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The purpose of this paper is to examine SWAT operator deployment experience, personality, cognitive-emotion regulation, and decision making to see if there were correlations with successful SWAT callout resolution. These findings would then be compared with the results of a national survey of hostage (crisis) negotiators in the hopes of finding information that might be helpful with team dynamics, officer selection for these teams, and with operational dynamics and successful resolution of SWAT callouts.

Active SWAT officers (n=277) from various law enforcement entities in 21 states participated in this survey research. They completed a demographic questionnaire, questions about their callout experiences and experiences on their SWAT team, the Big 5 Personality Inventory, the Cognitive-Emotion Regulation Questionnaire, and the General Decision-Making Style questionnaire. These results were then compared with the same results obtained from a national survey of hostage (crisis) negotiators (n=514) and patrol officers (n=72).

Common personality and decision-making styles emerged from the SWAT survey, and correlations between these variables and the successful resolution of SWAT callouts are discussed. These results were then compared with negotiators and patrol officers via an ANOVA. Distinct differences between these groups emerged.

Recruiting research participants from law enforcement, much less from a closed group such as SWAT operators, is difficult. The response rate for this study was low, and was due in part to the agency themselves declining to participate. The current study relied on honest self-report, which is always a limitation of this type of survey research. Another limitation was that lack of statistically significant findings for the multivariate and the binomial logistic regression analysis. No extrapolation of the relationship between personality, cognitive-emotion regulation, and decision-making styles and the outcome and resolution of callouts is possible based on these findings.

This research could have direct effect on the training and selection of SWAT team officers and hostage negotiators. There is also information provided that may impact the operation and coordination of these groups as they work together during callouts in the community.

The current social climate in the USA seems to be calling for police departments to do everything possible to resolve high risk and dangerous situations with as much care and as little force as possible. In order to achieve successful and peaceful resolution of these SWAT callout situations, departments must deploy officers with the necessary skills, personality, and decision-making abilities.

There is very little general research on SWAT teams, and almost nothing on SWAT operator experience, personality, or decision making. These findings have value and application in SWAT operator selection and training, along with SWAT and negotiator dynamics and decision making when trying to successfully and peacefully resolve a SWAT callout operation.

The purpose of this study is to create a course in a learning management system (LMS), Canvas, for online Ed.D. students and determine if the course can improve scores measuring metaliteracy concepts from pretest to posttest. The course assessed knowledge of metaliteracy goals and objectives instead of using the ACRL Framework. This paper reports on the creation of the course, results of the pretest-posttest, a mapping of metaliteracy goals and objectives with the ACRL Framework and recommendations for including metacognitive practices in library instruction.

The researcher used a quantitative, quasi-experimental, exploratory design and developed a metaliteracy course in the Canvas LMS using a pretest-posttest design, creating video tutorials as the treatment for each module (five total) using Adobe Spark.

According to a t-test run in SPSS, there was a significant difference between the metaliteracy pretest and metaliteracy posttest. Using metaliteracy goals and objectives as a method for assessing information literacy knowledge can be useful. Using the ACRL Framework along with metaliteracy goals and objectives can be effective for presenting and assessing information literacy knowledge and skills.

One limitation of this study was the use of one population of online Ed.D. students at one institution. One implication of this study is the need for metaliteracy goals and objectives to be used in connection with the ACRL Framework.

This research adds to the limited knowledge of how metaliteracy goals and objectives can be used to assess information literacy and other literacies using a pretest-posttest format in an online format.

The purpose of this study was to examine the influence of socio-cognitive mindfulness on resilience, stress and thriving among middle managers in higher education at two separate periods during the COVID-19 pandemic. In Study 1, the authors examined how socio-cognitive mindfulness predicted perceived stress and whether the relationship between mindfulness and perceived stress was mediated by resilience. In Study 2, the authors replicated the first study and further hypothesized that the link between mindfulness and thriving was also mediated by resilience.

The authors conducted cross-sectional correlational studies to test the hypotheses using data from 163 middle managers in higher education early in the pandemic in Study 1 and 204 middle managers a year later in Study 2.

Study 1 findings showed socio-cognitive mindfulness predicted perceived stress, and that resilience fully mediated this relationship. In Study 2, socio-cognitive mindfulness did not predict perceived stress, but it did predict thriving, and that relationship was fully mediated by resilience.

This research is the first to address how socio-cognitive mindfulness directly impacts perceived stress and thriving and its impact through building resilience. To date, few studies have focused on stress in higher education middle managers or addressed the importance of building socio-cognitive mindfulness and resilience to thrive amid ongoing challenges. Implications of the pandemic's influence on the results are also addressed.

Marginalization exists in many organizations, despite a zero-tolerance stance on discrimination, abuse and harassment. Human resource development (HRD) professionals are increasingly asked to respond to the calls for crucial conversations on race and diversity. However, traditional HRD methods and tools may not be sufficient to address and eradicate racism in the workplace. The usage of testimonio could enable oppressed groups to communicate their narratives to counter stereotypes. This paper aims to describe testimonio and the various ways it can be used as a research methodology and to perturb the dominant practices in the workplace.

This conceptual paper uses testimonio, a narrative methodology with Latin American roots in indigenous oral storytelling, to expand beyond Eurocentric qualitative approaches to capture the voices of marginalized groups. This study gives examples and theorizes how leaders, including human resource professionals, may use this approach to give voice to underrepresented stakeholders in the margins of organizations. Testimonio serves as a non-Eurocentric framework and venue to legitimize their stories. Their voices are assets, enriching while transforming and perturbing and so are needed for communities and organizations to foster a just and sustainable culture and climate.

The use of testimonio as an HRD approach to amplify unrepresented voices in the workplace may be an asset to HRD professionals. However, to realize the full potential of this research tradition in HRD, researchers and practitioners must create more space where trust is present for these groups to tell stories that matter most to them.

This study on the testimonio approach provides a view into organizational power dynamics and voices from the margins. It serves as a means to acknowledge the voices of underrepresented stakeholders in the workplace. HRD scholars should contribute to organizational effectiveness and inclusive workplace climate by using scholarship to highlight the harm of marginalizing policies and behaviors.

Testimonio implies that HRD practitioners in positions of privilege should use their authority to foreground the voices of marginalized individuals who are typically silenced. This can be accomplished by prioritizing unheard voices in the work of HRD professionals. Testimonio as a methodological approach and workplace tool highlights the personal experiences of oppressed groups who experience social injustice, particularly racism. This method encourages organizations that do not operate in a culturally sensitive and inclusive environment to reconsider the discourse that influences their social position.

While there is a clear need to address inequities, few practical inquiry tools are presented. Moreover, through their epistemologies and research procedures, scholars and practitioners may unintentionally maintain and reinforce existing inequitable structures and processes. This paper presents testimonio as a non-Western alternative to Eurocentric qualitative research methodologies to perturb dominant practices in HRD.

This study furthers one’s understanding of the motivations of the crowdfunding crowd by empirically examining critical factors that influence the crowd's decision to support a crowdfunding project.

Backer's comments from a sample of the top 100 most funded technology product projects on KickStarter were collected. A latent Dirichlet allocation (LDA) analysis strategy was adopted to investigate critical motivational factors. Three experts mapped those factors to the known theoretical constructs of social exchange theory (SET).

Although backers are motivated by value, they are also motivated by far less tangible social factors including trust and a feeling of psychological ownership. Findings suggest that the crowd is far more than a passive group of investors or customers and should be viewed as participatory stakeholders. This study serves as guidance for project owners hoping to motivate the crowd and for future investigators examining backer motivations in other types of crowdsourcing projects.

Online chatter in the form of user-generated comments is an excellent data source for researchers to mine for value and meaning.

Given strong feelings of psychological ownership, project owners should actively engage the crowd and solicit the crowd for advice and help in order to motivate them.

The study presents the first empirical exploration of backer motivations using LDA guided by theory and the knowledge of experts. A framework of latent motivational factors is proposed.

The COVID-19 global pandemic reframed the argument for the importance of learning management systems (LMS) in unprecedented ways. Meanwhile, LMS users were forced to use these technologies despite the heightened anxiety compounded by the pandemic, very little technical preparation and the postpandemic learning environment that cannot depend on these pandemic-imposed regulations and adoptions. This study aims to examine the impacts of behavioral control and anxiety emotions on adoption decisions.

This quantitative research uses structural equation modeling to test the hypothesized relationships.

Results showed that perceived behavioral control is very important in boosting ease of use perceptions while computer anxiety exhibited a negative impact on perceived ease of use.

This research used cross-sectional data from a medium-sized university. Results must, therefore, be interpreted with this understanding in mind. Nonetheless, this research demonstrates the critical roles of control and emotions in technology adoption decisions among students in an online learning environment.

This research highlights the importance of behavioral control and anxiety emotions in technology adoption decisions. It reveals that to drive adoption, students’ control perceptions must be increased while simultaneously keeping anxiety emotions at bay. This understanding is key to communicating buy-in of LMS to students.

As ethical leadership has advanced as a construct, the degree to which healthy relational systems explain its effect on employee outcomes has been understudied. With this manuscript we conceptualize and test a model based on a Relational Systems approach to ethical leadership and its relationship with conflict and turnover intentions.

Two studies were conducted to test our hypothesized first- and second-stage moderated mediation model. In Study 1, online surveys were completed by 168 working adults across two different time points. Study 2 extended Study 1 by surveying 115 working adults across three time points using the Mechanical Turk platform.

The indirect relationship between ethical leadership and turnover intentions via relationship conflict was conditional based on follower moral identity. The negative influence of ethical leadership on relationship conflict and, in turn, turnover intentions was stronger for followers who had higher moral identities. In addition, our findings suggest that leader holding behaviors strengthen the negative indirect effects of ethical leadership on turnover intentions.

This paper demonstrates the usefulness of a Relational Systems theoretical approach to understanding ethical leadership. Specifically, ethical leaders, through their desire and ability to help employees feel known and not alone at work, are better able to reduce relationship conflict and, in turn, reduce employees' desire to leave the organization.

The purpose of this paper is to demonstrate how the institutional logics framework adds a fresh perspective on corporate branding, particularly in times of organisational change and subsequent corporate rebranding.

The paper examines previous comprehensive approaches to corporate branding in the face of organisational transformation, applying institutional theory which adds to intelligence already developed regarding corporate branding and rebranding in this situation.

An understanding of the institutional logics framework provides insights into how corporate branding and rebranding in organisations is affected in an environment where the organisation simultaneously holds values and beliefs inherent to two or more competing institutional forms (Townley, 2002).

Further research is required to develop a model which integrates institutional logics into previous approaches to corporate rebranding.

Consideration of the underlying institutional logics of an organisation and how organisational transformation results in competing institutional logics and institutional pluralism leads to profound thinking about branding and rebranding an organisation.

Although there are a number of studies which look at how to evolve the corporate brand in times of organisational transformation, the institutional logics approach has not yet been applied to this issue, except by the author.

This paper describes a small research project undertaken in a technical college in Qatar on the use of iPads in the classroom. iPads were trialed for a semester each in mathematics and physics classes; students completed pre- and post-surveys. Classroom observations were carried out and interviews were conducted with both faculty (N=3) and students (N=19). Over 80% of students reported positively on the iPad as being “helpful” to “very helpful” for learning new things and course materials, for increasing their interaction with online course materials and getting course information and for exploring additional material related to course topics. Faculty perceptions of iPad use in class were also positive.