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This paper examines some of the ethical problems involved in undertaking Internet research and draws on historical accounts as well as contemporary studies to offer an analysis of the issues raised. It argues that privacy is a misleading and confusing concept to apply to the Internet, and that the concept of non‐alienation is more resourceful in addressing the many ethical issues surrounding Internet research. Using this as a basis, the paper then investigates the Free/Libre and Open Source research model and argues for the principles of “open source ethics” in researching the online world, which includes a participatory and democratic research method.

The purpose of this paper is to conduct a retrospective bibliometric analysis of documents about digital humanities, an emerging but interdisciplinary movement. It examines the distribution of research outputs and languages, identifies the active journals and institutions, dissects the network of categories and cited references, and interprets the hot research topics.

The source data are derived from the Web of Science (WoS) core collection. To reveal the holistic landscape of this field, VOSviewer and CiteSpace as popular visualization tools are employed to process the bibliographic data including author, category, reference, and keyword. Furthermore, the parameter design of the visualization tools follows the general procedures and methods for bibliometric analysis.

There is an obviously rapid growth in digital humanities research. English is still the leading academic language in this field. The most influential authors all come from or have scientific relationships with Europe and North America, and two leading countries of which are the UK and USA. Digital humanities is the result of a dynamic dialogue between humanistic exploration and digital means. This research field is closely associated with history, literary and cultural heritage, and information and library science.

This analysis relies on the metadata information extracted from the WoS database; however, some valuable literatures in the field of digital humanities may not be retrieved from the database owing to the inherent challenge of topic search. This study is also restricted by the scope of publications, the limitation regarding the source of data is that WoS database may have underrepresented publications in this domain.

The output of this paper could be a valuable reference for researchers and practitioners interesting in the knowledge domain of digital humanities. Moreover, the conclusions of this retrospective analysis can be deemed as the comparable foundation for future study.

A small group of pioneering founders led the creation and early evolution of the service research field. Decades later, this article shares timeless service wisdom from ten of those pioneering founders.

Bowen and Fisk specified three criteria by which to identify a pioneering founder. In total, 11 founders met the criteria (Bateson, Berry, Bitner, Brown, Chase, Edvardsson, Grönroos, Gummesson, Parasuraman, Schneider and Zeithaml) and were invited to join Bowen and Fisk – founders that also met the criteria as coauthors. Ten founders then answered a set of questions regarding their careers as service scholars and the state of the field.

Insightful reflections were provided by each of the ten pioneering founders. In addition, based on their synthesis of the reflections, Bowen and Fisk developed nine wisdom themes for service researchers to consider and to possibly act upon.

The service research field is in its fifth decade. This article offers a unique way to learn directly from the pioneering founders about the still-relevant history of the field, the founders' lives and contributions as service scholars and the founders' hopes and concerns for the service research field.

This paper proposes an anthropology‐based theoretical model describing the impact of top management culture clash on the commitment of the acquired team to the new organization and on its cooperation with the acquiring team. It suggests that three factors are influential, namely the degree of cultural differences, the nature of the contact between the teams, and the intended level of integration between the companies. The paper generates numerous propositions for predicting the impact of the culture clash. It also offers suggestions for further theoretical and empirical study, and presents some of the model's practical implications.

This chapter undertakes a comparison of pay in women's basketball with an emphasis on its inception in North America. Through a quantitative approach, we find players are undervalued in the Women's National Basketball Association (WNBA) compared to men's basketball, men's soccer, and women's basketball in Europe and Asia. By comparing leagues at the same period in their life cycles, we show that women are underpaid even after accounting for the age of the league. The relatively low pay in the WNBA, even when compared to the identical formative time period in the men's professional league, led 48% of American WNBA players to seek employment in basketball leagues in Europe and Asia in 2019. In these leagues, players receive much higher salaries. We explain these wage inequities based on business structure and economic theory. In sum, both the WNBA and National Basketball Association (NBA) are primarily profit-maximising leagues, but NBA players have always been paid a higher percentage of league revenues than the women of the WNBA. This was even true when the NBA had a much lower level of revenue. Salaries in the WNBA are then further depressed by a league that seems to prioritise short-run profit maximisation over long-run investment, thus continuing to delegitimise the WNBA. Ultimately, the constraints to pay derive from not only gendered systems but also the structure of profit-maximising leagues and teams in the United States.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

Immigrants are important contributors to workplaces, but HRM scholars have only recently begun to study them systematically. We document the prevalence and cross-national variation in populations of immigrant employees. Going beyond a treatment that considers them as another element of diversity, we propose how gradients of status at each level of country, organization, and work group admittance can result in unique outcomes for immigrants who are equally (dis)similar. We offer a taxonomy of immigrant pathways into their destination countries to explore the status hierarchies they are assigned by governments and reinforced by organizations. We provide insights into the ascribed status of immigrants and develop a typology of individual and organizational acculturation strategies based on the cultural tightness and looseness of the destination and origin cultures. We then describe how the reactions of members of an immigrant employee’s social environment are sensitive to ascribed status and cultural tightness-looseness. We do so in a three-stage process that begins with immigrant categorization, followed by conferral of (il)legitimacy, and finally brought together with perceptions of outcome interdependence. Finally, we offer ideas about HRM interventions to guide management scholars in their quest for understanding and improve the experiences of immigrants in the workplace.

This chapter aims to make sense of the growing research that examines the role of culture in mergers and acquisitions. We provide a detailed review of the many related but distinct constructs that have been introduced to the literature. While each construct has contributed to our understanding of the role of culture, the lack of connections made among constructs has limited the consolidation of contributions. The review shows what these constructs mean for mergers and acquisitions, what major findings have been discovered, and, most importantly, how constructs interrelate. Our discussion provides several opportunities to foster the needed consolidation of this research.