values of these outcomes. In the second study, the focus was on determining to what extent, if any, framing negotiations in affective terms would differentially affect negotiators' thoughts and feelings prior to engaging in a two‐party negotiation. Results indicated that when negotiations are affectively framed, negotiators report higher levels of negotiation involvement and positive emotion and lower levels of trust, as well as a decreased likelihood of employing cooperative negotiation tactics. The implications of the findings for future research are discussed.

The purpose of this study is to explore the role of anticipatory procedural justice, seriousness/type of conflict, and design of ombudsman processes with intentions to use ombudsman processes to resolve disputes.

The study was a 3 (type of conflict with three scenarios nested in each type)×3 (design of ombuds system). Subjects read scenarios and filled out Likert type survey items related to seriousness of conflict, anticipatory procedural justice, and intentions to use ombuds processes.

Perceived seriousness and anticipatory procedural justice were significantly related to intention to use ombuds process, but design of ombuds process was not.

This study was limited to scenarios of academic conflict. Research should be extended to experienced conflicts and conflicts in other contexts.

Potential users of ombuds processes are more concerned with principles of fairness and justice than the specific elements of how dispute systems are designed. While the design of a system needs to insure disputants perceive it to be fair, institutions concerned with resolving disputes between/among members should be more concerned with having a system than about promoting specific details about the design of that system.

This study advances both the study of ombuds processes/design and anticipatory procedural justice. This study provides unique findings related to both the design of ombuds processes and the conditions under which disputants might utilize the process. Additionally, procedural justice is demonstrated to be useful in forming decisions about use of processes, not just evaluations after processes have been used.

The purpose of this paper is to gain a deeper understanding of the job responsibilities and requirements of textile and apparel (T&A) sourcing personnel from the employers' perspective, based on Kunz's behavioral theory of apparel firms and US Department of Labor's classification principles.

“Job wanted” texts published by Women's Wear Daily, a prominent daily trade newspaper in the US textile and apparel industry were collected. Content analysis was performed to examine three research question categories: daily duties of sourcing personnel, required skills for sourcing personnel, and relevant experiences sought for sourcing personnel.

Sourcing personnel are heavily involved in the firm's management of vendor relations, product development, production, and inter‐departmental collaborations. Desired sourcing personnel must be organized with multitasking abilities, knowledge of various computer applications, and exceptional communication skills. On‐the‐job experiences, industry knowledge, and bilingual abilities were highly sought for sourcing personnel with relatively little focus on formal education.

The study data source was limited to one US‐based trade publication from 2007 to 2008 and, thus, any extrapolation of the results must be done with a caution.

The study results help employers define clear position descriptions, current and future sourcing personnel effectively develop career path plans, and educators provide timely and relevant sourcing curriculum. Ultimately, the study results may help students be better prepared for a sourcing job market.

The paper provides practical, in‐depth information of sourcing personnel's daily duties, required skills, and desired experiences from the employer's perspective, which has not been available in the literature to date.

Several emergency public health issues have a tremendous impact on and rely upon close coordination with law enforcement officials. Most interactions involve law enforcement personnel providing security, crowd control, and/or traffic control during public health related incidents. However, as varied chemical and biological threats have emerged over the years, this interaction has increased to include joint investigations between the two disciplines. Certain biological threats, such as pandemics, pose direct threats to the law enforcement agency operations. Understanding the role of public health in emergencies, the overlapping missions, and the threats at all levels allows law enforcement professionals to better prepare themselves and their organizations for coordinating operations and maintaining continuity of law enforcement services.

During the great post–World War II economic expansion, modernization theorists held that the new American capitalism balanced mass production and mass consumption, meshed profitability with labor's interests, and ended class conflict. They thought that Keynesian policies insured a near full-employment, low-inflation, continuous growth economy. They viewed the United States as the “new lead society,” eliminating industrial capitalism's backward features and progressing toward modernity's penultimate “postindustrial” stage.⁷ Many Americans believed that the ideal of “consumer freedom,” forged early in the century, had been widely realized and epitomized American democracy's superiority to communism.⁸ However, critics held that the new capitalism did not solve all of classical capitalism's problems (e.g., poverty) and that much increased consumption generated new types of cultural and political problems. John Kenneth Galbraith argued that mainstream economists assumed that human nature dictates an unlimited “urgency of wants,” naturalizing ever increasing production and consumption and precluding the distinction of goods required to meet basic needs from those that stoke wasteful, destructive appetites. In his view, mainstream economists’ individualistic, acquisitive presuppositions crown consumers sovereign and obscure cultural forces, especially advertising, that generate and channel desire and elevate possessions and consumption into the prime measures of self-worth. Galbraith held that production's “paramount position” and related “imperatives of consumer demand” create dependence on economic growth and generate new imbalances and insecurities.⁹ Harsher critics held that the consumer culture blinded middle-class Americans to injustice, despotic bureaucracy, and drudge work (e.g., Mills, 1961; Marcuse, 1964). But even these radical critics implied that postwar capitalism unlocked the secret of sustained economic growth.

The current study focused on intra‐group conflict by attempting to elucidate individual and situational factors underlying choices along two dimensions of conflict management patterns: engagement versus avoidance and constructive versus destructive. In the study, the role of two types of self‐efficacy (global and social) among group members was investigated, as was the sense of group identification in team dispute resolution preferences modes. Sixty‐seven members of volunteer community service communes in the Israeli Scouting youth movement, 48 females and 19 males, representing 13 intact teams, participated in the study. Self‐report structured questionnaires (previously used and adapted for this study) served as research instruments. Both global self‐efficacy and group identification independently predicted the conflict engagement‐destructive pattern of domination. Social self‐efficacy served as the sole predictor of the preference to manage intra‐team conflict by means of integrating—the engagement‐constructive mode. In contrast, the choice of compromising was also fostered by the joint contribution of social self‐efficacy and group‐identification, beyond the direct effect of social self‐efficacy. The study corroborates the assumption that conflict management patterns within an intact team are related to dispositional variables on the individual level, i.e., global and social self‐efficacy, and to the team‐related variable of group identification.

Since the early 1980s, breakaway training has been synonymous with many prevention and management of violence and aggression (PMVA) training programmes in social care and NHS settings. However, for almost three decades, this community has continued to accept a training approach that has been largely unsupported by a robust underpinning methodology or evidence base. The validity of this historical training approach will be examined in context with the available literature, and will seek to identify the fundamental flaws that have been inherent in the traditional system. This paper will conclude by making some practical suggestions on how the efficacy of personal protective training may be improved, based on the emerging findings from other scientific fields.