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This chapter honors the opportunity I have had to learn with David Maines over the past 35 years. I connect my research on communication and disability, specifically among individuals who are blind and visually impaired, to Maines' discussion of narratives incorporating Rawlins' exploration of similarity and difference. I discuss narratives of disability as difference using three examples: A short story written by H. G. Wells; the American with Disabilities Act; and interviews conducted with elite blind goalball athletes. I conclude with 10 lessons learned about disability and difference including that the goal of my research is to help us all perceive disability as a difference that matters, but not as a difference that disables.

The purpose of this paper is to analyse how novel homicide defences predicated on contemporary neuroscience align with legal insanity.

Doctrinal analysis, systematic investigation of relevant statutes and cases, was used to elucidate how the law of insanity is evolving. Cases represent the first recorded instance of a particular neuroscientific defence. US appellate cases were categorised according to the mechanism of action of neurotransmitter relied upon in court. A case study approach was also used to provide a contextualised understanding of the case outcome in depth.

Findings broadly depict how the employment of expert testimony runs parallel with our contemporary understanding of key neurotransmitters and their function in human behaviour. Generally, medico-legal evidence concerning neuromodulating agents and violent behaviour was inconclusive. However, the outcome of defence strategy may depend on the underlying neurotransmitter involved.

This study shows that as more discoveries are made about the neurobiological underpinnings of human behaviour; this new knowledge will continue to seep into the US court system as innovative defence strategies with varying success. Medical and legal practitioners may gauge the success of a defence depending on the neuromodulating agent.

Many scholars have focused on the role of neuroimaging as neuroscientific evidence and how it is used is shaping US criminal jurisprudence. To the best of the author’s knowledge, no study has incorporated the true origin of neuroscientific evidence as being underpinned by the understanding of neurotransmitters.

Even though emotional intelligence (EI) is reported to have many benefits, yet it remains mainly unexplored in the construction industry. This paper aims to present a critical review of EI research in the construction industry.

Search of literature was conducted by using Scopus engine. Relevant keywords were used to discover 146 publications. The titles, abstracts, keywords and full texts of the publications were examined to finally select 48 publications that were relevant. Scientometric analysis was undertaken with the aid of VOSViewer. Content analysis systematically reviewed the key themes.

The five topmost countries conducting research into EI in the construction industry are UK, Australia and the USA. The most influential authors in construction EI research are Goleman, D., Salovey, P. and Mayer, J.D. The significant impact of EI on leadership in the construction industry were that EI boosted transformational leadership style and EI influenced use of management-by-exception active style by construction leaders. Furthermore, EI leads to resilience against stress and EI enhances stress tolerance were the significant roles of EI on stress management.

A limitation is in the number of publications reviewed. In spite of the critical review, the number of publications reviewed may not be exhaustive.

This research enhances knowledge and stimulates a deeper comprehension of EI research and also provides recommendations for further studies based on identified research gaps.

As a pioneering study that combines scientometrics and systematic review for EI research, this study enhances knowledge on EI in the construction industry.

The extant literature on self-verification striving has primarily focused on employee recruitment and positive organizational outcomes, but there is insufficient research on its influence mechanism and boundary conditions. With taking charge as the mediating variable and authentic leadership as the moderating variable, this study aims to explore the relationship between self-verification striving and creative performance.

The authors collected 358 questionnaires from China. Linear regression was used to explore the influence mechanism and boundary conditions. Groups were classified by latent profile analysis, and differences among different groups were compared.

First, self-verification striving was significantly positively correlated with creative performance, and taking charge played a significant mediating role between them. Second, authentic leadership significantly positively moderated the relationship between self-verification striving and taking charge. Third, based on the willingness and action of self-verification striving, it was found that the taking charge and creative performance of the double high group was significantly higher than the high-medium group, while the double low group was significantly lower than the high-medium group.

First, this study makes up for the lack of influencing mechanism and inconsistency of research results between self-verification striving and employee outcomes. Second, the moderating effect of authentic leadership was proposed and verified, which enriched the universality of self-verification theory in Chinese context. Third, we found the differences in behaviors and outcomes among different groups, verified the uniqueness of self-verification striving in the Chinese context. It helps to explore the deep relationships that cannot be revealed by variables alone.

This chapter proposes authentic leadership as a generic competence and an integral part of doctoral education regardless of field of study. The authors explore its potential to enhance the development of doctoral candidates and academics and search for answers to the questions: Can and should authentic leadership be developed as a generic competence in doctoral education? How can it be designed and implemented in a doctoral training module? What would its learning outcomes be? The authors address these questions in the context of doctoral education. They assert that authentic leadership training should be mandatory for all doctoral candidates, and that supervisors should be actively engaged in the development of this underappreciated transferrable skill.

Drawing on the social identity theory, this paper explores the impact of rider–driver ethnicity match on the driver’s expected ride satisfaction and willingness to perform, and rider’s trust on the driver.

The study relies on scenario-based online experiments with 291 ride-hailing drivers and 282 riders in the USA.

The findings indicate that ethnicity match between ride-hailing drivers and riders positively impact driver’s ride satisfaction and willingness to perform, and rider’s trust in the driver. The study also revealed a significant positive moderation effect of ethnic identity on the relationship of ethnicity match and those constructs.

While it may be challenging to influence an individual’s level of ethnic identity, managers can take steps to educate and train their employees regarding the impact of ethnic identity and discrimination, with a particular focus on those individuals who possess a strong sense of ethnic identity.

The findings of this research provide theoretical contributions to the existing literature on ride-hailing services and adds to the limited stream of logistics research that examines the impact of ethnicity on ride-hailing operations.

This chapter explores authentic leadership at the ‘edge of chaos’ – a transitional period from one kind of stability to another triggered by the emergence and implementation of newness. The authors argue that continuous, abrupt or unpredictable change at the edge of chaos impacts authentic leadership, resulting in the development of new values, new perspectives on legitimacy and new identities. Kinyanjui and Turcan identify four leader legitimation strategies, when introducing newness at the edge of chaos: feedback loop; conformance; familiar cues; and consistency and repetition. Kinyanjui and Turcan call for future research into the co-emergence of newness at the edge of chaos to equip decision-makers and policy-makers with a better understanding of legitimation strategies in the implementation of newness.

The purpose of this study is to identify the main perspectives and trends in educational data mining (EDM) in the e-learning environment from a managerial perspective.

This paper proposes a systematic literature review to identify the main perspectives and trends in EDM in the e-learning environment from a managerial perspective. The study domain of this review is restricted by the educational concepts of e-learning and management. The search for bibliographic material considered articles published in journals and papers published in conferences from 1994 to 2023, totaling 30 years of research in EDM.

From this review, it was observed that managers have been concerned about the effectiveness of the platform used by students as it contains the entire learning process and all the interactions performed, which enable the generation of information. From the data collected on these platforms, there are improvements and inferences that can be made about the actions of educators and human tutors (or automatic tutoring systems), curricular optimization or changes related to course content, proposal of evaluation criteria and also increase the understanding of different learning styles.

This review was conducted from the perspective of the manager, who is responsible for the direction of an institution of higher education, to assist the administration in creating strategies for the use of data mining to improve the learning process. To the best of the authors’ knowledge, this review is original because other contributions do not focus on the manager.