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According to previous research, exit interviews do not fulfil the purpose of generating useful feedback from parting employees. According to signaling theory, they might, however, serve a different purpose: to leave one last good impression on parting employees, and the aim of this study was to test this.

A survey was administered to a sample of 164 German employees.

Consistent with arguments based on signaling theory, those who experienced an exit interview reported more residual affective commitment toward their former employer and less willingness to complain about it, and these effects were mediated by interpersonal fairness perceptions. In addition, the probability of having an exit interview was found to depend on the resignation style of employees.

This new perspective on exit interviews can renew the interest in studying how organizations manage the offboarding process.

This study advises employers to conduct “exit conversations” (as two-way interactions rather than one-way interviews) and to carefully plan the exit phase.

To the best of the authors’ knowledge, this is the first study that proposes a signaling theory perspective of exit interviews and that links exit interviews with the literature on resignation styles.

To examine the relationship that athletes establish with their bodies within sport and through their transitions out of sport, with a special focus on risk, injury and pain.

This chapter is an explanatory review of the literature focusing on the embodied and sensory experiences of athletes as they depart sport.

This chapter explores definitions and conceptualizations of the retirement process, highlights how the body is experienced during the sporting exit (as fragile and out of control) and makes connections between how bodily breakdown during sporting exits impacts an athlete’s sense of self and identity.

Through practical recommendations, this chapter highlights some of the ways in which psycho-education and an expanded focus on the body could be useful to athletes as they attempt to reconcile their new lives and bodies post-sport.

In a world where different communication technologies support social connection, managing unavailability is as important as, if not more important than, managing availability. The need to manage unavailability becomes increasingly critical when users employ several communication tools to interact with various ties. A person's availability information disclosure may depend on different social relationships and the technologies used by the person. The study contributes to the literature by drawing on privacy management theory to investigate how users practice availability management and use its deceptive form, which is sometimes called a butler lie, with various ties across different messaging applications (apps) as part of their online privacy. Relevant factors in mediated communication, including facework, common ground, and interpersonal trust, are included in the developed model.

The authors conducted an online survey (n = 475) to explore the relationship between one's contact with different interactants (significant others, family members, close friends, acquaintances, groups of friends, and groups of acquaintances) and one's practice of availability management and use of butler lies with these interactants at different size levels on various messaging apps.

Factors such as facework, privacy related to technology, and privacy related to social relationships affect the practice of availability management and the use of butler lies. Notably, butler lies are used most frequently with acquaintances and groups of acquaintances and least frequently with significant others. Moreover, the practice of availability management and the use of butler lies are negatively moderated by people's conversational grounding and trust.

The study examined the practice of cross-app availability management with diverse social ties on mobile technologies, which is a socio-informatic practice that is widely adopted in the contemporary digital landscape but on which limited scientific and theoretic research has been conducted. No research has directly investigated users' availability management across multiple apps from a relational perspective. Building on the theoretical framework of privacy management, the paper aims to bridge the gap in the relevant literature. The results of this study can serve as a reference for library professionals to develop information literacy programs according to users' availability management needs. The results also provide insights to system designers for developing messaging tools.

Leadership and organisational change starts with thinking: thinking about problems, thinking about possibilities and thinking about capabilities. But thinking never occurs in a vacuum. Long gone are the days when a chief executive officer would disappear for weeks with a towel over their head only to reappear to announce ‘the strategy’ to the organisation. Thinking is of course a social activity that sees people coming together to develop and share ideas. The job of leadership is to exercise mastery over the process of social thinking in order to engage workers, to generate innovative ideas and to bring about change where needed. This paper considers the habits of social thinking, with reference to those found in the UK Civil Service, and proposes tools for leaders to significantly enhance their success.

The evolution of online instruction in the United States has been characterized by increasing sensitivity to the experiential contexts of end users. Two conceptual teaching models are described which recognize and extend end users' existent knowledge. The database model and the network model facilitate end users' interrogation of information retrieval (IR) systems through representation of systems' internal structures and functional outcomes. Evaluation results have shown that these instructional approaches cultivate end‐ users' development of mental models which enable them to make appropriate inferences and predictions during online decision making.

With the increasing diversity, including international students, in US American colleges, it is inescapable for faculty to make long-term adjustments to maximize learning for every participant in their courses. Creating an inclusive environment means that faculty are attuned to the diverse needs of college students regarding each task written or oral. In this chapter, the author describes an applicable academic class discussion model, an equitable process that faculty can adapt in their classes and facilitate frequently, especially if that is an inevitable component of their courses. The author explains how comprehensive notes on texts, adequate information literacy skills, and transparent class norms will lead to learning-centered academic class discussions and meaningful engagement of international college students.

There is widespread interest in moving beyond crime statistics to measure police performance in new ways, especially the quality of police-community interactions that influence police legitimacy and public trust. The purpose of this paper is to introduce the Police-Community Interaction Survey (PCIS) developed by the National Police Research Platform.

The PCIS collected data from 53 police agencies around the USA in 2013-2014. The psychometric properties of the constructs measured are presented. This study also offers a preliminary test of the effects of an alternatively specified and expanded procedural justice model on willingness to cooperate with the police, mediated through perceptions of officer trustworthiness.

Scales were developed with good reliability and validity that measure various aspects of the police-community interactions. The authors find evidence that empathy is an important addition to the procedural justice model, and that the effects of procedural justice on willingness to cooperate with the police are partially mediated through perceptions of officer trustworthiness.

This is the first attempt to validate the measurement of police-community interactions on a large scale in the USA with policy implications at the local and national levels. The findings can help local police agencies incorporate new performance metrics at the individual, group, and agency levels. Nationally, the science of policing can be advanced by specifying the antecedents and consequences of respectful and empathic actions, including behavior that strengthens police-community relations.

Strategy Question: How do I assess the “market health” of my products or services?

Summary: This isn’t really a new tool per se, as it is based on the original Boston Consulting Group’s Growth–Share matrix and General Electric/McKinsey Consulting 9-box version. We base our tool on the 9-box version that plots a point for each product/service form relative to our preferred elements of “Competitive Position” and “Market Attractiveness.” The chapter explains how to breakdown the products/services, construct plot points for the matrix (in qualitative fashion that most companies can easily construct) for both the “competitive position” and “market attractiveness” metrics. The tool consists of a one-page, 3 × 3 matrix along with a process to gather, assess, and organize the information so the strategist can determine how the various products and services of the business are positioned in the respective markets, how well each is performing, how much each contributes to overall firm performance, which have potential for future performance, and what types of approaches might be appropriate for allocating resources. Once products/services are respectively plotted and grouped in common ways suggested, the output is extremely helpful in framing the competitive state and providing a baseline for constructive intercompany debate.

The purpose of this paper is to investigate Global Talent Management (GTM) approaches and praxis with a specific focus on global deployment goal congruence and alignment between expatriates and the organization, talent recognition, valuation and utilization of repatriates.

Qualitative research in this paper entails interviews with 78 expatriates and repatriates across the globe, investigating their experiences with, perspectives on and perceptions of GTM praxis and approaches.

Findings of this study revealed firstly, that there is incongruence and misalignment of goals in global deployment where organizational, financial goals prevailed over social and human-oriented goals. Secondly, a lack of global talent pools and pipelines where interviewees indicated that expatriate assignments (EAs) were typically reactionary without strategic forward thinking on talent management (TM), observable through organizations' focus on short-term return on investment (ROI) on EAs instead of long-term talent investments. Thirdly, there was little recognition and non-utilization of cross-cultural human capital and talents upon repatriation.

This study relied on self-reports of expatriates' and repatriates' perceptions of and experiences with GTM approaches. Future research should gather multi-actor, multiple-source data from expatriates and repatriates, senior leaders, line managers, GTM strategic business partners to gain more insight into GTM approaches and praxis.

Organizations are recommended to conduct “Global Talent Management Open Strategy Formation” as the foundation of an evidence-based, integrative GTM architecture and praxis to ensure GTM effectiveness.

This paper contributes to the literature by advocating for sustainable, people-centric GTM to safeguard the longevity and sustainability of all members of the talent ecosystem.

The purpose of this study is to explore how the phenomenon of academic professional development looks through the eyes of graduate students navigating the increasing complexity of postgraduate careers. This study pays particular attention to how current students navigate the interplay between their beliefs, intentions and behaviors when it comes to making choices regarding their engagement in professional development.

This is a qualitative study, based on a phenomenological analysis of seven in-depth interviews with advanced PhD students from the earth sciences college at a large, public, research-intensive university located in the mid-Atlantic area of the USA (Penn State).

Framed in the Theory of Planned Behavior, the findings of this study suggest that the interviewees varied across all aspects of Theory of Planned Behavior: in their beliefs about valued career paths, in their convergence or divergence from the departmental or institutional norms they perceived and in their sense of control over their career pathways. They all shared, however, a strong desire to successfully navigate the widening array of possibilities to achieve a range of personal and professional goals, but they often lacked the ability to align those intentions with actions related to professional development.

This study suggests that institutions may wish to rethink their positionality in the professional development of graduate students, moving away from centralized models of direct support and towards more indirect, informal and co-created means of exerting influence and building community.