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The aim of this study was to examine the effects of employee race on the validity of commonly used selection procedures over three time periods after hire.

Data on employee race, cognitive ability, psychomotor ability, and previous work experience, as well as objective measures of performance, were collected from 932 sewing machine operators in the USA. Performance data were collected over three time periods (nine months total) after hire.

Race moderated the validity of cognitive ability in predicting performance for all three time periods. Race did not significantly moderate the validity of psychomotor ability or previous work experience in predicting performance.

This research is limited by the fact that only non‐complex jobs, and only women, were included in the study. Future research should attempt to replicate these results with a wider variety of jobs, as well as with the inclusion of men in their samples.

To ensure fairness, managers should examine effects of employee race on selection procedure validity when feasible.

Employers have a moral as well as a legal obligation to ensure the fairness of their employee selection procedures. They should ensure that all of their selection procedures are free from differential validity based upon race, as well as other demographic variables (gender, age, disability, etc.).

This is the first study to examine effects of race on selection procedure validity over an extended period of time.

This paper presents the case for personnel systems based on maximizing the differential information gathered about individual abilities and their match to jobs. In the context of assignment to multiple jobs, such systems are shown to be more effective than those based on the currently dominant paradigm of maximizing predictive validity. The latter paradigm favours the measurement of general cognitive ability over multiple specific aptitudes. Recent differential approaches use computer simulation modelling of alternative hypothetical systems to evaluate potential efficiency. The paper reviews the theoretical background on the structure of human abilities which has led to these contrasting approaches to personnel system design, and presents evidence, based on the US Army selection and classification system, in support of the alternative approach. Individual test/aptitude profiles improve the efficiency of personnel selection and classification as well as academic, vocational and career counselling. They also provide a broader, potentially fairer definition of talent than a unidimensional indicator of cognitive ability, and a foundation for the design of learning and decision environments around learner and user profiles.

The current study examined several aspects of validity evidence for the Faculty Readiness to Teaching Online (FRTO) scale.

Data were collected from 307 faculty in higher education. Construct validity was evidenced through an exploratory factor analysis and a reliability coefficient. Differential validity was explored using the differential item functioning analysis to explore potential bias in items due to gender and age. In addition, convergent validity was tested by correlating FRTO with years of teaching online, the primary modality of instruction and whether there is required training in online teaching by the institution.

The findings from validation showed that new factors emerged and also demonstrated differences based on instructors gender and age, as well as based on teaching experience and primary modality of teaching.

The findings confirmed the previous study's results (Martin et al., 2019) and provided some modifications to the instrument. The factor structure did not conform to the original four factors proposed in the instrument; instead, the newly loaded factors were course design and facilitation, course technologies, course expectations and resources and time management. The revised instrument can be presented and discussed at online teaching professional development programs to help faculty understand the core competencies they need to better instruct students.

Teacher communities might create excellent conditions for teacher learning in schools, such as a teacher dialogue. The way teachers perceive and interpret these conditions seems to be crucial for their effects on learning. Therefore, the purpose of this paper is to develop and test the Sense of Community in School Scale (SCSS).

The SCSS was completed by a sample of 271 Dutch school teachers and student teachers and related to self‐reported opportunities for teacher dialogue. It was hypothesized that sense of community and teacher dialogue were related, that teachers showed a stronger sense of community than student teachers, and that their sense of community was stronger related to teacher dialogue for teachers than for student teachers.

Teachers showed higher scores on two of the six scales of the SCSS (group identity and meaningful relationships). For both teachers and student teachers, three aspects of sense of community (shared interaction repertoire, tolerance of individual differences, and meaningful relationships) were positively related to teacher dialogue, with stronger relations with two other aspects (group identity and shared domain) for teachers than for student teachers.

Although SCSS showed promising results, more technical research should be done to ensure its construct validity, differential validity and predictive validity.

Teaching is still seen as isolated work. More insight in how to ascertain collaborative workplace conditions in school might further ideas on workplace learning for school teachers.

The purpose of this study is to explore the effects of recommendation algorithm, product reputation, new product novelty, privacy concern and privacy protection behavior on users’ satisfaction and continuance intention to use short-form video application (APP).

Based on the existing theories, the research model of this study was developed and 445 valid data were collected through a questionnaire survey. The partial least squares structural equation modeling (PLS-SEM) was employed for data analysis to test the research model and hypotheses.

The results reveal that the recommendation algorithm has a significant positive effect on user satisfaction, new product novelty and privacy concern. The influence of recommendation algorithm on privacy concern is negatively moderated by product reputation. Privacy concern has a significant and positive impact on privacy protection behavior, and privacy protection behavior has a significant and positive impact on user satisfaction. New product novelty also has significant impact on user satisfaction.

This study is one of the earliest studies to incorporate recommendation algorithm as a construct into the college students’ continuance intention to use short-form video APP. The influence of reputation as a moderator variable on the relationship between algorithm and privacy concerns is also investigated.

The purpose of this paper is to report the results of a study undertaken to investigate the effect of Chinese traditional cultural values on the gift‐giving behavior of consumers in the People's Republic of China (PRC) and to check the moderating effects of Chinese traditional cultural values on a consumer's purchase intention and self‐consistency.

Using a survey among a large sample of people in four cities, gift‐giving behavior, purchase intention and self‐consistency of the consumer in purchasing decisions were measured by the scale. The Chinese traditional cultural values include Confucianism, Buddhism and Taoism. Factor analysis and hierarchical regression analysis were used to analyze the data.

Results indicates that Chinese traditional cultural values have significant moderating effects on gift‐buying intention accords with gift‐giver's image and purchase intention accords with gift‐receiver's image. Consumers with higher value orientation are more careful about consistency between gifts with self‐image and receiver's image.

Research results should be interpreted with caution as the study was limited to several major cities in the PRC. Also the questionnaire has neglected some people who did not fully understand the questions.

This study points out those Chinese traditional values that play an important role in gift‐buying decisions. Results will provide some professional opinion for some insider engage in gift marketing and add new viewpoints.

The paper develops new scales for measuring constructs such as Chinese traditional cultural values, attitude for gift‐giving and gift‐buying intention.

Managerial social capital could exert valuable influences to firms' operating performance in social networks. Through the lens of structural hole theory, the relational rents of managerial social capital partly results from certain controlling power endured by the network structure, thereby potentially signifying opportunistic behaviors once such relational rents are acquired at the cost of other parties' potential value loss. As such, it can be expected that using managerial social capital may inherently evoke a focal firm's high tendency of opportunism in its cooperative arrangement. This paper mainly aims at shedding lights on the opportunism implications of managerial social capital in the context of interorganizational relationships.

The authors collected data from 197 manufacturing joint ventures in China mainland.

Based on these sample Chinese‐foreign joint ventures, this paper found that member firms' managerial social capital tend to strengthen their opportunistic behaviors in special interfirm relationships, such that opportunistic behaviors mainly aim at taking control of the procedure of relation arrangement without significantly influencing relationship performance as well as its outcome distribution.

By demonstrating certain downsides of social capital, such that using social capital could induce opportunistic behaviors in interfirm relationships, it is expected that the study to contribute to both future social capital and joint venture research and business practices, especially to joint venture operations in China.