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Social media has created a new level of interconnected communication. However, the use of online platforms brings about various ways in which a user’s personal data can be put at risk. This study aims to investigate what drives the disclosure of personal information online and whether an increase in awareness of the value of personal information motivates users to safeguard their information.

Fourteen university students participated in a mixed-methods experiment, where responses to Likert-type scale items were combined with responses to interview questions to provide insight into the cost–benefit analysis users conduct when disclosing information online.

Overall, the findings indicate that users are able to disregard their concerns due to a resigned and apathetic attitude towards privacy. Furthermore, subjective norms enhanced by fear of missing out (FOMO) further allows users to overlook potential risks to their information in order to avoid social isolation and sanction. Alternatively, an increased awareness of the personal value of information and having experienced a previous privacy violation encourage the protection of information and limited disclosure.

This study provides insight into privacy and information disclosure on social media in South Africa. To the knowledge of the researchers, this is the first study to include a combination of the theory of planned behaviour and the privacy calculus model, together with the antecedent factors of personal valuation of information, trust in the social media provider, FOMO.

Effective discussion is inextricably linked to democracy. Social studies curriculum and instruction should engage students in practicing democratic skills and habits of mind. This case study provides a microanalysis of one U.S. History teacher’s commitment to fostering discussion in her classroom as a theorized pedagogical practice. A better understanding of what motivates teachers to engage students in classroom discussions paralleled with rich descriptions of how this teacher plans and implements discussion could encourage others to try this approach to teaching and learning.

Barriers to employment are a significant issue in the United States and abroad. As civil rights legislation continues to be enforced and as employers seek to diversify their workplaces, it is incumbent upon the management field to offer insights that address obstacles to work. Although barriers to employment have been addressed in various fields such as psychology and economics, management scholars have addressed this issue in a piecemeal fashion. As such, our review will offer a comprehensive, integrative model of barriers to employment that addresses both individual and organizational perspectives. We will also address societal-level concerns involving these barriers. An integrative perspective is necessary for research to progress in this area because many individuals with barriers to employment face multiple challenges that prevent them from obtaining and maintaining full employment. While the additive, or possibly multiplicative, effect of employment barriers have been acknowledged in related fields like rehabilitation counseling and vocational psychology, the Human Resource Management (HRM) literature has virtually ignored this issue. We discuss suggestions for the reduction or elimination of barriers to employment. We also provide an integrative model of employment barriers that addresses the mutable (amenable to change) nature of some barriers, while acknowledging the less mutable nature of others.

This chapter covers the conceptual framework and presents practical guidelines for using single-case research (SCR) methods to determine evidence-based treatments. We posit that SCR designs contribute compelling evidence to the knowledge base that is distinct from group design research. When effect sizes are calculated SCR can serve as a reliable indicator of how much behavior change occurs with an intervention in applied settings. Strong SCR design can determine functional relationships and effect sizes with confidence intervals can represent the size and the certainty of the results in a standardized manner. Thus, SCR is unique in retaining data about the individual and individual effects, while also providing data that can be aggregated to identify evidence-based treatments and examine moderator variables.

To compare the profitability and technical efficiency of firms in a monopoly industry, airports, operating with different degrees of market power and under differing regulatory regimes, minimalist in New Zealand and interventionist in Australia.

Unlike previous privatisation studies, this study measures efficiency and profitability separately. Using data envelopment analysis (DEA), the technical efficiency of privatised airports is assessed, and this independent measure is used in regression analyses to determine whether efficiency, regulation or privatisation is related to airport profitability.

For firms with monopolistic characteristics operating under minimalist regulation, profitability is related to market power, not efficiency improvements. For firms operating in a regulated environment, profitability is related to regulation, which constrains market power but does not impede efficiency.

This study is limited by its small sample size and its generalisability due to its single industry and regional focus. However, the findings support assertions that the impact of privatisation cannot be assessed independently of industry structure and regulation.

Policy makers considering SOE privatisation in non‐competitive markets should introduce either competition or regulation if firm efficiency is a desired outcome.

Academics and policy makers should be aware that privatisation and competition are not only complementary, as per the extant literature, but they are essential bedfellows. In the absence of competition, regulation is required to control for market power.

The recent UK Diversity in Sport Governance report (Sport England & UK Sport, 2019) highlighted that two-thirds of boards have no Black, Asian and minority ethnic members and that board diversity is an ongoing problem. In the report, Sport England and UK Sport (2019, p. 5) acknowledged that ‘the sports sector is falling behind other sectors in terms of minority ethic members’. While this is an important acknowledgement, it reflects trends in both research and policy on diversity in UK sport governance that continue to focus on single forms of discrimination (e.g., gender, ethnicity, age or sexuality). In this chapter we move beyond this approach to consider how Black women experience sport leadership and governance through an intersectional lens. The key findings in this paper outline Black women's positionality at the intersections of race and gender and how these influence their sport leadership opportunities and experiences based on (1) their outsider within status, (2) inequities in their salaries, marginalising promotions and occupational stereotyping, (3) their identity negotiation and (4) their experiences with womanism. We conclude by arguing for more research that explores the intersection of race and gender within UK sport leadership and governance, which should be positioned within the context of long-standing and deep-rooted racialised and gendered ideology and beliefs within UK society.

An ongoing public relations (PR) crisis resulted from the behavior of Mylan, a pharmaceutical company, regarding its well-known antianaphylaxis product, the EpiPen. Mylan’s mishandling of the EpiPen controversy widened its legitimacy gap among external stakeholder groups – as well as among its employees. Its actions conflicted with the values expressed by its corporate social responsibility (CSR) rhetoric and jeopardized stakeholders’ commitment, loyalty, and productivity. In this chapter, I argue that #EpiGate renders Mylan unable to activate the type of collective identity orientation needed among employees during a legitimacy controversy. Employing identification and storytelling as critical lenses, rhetorical analysis of Mylan’s CSR documents suggests how its contradictory messages compounded its legitimacy gap among employees. Mylan’s inability to address rising CSR expectations among employees involves both human resources (HR) and PR practitioners. Suggestions for how these functions should work together to better shore up expression of CSR values with employee expectations are provided.

It is widely acknowledged that the delivery of health care has been made more complex by a number of factors including technology, information, organizational arrangements, and the increasing burden of chronic illness. This increase in complexity has underscored the need for more effective teamwork and working relationships among health care providers. Although professional education groups such as the Accreditation Council for Graduate Medical Education (ACGME) have mandated competencies such as “work effectively as a member or leader of a health care team or other professional group” since at least 2007, it is clear from both research and anecdotal accounts that there is still room for significant development in this area.

This paper aims to provide a review of the reinstitution of the Journal of Management History (JMH) following its five-year merger with Management Decision. In this review, the final issue of the merger in 2005 is examined through the four volumes of JMH that were published after the separation. Across this time period, trends in topics and approaches, as well as identify particularly impactful work, were investigated.

With a taxonomy developed in a previous review of JMH (Hardy et al., 2015), articles were sorted by independent raters for the following dimensions: focus (i.e. person, topic or event), historical approach (i.e. an account or analysis) and readership (i.e. public policy or management). After full consensus was reached, these categories were examined to identify themes and shifts in trends over the target time period. Finally, the impact of articles published between 2005 and 2009 was evaluated by using citations provided by Google Scholar.

In the years following the separation of JMH from Management Decision, a few notable shifts were observed in the journal’s focus, approach and readership. This time period was first characterized by a heavy emphasis on topic-based articles. The emphasis subsequently shifted to strike a balance between focusing on people and topics. There was also fairly balanced use of historical analysis and historical account approaches. The final shift led to a majority of articles having a person-based focus. Interestingly, the largest impacts were made all by articles with a focus on particular management topic.

This quantitative review provides insight into the development of JMH following its reestablishment as independent publication outlet.

The innovations in this volume instill a sense of optimism about how special education professionals might improve outcomes for students with disabilities. Although many interventions illustrate scientific progress toward an evidence-based profession, many special educators may find it challenging to discriminate between scientifically validated innovation and various fads. While innovation reflects the gradual progress of science, fads usually arise suddenly and lack an evidentiary foundation. Some fads may persist over time but without supportive evidence. We present several reasons why we believe special educators adopt fad interventions during an era when scientifically validated special educational practices are readily available. We propose that fads and similar unsubstantiated practices likely will be a persistent problem for special educators. A conservative and judicious approach to adopting “the next big thing” therefore seems important to an evidence-based special education.