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The purpose of this paper is to examine the legacies of Carolyn R. Dexter through the lens of a broader perspective on faculty work productivity and impact.

The authors used critical biography, a qualitative methodology, to explore and explain the development and contributions of Carolyn R. Dexter.

Carolyn R. Dexter was both a product and an anomaly of her times. By contemporary academic standards Dexter’s publication productivity was limited, yet her influence was strong on many individuals and organizations. She promoted internationalization of professional organizations and supported gender equality.

The limitation of authors’ interpretation is recognized.

Dexter’s career is an example of faculty work productivity and impact which is broader than publication productivity. This work illustrates the appropriateness of qualitative research, specifically, critical biography, in placing important management figures in context.

Studies focusing on women leadership at The Academy of Management, the preeminent professional association for management and organization scholars, are limited. Carolyn R. Dexter’s leadership provides a roadmap illustrating practical contributions of faculty productivity and impact beyond publications. Throughout her academic life Carolyn Dexter made her faculty work “meaningful” to the organizations in which she worked and to the people she encountered.

Upon discharge, US service members experience an instantaneous immersion back into civilian life. One of the most challenging aspects of that reimmersion is the reentry/entry into the civilian workforce. As such, it is necessary to study the returning veteran's employment experience when considering the veteran's civilian reintegration. The purpose of this study was to analyze and evaluate the returning veteran's civilian employment experience and to identify challenges faced by the veteran in the civilian onboarding experience.

This study is a qualitative analysis in which 27 military veterans were interviewed about their experience with civilian reemployment. The results of the interviews were compiled, analyzed and grouped by common theme. This study explains some of the major issues confronted by the newly separated veteran and discusses how those challenges may influence job satisfaction and job performance.

The analysis identified the following three main themes that posed challenges to the veteran to civilian employment transition: civilian employer’s military job knowledge deficit, veteran anxiety with civilian employer’s lack of clearly defined new-hire processes and civilian employer misunderstanding of veteran compensation, benefits and family involvement expectations.

This study is beneficial to scholars in as much as it will help to more clearly identify literature gaps, provide direction on emerging research concepts, add to the existing literature on the veteran to civilian transitions and connect research areas that have not yet been adequately studied. Future research would be well served to follow a similar program of research but by employing different research methods in order to address the limitations outlined above and further support the findings of this research. Specifically, future research should sample across a wider set of individuals as study participants (time since discharge, age, military rank at time of separation, reserve status, etc.). By doing this, future researchers may be able to determine how perceptions change over time and with regard to military experience. A second area of future research may be to conduct related research based on civilian employment opportunities and qualifications. Specific areas of study to be considered should be focused primarily on the macro issues such as military leadership and translating military experiences and skill sets to civilian contexts. Unlike other findings in this research, these two areas cannot be affected at the organizational level, and as such require concept exploration and clarity.

This study provides guidance and direction for veterans and employers alike by outlining areas that may be challenging for new-hire military veterans and bringing to light areas where the civilian onboarding experience can improve to better accommodate veterans. Further, this study identifies areas that directly or indirectly contribute to high veteran turnover rates and ultimately high veteran unemployment rates.

This original quantitative study conducted by the author specifically identifies several areas in the veteran to civilian employment transition that pose challenges for the returning veteran. All data for this study were gathered and analyzed using first-hand face-to-face interviews and established data analysis methods by the researcher.

The authors tested the efficacy of a team-based instructional leadership intervention designed to increase middle school mathematics and science teachers' use of educational technologies for multiple representations of content to foster students' conceptual understandings. Each school's leadership team comprised an administrator, a technology instructional specialist role, and a mathematics and a science teacher leader.

The authors tested the intervention in a quasi-experimental design with five treatment and five matched comparison schools. Participants included 48 leadership team members and 100 grade 6–8 teachers and their students. The authors analyzed data using two-level, nested multiple regressions to determine the effect of treatment on leaders' practices; leaders' practices on teachers' learning and integration; and teachers' learning and integration on students' learning. Leaders and teachers completed monthly self-reports of practices; students completed pre- and post-tests of knowledge in science and math.

Significant treatment effects at the leader, teacher and student levels establish the efficacy of this team-based approach to school leadership of an educational technology integration innovation. Leaders at treatment schools participated in a significantly higher total frequency and a wider variety of leadership activities, with large effect sizes. Teachers participated in a significantly wider variety of learning modes focused on technology integration and integrated technology significantly more frequently, with a wider variety of technologies, all with moderate effect sizes. Students in treatment schools significantly outperformed students in comparison schools in terms of science achievement but not in mathematics.

The overall sample size is small and the approach to participant recruitment did not allow for randomized assignment to the treatment condition. The authors tested the influence of treatment on leader practices, on teacher practices, and on student achievement. Future work is needed to identify the core components of treatment that influence practice and investigate the causal relationships between specific leaders' practices, teacher practices and student achievement.

This study establishes the efficacy of a replicable approach to developing team-based instructional leaders addressing educational technology. It contributes to the knowledge base about how district leaders and leadership educators might foster school leaders' instructional leadership, and more specifically technology leadership capacity.

The purpose of this paper is to develop a typology of human resource supply chain (HRSC) models that enable comparison of different models for making more informed strategic HR outsourcing decisions.

In the paper interviews and company documents were used to construct multiple comparative case studies.

The paper finds that five generic HRSC models were identified in two broad categories – two in‐sourcing models (local contracting and HR centralizing) and three outsourcing models (purchasing HR, non‐staffing HR, and staffing HR). Additional findings relate to the redistribution of power and competencies for managing HR within and between organizations.

The paper shows that future research should account for different HRSC models to address various dependent variables, especially distribution of power and HR competencies in managing HR supply chains and contribution to firm performance. Future studies on strategic alliances can benefit from building on the HRSC models in building different types of partnerships.

In this paper it is found that managers have a means for comparison of different HRSC models to make more fully informed strategic outsourcing decisions and to develop related HR competencies related to each one of the generic models.

This paper clarifies critical differences in five different generic HRSC models that must be accounted for in research on strategic HR and outsourcing. Without understanding the differences in HRSCs, managers often unwittingly relinquish power and control over critical HR functions to other organizational units or vendor organizations.

This paper aims to identify key factors that impact operating room (OR) utilization and evaluate different scenarios on OR performance.

Five months of data were collected. stepwise regression and best subset models were used to select factors and generate regression model for OR utilization. We further used simulation to test the influence of case duration mean, case duration variation, scheduled utilization and first-case delay on OR utilization, OR cost inefficiency and patient wait time on the day of surgery.

The scheduled utilization, case cancellation and add-on cases were the most important factors identified in all models. The larger the case duration variation, the lower the OR cost efficiency and utilization, the longer the patient wait time. First-case delay and turnover times are not critical in OR utilization or cost efficiency.

OR management should focus on creating an effective way to manage case cancellation and add-on policy to tackle the change on the day of surgery. In addition, several weeks before the surgery, the management needs to consider how to schedule cases to fit the allocated OR time.

In complementary of current OR management, this research assists OR management by identifying the factors that would result in the most significant improvement on OR utilization.