Search results

The purpose of this study is to develop understanding of the extended self-theory by focusing on the influence of other people in identity constructions as experienced in collectivist Eastern contexts. It specifically addresses the impact of being treated as an extended self on Arab-Muslim women’s identity constructions.

This study uses a qualitative research approach consisting of 23 in-depth semi-structured interviews. Nonprobability, purposive sampling is followed as the study targets Kuwaiti women who identify as former hijab/veil wearers. Sample diversity is attained in terms of Kuwaiti women’s demographical characteristics, including their age range, marital status and social class.

The findings of this study reveal paradoxes of experiencing the collective extended self through familial pressure to (un)veil and the strategies used by women to reject engaging with the collective extended self, including contextualizing, substituting and sexualizing the veil.

Existing studies related to the notion of the extended self are primarily conducted in Western contexts, and as such, are oriented toward personal accountability related to identity constructions. To complement this perspective and address the call for research on the extended self in collectivist societies, this study highlights the importance of recognizing the role of other people in influencing identity constructions in Eastern contexts.

The purpose of this paper is to examine how entrepreneurial orientation (EO) is manifested in the context of born global firms. Specifically, the authors investigate the extent to which the EO dimensions of the influential Miller/Covin & Slevin scale are demonstrated in born globals. In addition, following calls in the literature, some as-yet unrecognised dimensions of EO in born globals are examined.

The authors use a qualitative research approach by conducting semi-structured, in-depth interviews with eight born global firms from New Zealand and Australia.

The authors find that the EO dimensions of proactiveness and innovativeness are strongly prevalent in these firms. In contrast to the extant literature, the results also indicate that these born global firms generally display a relatively low level of risk-taking. The authors find strong empirical support for two additional emerging dimensions of EO: passion and perseverance.

The study provides two key contributions to the area of international entrepreneurship by investigating how EO is prevalent in the context of born globals and by proposing the new dimensions of passion and perseverance.

This article gives an overview of using global positioning systems (GPS) in a popular activity, geocaching, as a teaching and learning activity. The authors provide background information and an overview of one social studies teacher’s first use of geocaching and share perspectives from the teacher and her students on its value in the classroom.

This article examines the challenges facing agencies working across social care, health, education and voluntary sector boundaries in leading a drive for evidence‐informed practice (EIP). A study conducted by Research in Practice has identified the competencies and functions that managers deem most important to lead an EIP initiative successfully. Views about agencies' current capabilities and confidence to do so vary. Leadership development opportunities are generally perceived as poor. Plans are outlined for an action learning project within the Research in Practice network to support managers to lead EIP effectively.

Public relations (PR) research has given little space to the opinions, innovations and experiences of those working in marginalised or ‘dirty’ roles or occupations. To ensure that the worlds of these ‘others’ are represented this chapter explores the lives and work of women working in PR and communication roles in the ‘adult’ industry (worth an estimated $15 billion worldwide). Tibbals notes that ‘the voices and experiences of women working in the adult film industry are often overlooked’ (2013, p. 21) and dismissing a highly profitable but ‘dirty’ sector is to overlook and denigrate the people who work in it and the experiences and knowledge created therein. To explore my research questions I gathered informal interview data from women working in PR and combined this with published literature which recorded the lives of women who carried out PR and communications roles in the adult industry. My research demonstrates that high quality PR work is carried out within the adult industry and that the industry attracts women from diverse backgrounds, many of whom progress quickly within a meritorious environment. Nonetheless, these women often feel difficulty in explaining or justifying their work to family and friends and have strategies to avoid discussing their work to those outside the industry. They also have to work within a media environment where adult industry issues are not well or correctly reported.

The purpose of this paper is to investigate the service quality of Macao's World Heritage (WH) site as perceived by visitors involving both tourists and local residents.

The empirical data was collected via structured questionnaires to obtain views of 1,056 visitors on the 27 world heritage attractions in Macao.

The overall visitor satisfaction level on the service quality of Macao's WH was high but dimensions on “empathy” and “consumables” needed improvements. Significant differences were also found between the tourists and local residents. Tourists rated the level of crowding as more tolerable than local residents but less tolerable in terms of staff availability at attractions. Residents had a relatively low satisfaction score for most items except the availability of staff than the tourists.

To attract more repeated visitors, the results highlighted the importance of satisfying both groups of visitors by taking special care of the needy and children and offering more on‐site information. Managing well with the city's tourism carrying capacity and providing more staff service were also suggested to satisfy the local and tourist markets respectively.

Studies on service quality in heritage especially within the Macao context were scarce. This pioneering study shed light on the service quality of Macao's WH site and provided hints on the differences in the perceived service quality between the tourists and local residents. More specific government efforts can be exerted to satisfy the two niche markets in a more effective manner.

This chapter describes a new leadership model called shared equity leadership (SEL). The goal of SEL is to create culture change that embeds shared values of diversity, equity, and inclusion (DEI) into the core of an organization. SEL emerged from a qualitative multiple-case study of leaders who were committed to establishing an equitable organization at eight colleges and universities that had seen success in their equity efforts. We reviewed over 1,000 pages of documents and interviewed 126 leaders, including cabinet-level executives, mid-level leaders, and group-level leaders. While we identified this model on college campuses, it has relevance for any organizational context. SEL entails three elements: (1) a personal journey toward critical consciousness in which leaders solidify their commitment to equity, (2) a set of values that center equity and guide the work, and (3) a set of practices that leaders enact collectively to change inequitable structures. Distinct from traditional leadership models, SEL encompasses both personal and organizational processes of leadership and emphasizes collaborative, relational, personal, and emotional aspects of leadership. This change starts with transforming awareness and behaviors of individuals, who engage in personal journeys toward critical consciousness and develop an urgent sense of responsibility for creating change. Organizations can facilitate their personal journeys and begin structuring SEL by forming a diverse team and socializing them into SEL expectations. With a concerted effort of leaders committed to SEL values and practices, an organization can be transformed so that equity is everyone’s work.